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Evaluating Training Programs: The Four Levels by Donald L Kirkpatrick
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N.º de artículo de eBay:296605241036
Última actualización el 20 sep 2025 13:17:40 H.EspVer todas las actualizacionesVer todas las actualizaciones
Características del artículo
- Estado
- Publish Year
- 2006
- Type
- Book
- Publication Name
- See Title
- ISBN
- 9781576753484
Acerca de este producto
Product Identifiers
Publisher
Berrett-Koehler Publishers, Incorporated
ISBN-10
1576753484
ISBN-13
9781576753484
eBay Product ID (ePID)
46907281
Product Key Features
Edition
3
Book Title
Evaluating Training Programs : the Four Levels
Number of Pages
392 Pages
Language
English
Publication Year
2006
Topic
Training
Illustrator
Yes
Genre
Business & Economics
Format
Hardcover
Dimensions
Item Height
1.3 in
Item Weight
26 Oz
Item Length
9.5 in
Item Width
6.5 in
Additional Product Features
Intended Audience
Trade
LCCN
2005-048069
Dewey Edition
21
Dewey Decimal
658.3/12404
Edition Description
Revised edition,New Edition
Table Of Content
Foreword Foreword to the Third Edition Preface Part One: Concepts, Principles, Guidelines, and Techniques Chapter 1: Evaluating: Part of a Ten-Step Process Chapter 2: Reasons for Evaluating Chapter 3: The Four Levels: An Overview Chapter 4: Evaluating Reaction Chapter 5: Evaluating Learning Chapter 6: Evaluating Behavior Chapter 7: Evaluating Results Chapter 8: Implementing the Four Levels Chapter 9: Managing Change Chapter 10: Using Balanced Scorecards to Transfer Learning to Behavior Chapter 11: So How is E-Learning Different? Part Two: Case Studies of Implementation Chapter 12: Developing an Effective Level 1 Reaction Form: Duke Energy Corporation Chapter 13: Evaluating a Training Program for Nonexempt Employees: First Union National Bank Chapter 14: Evaluating a Training Program on Developing Supervisory Skills: Management Institute, University of Wisconsin Chapter 15: Evaluating a Leadership Training Program: Gap Inc. Chapter 16: Evaluating a Leadership Development Program: US Geological Survey. Chapter 17: Evaluating a Leadership Development Program: Caterpillar, Inc Chapter 18: Evaluating Desktop Application Courses: Pollak Learning Alliance (Australia) Chapter 19: Evaluating an Orientation Program for New Managers: Canada Revenue Agency, Pacific Region Chapter 20: Evaluating Training for an Outage Management System: Pacificorp Chapter 21: Evaluating a Coaching and Counseling Course: Grupo Iberdola(Spain) Chapter 22: Evaluating a Performance Learning Model: Defense Acquisition University Chapter 23: Evaluating an Information Technology Skills Training Program: The Regence Group Chapter 24: Evaluating a Performance Improvement Program: Toyota Motor Sales, U.S.A., Inc. Chapter 25: Evaluating a Career Development Initiative: Innovative Computer, Inc. Chapter 26: Evaluating the Four Levels by Using a New Assessment Process: Army and Air Force Exchange Services (AAFES) Chapter 27: Evaluating Training Program at All Four Levels: Cisco Systems, Inc Index The Authors
Synopsis
The "Kirkpatrick Model" for evaluating training programs is the most widely used approach in the corporate, government, and academic worlds. First developed in 1959, it focuses on four key areas: reaction, learning, behavior, and results. "Evaluating Training Programs" provides a comprehensive guide to Kirkpatrick's four-level model, along with detailed case studies that show how the approach is used successfully in a wide range of programs and institutions. The third edition revises and updates existing material and includes new strategies for managing change effectively., An updated edition of the bestselling classic Donald Kirkpatrick is a true legend in the training field: he is a past president of ASTD, a member of Training magazine's "HRD Hall of Fame," and the recipient of the 2003 "Lifetime Achievement Award in Workplace Learning and Performance" from ASTD In 1959 Donald Kirkpatrick developed a four-level model for evaluating training programs. Since then, the "Kirkpatrick Model" has become the most widely used approach to training evaluation in the corporate, government, and academic worlds. Evaluating Training Programs provided the first comprehensive guide to Kirkpatrick's Four Level Model, along with detailed case studies of how the model is being used successfully in a wide range of programs and institutions. This new edition includes revisions and updates of the existing material plus new case studies that show the four-level model in action. Going beyond just using simple reaction questionnaires to rate training programs, Kirkpatrick's model focuses on four areas for a more comprehensive approach to evaluation: Evaluating Reaction, Evaluating Learning, Evaluating Behavior, and Evaluating Results. Evaluating Training Programs is a how-to book, designed for practitiners in the training field who plan, implement, and evaluate training programs. The author supplements principles and guidelines with numerous sample survey forms for each step of the process. For those who have planned and conducted many programs, as well as those who are new to the training and development field, this book is a handy reference guide that provides a practical and proven model for increasing training effectiveness through evaluation. In the third edition of this classic bestseller, Kirkpatrick offers new forms and procedures for evaluating at all levels and several additional chapters about using balanced scorecards and "Managing Change Effectively." He also includes twelve new case studies from organizations that have been evaluated using one or more of the four levels--Caterpillar, Defense Acquisition University, Microsoft, IBM, Toyota, Nextel, The Regence Group, Denison University, and Pollack Learning Alliance., The "Kirkpatrick Model" for evaluating training programs is the most widely used approach in the corporate, government, and academic worlds. First developed in 1959, it focuses on four key areas: reaction, learning, behaviour, and results. Evaluating Training Programs provides a comprehensive guide to Kirkpatrick's four-level model, along with detailed case studies., An updated edition of the bestselling classic Donald Kirkpatrick is a true legend in the training field- he is a past president of ASTD, a member of Training magazine's "HRD Hall of Fame," and the recipient of the 2003 "Lifetime Achievement Award in Workplace Learning and Performance" from ASTD In 1959 Donald Kirkpatrick developed a four-level model for evaluating training programs. Since then, the "Kirkpatrick Model" has become the most widely used approach to training evaluation in the corporate, government, and academic worlds. Evaluating Training Programs provided the first comprehensive guide to Kirkpatrick's Four Level Model, along with detailed case studies of how the model is being used successfully in a wide range of programs and institutions. This new edition includes revisions and updates of the existing material plus new case studies that show the four-level model in action. Going beyond just using simple reaction questionnaires to rate training programs, Kirkpatrick's model focuses on four areas for a more comprehensive approach to evaluation- Evaluating Reaction, Evaluating Learning, Evaluating Behavior, and Evaluating Results. Evaluating Training Programs is a how-to book, designed for practitiners in the training field who plan, implement, and evaluate training programs. The author supplements principles and guidelines with numerous sample survey forms for each step of the process. For those who have planned and conducted many programs, as well as those who are new to the training and development field, this book is a handy reference guide that provides a practical and proven model for increasing training effectiveness through evaluation. In the third edition of this classic bestseller, Kirkpatrick offers new forms and procedures for evaluating at all levels and several additional chapters about using balanced scorecards and "Managing Change Effectively." He also includes twelve new case studies from organizations that have been evaluated using one or more of the four levels--Caterpillar, Defense Acquisition University, Microsoft, IBM, Toyota, Nextel, The Regence Group, Denison University, and Pollack Learning Alliance.
LC Classification Number
HF5549.5.T7
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