Transferring Learning to Behavior: Using the Four Levels to Improve Performance

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Overview

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 learned concepts don't make it into practice, then offering solutions that will work in the real world. Coauthor James Kirkpatrick, a training practitioner, introduces five prerequisites that help an organization achieve ultimate training success. He includes practical examples (such as Toyota and Nextel) from his own work, plus 12 best-practice case studies.

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Product Details

  • ISBN-13: 9781576753255
  • Publisher: Berrett-Koehler Publishers, Inc.
  • Publication date: 3/10/2005
  • Edition description: New Edition
  • Pages: 220
  • Product dimensions: 6.46 (w) x 9.34 (h) x 0.77 (d)

Meet the Author

Kirkpatrick is Professor Emeritus at the University of Wisconsin, where he taught at the Management Institute for 30 years.

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Table of Contents

Pt. I The four levels' biggest challenge 1
1 The four levels in the 21st century 3
2 The challenge : transferring learning to behavior 10
Pt. II Foundations for success 17
3 Strategy and leadership 19
4 Culture and systems 37
5 Success at levels 1 and 2 56
Pt. III Solutions to the challenge 63
6 Support 66
7 Accountability 76
8 The glue to hold it all together 87
Pt. IV Best practices case studies 101
9 Manufacturing organizations 104
10 Service organizations 129
11 Taking action 166
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Sort by: Showing all of 3 Customer Reviews
  • Anonymous

    Posted October 19, 2006

    Highly recommended take on connecting training and implementation

    In many companies, employees run from one training seminar to the next. That¿s because executives hire high-powered consultants who recommend training programs to improve performance and bolster profits. However, without the proper philosophical approach and practical execution, training can have negligible bottom-line results and the only one who really profits is the consultant. More than 10 years ago, author Don Kirkpatrick wrote a groundbreaking book on the 'four levels' of training evaluation. This time, Kirkpatrick and his son, James, have collaborated on a book that will help any company maximize the results of its training program. If writing big checks to consultants for minimal results is your idea of fun, don¿t read any further. But if, like most executives, you believe in getting a healthy return on your training investment, we highly recommend this concrete approach.

    1 out of 1 people found this review helpful.

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    Posted March 22, 2010

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    Posted April 16, 2011

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