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categorization scheme (i.e., their original purpose) in order to guide your staff in what levels to apply to the evaluation task". In practice, then, it is common for trainers to get stuck in Levels 1 and 2 and never proceed to Levels 3 and 4, where the most useful data exist. Today, Kirkpatrick-certified facilitators stress "starting with the end in mind," essentially beginning with Level 4 and moving backward in order to better establish the desired outcome before ever planning the training program. When done strategically, reaching these levels does not have to be any more expensive or time consuming, but will still help to ensure on-the-job performance of learned behaviors and skills.
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Kirkpatrick's four levels are designed as a sequence of ways to evaluate training programs. Many practitioners believe that as you proceed through each of the levels, the evaluation becomes more difficult and requires more time. Clomedia.com Editor suggests "it is best to look at the levels as a
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Kaufman, R. (1996). Strategic
Thinking: A Guide to Identifying and Solving Problems. Arlington, VA. & Washington, D.C. Jointly published by the American Society for Training & Development and the International Society for Performance
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has argued that ROI is essentially a Level 4 type of evaluation because it is still internal to the organization and that a fifth level of evaluation should focus on the impact of the organization on external clients and society.
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Thousand Oaks, CA. Sage
Publications. (Also PlanificaciĂłn Mega: Herramientas practicas paral el exito organizacional. (2004). TraducciĂłn de Sonia Agut. Universitat Jaume I, CastellĂł de la Plana, Espana.)
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Learning - The degree to which participants acquire the intended knowledge, skills, attitude, confidence and commitment based on their participation in the training
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https://web.archive.org/web/20140627121849/http://www.workforce.com/articles/20467-four-levels-of-measurement-creator-don-kirkpatrick-dies
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Results - The degree to which targeted outcomes occur as a result of the training and the support and accountability package
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Several authors have suggested an addition of a fifth level of evaluation. JJ Phillips has argued for the addition of a
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47:. His work is carried on by his eldest son, Dr. Jim Kirkpatrick, and Wendy Kayser Kirkpatrick, and Vanessa Alzate.
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Behavior - The degree to which participants apply what they learned during training when they are back on the job
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Reaction - The degree to which participants find the training favorable, engaging and relevant to their jobs
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Kirkpatrick Plus: Evaluation and
Continuous Improvement with a Community Focus.
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The four levels of
Kirkpatrick's evaluation model are as follows:
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Educational
Technology Research & Development, 46(4): 90-96.
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Evaluation as a
Strategic Tool Clomedia.com Editor - 5/17/04
19:(March 15, 1924 – May 9, 2014) was Professor Emeritus at the
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Watkins, R., Leigh, D., Foshay, R. and
Kaufman, R. (1998).
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https://www.kirkpatrickpartners.com/the-kirkpatrick-model/
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Mega
Planning: Practical Tools for Organizational Success.
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Kirkpatrick, Donald L., & Kirkpatrick, J. (2007).
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Kirkpatrick, Donald L., & Kirkpatrick, J. (2005).
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Kirkpatrick, Donald L., & Kirkpatrick, J. (1994).
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Kirkpatrick Model: Four Levels of
Learning Evaluation
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