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Since its creation in 1959, Donald Kirkpatrick's four-level model for evaluating training programs - reaction, learning, behavior, and results - has become the most widely used approach to training evaluation in the corporate, government, and academic worlds. However, trainers today are feeling increased pressure to prove whether instruction is worth its cost. And calculating and presenting results (Step 4) becomes tricky when, despite training, workers aren't fulfilling Step 3: applying what they've learned to their behavior. This book takes on this age-old challenge, first examining why lear

Employees. --- Organizational behavior. --- Organizational learning. --- Performance technology. --- Training of. --- Business. --- Marketing & Sales --- Commerce --- Business & Economics --- Employees --- Behavior in organizations --- Learning organizations --- Human performance technology --- Technology, Performance --- Employee development --- Employee training --- Employees, Training of --- In-service training --- Inservice training --- On-the-job training --- Training of employees --- Training within industry --- Vestibule schools --- Management --- Organization --- Psychology, Industrial --- Social psychology --- Learning --- Communities of practice --- Knowledge management --- Performance --- Occupational training --- Employer-supported education --- Enhancement technology, Human performance --- HPT (Human performance technology) --- Human performance enhancement technology --- Human engineering

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Don Kirkpatrick has long been recognized in the field of training. This book shows how to take the theory and, through seven keys, actually use it in a practical setting. The author's team includes, son James Kirkpatrick a consultant, workshop conductor, and practitioner in the field of training.

Employees --- Training of --- Evaluation.