Summary
My father, Don Kirkpatrick, invented the four levels of evaluation- reaction, learning, behavior, and results- more than 50 years ago. As a testament to their influence, they are still widely used today. Unfortunately, three myths about them keep some organizations from using them effectively. The myths and other misunderstandings have limited the power of the four levels to maximize and demonstrate training effectiveness. The best way to proceed with debunking these myths is to review the four levels in relation to today's business and training needs. The original work on the four levels suggested there were three reasons to evaluate. That was what my father wrote in his 1993 book Evaluating Training Programs. Recently, I discussed new applications for the four levels with my father, and we came up with three new reasons to evaluate for a total of six. Gathering comprehensive data and information to create a "chain of evidence" is the best way to demonstrate training value to stakeholders. As training professionals, we need to "read our jury," know what kind of data and information we will need to convince them of our case, prepare it, and present it effectively.
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Extract
The Hidden Power of Kirkpatrick's Four Levels
My father, Don Kirkpatrick, invented the four levels of evaluation-reaction, learning, behavior, and results-more than 50 years ago. As a testament to their influence, they are still widely used today. Unfortunately, three myths about them keep some organizations from using them effectively.
Myth number 1 : Using a smile sheet for Level 1 and preand post-tests for Level 2, while hoping for the best, is an appropriate use of the four levels. This is not true, although it is far and away the most typical way the four levels are implemented, even in Fortune...See the full content of this document
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