{"product_id":"evaluating-training-programs-isbn-9781576753484","title":"Evaluating Training Programs","description":"An updated edition of the bestselling classic\u003cbr\u003e 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\u003cbr\u003e 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.\u003cbr\u003e 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.\u003cbr\u003e 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.\u003cbr\u003e 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.\u003cbr\u003e 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.\u003cb\u003eForeword\u003c\/b\u003e\u003cbr\u003e \u003cb\u003eForeword to the Third Edition\u003c\/b\u003e \u003cbr\u003e \u003cb\u003ePreface\u003c\/b\u003e \u003cbr\u003e \u003cb\u003e\u003cbr\u003e Part One: Concepts, Principles, Guidelines, and Techniques\u003c\/b\u003e \u003cbr\u003e \u003cb\u003eChapter 1:\u003c\/b\u003e Evaluating: Part of a Ten-Step Process\u003cbr\u003e \u003cb\u003eChapter 2:\u003c\/b\u003e Reasons for Evaluating\u003cbr\u003e \u003cb\u003eChapter 3:\u003c\/b\u003e The Four Levels: An Overview\u003cbr\u003e \u003cb\u003eChapter 4:\u003c\/b\u003e Evaluating Reaction\u003cbr\u003e \u003cb\u003eChapter 5:\u003c\/b\u003e Evaluating Learning\u003cbr\u003e \u003cb\u003eChapter 6:\u003c\/b\u003e Evaluating Behavior\u003cbr\u003e \u003cb\u003eChapter 7:\u003c\/b\u003e Evaluating Results\u003cbr\u003e \u003cb\u003eChapter 8:\u003c\/b\u003e Implementing the Four Levels\u003cbr\u003e \u003cb\u003eChapter 9:\u003c\/b\u003e Managing Change\u003cbr\u003e \u003cb\u003eChapter 10: \u003c\/b\u003eUsing Balanced Scorecards to Transfer Learning to Behavior\u003cbr\u003e \u003cb\u003eChapter 11:\u003c\/b\u003e So How is E-Learning Different?\u003cbr\u003e \u003cb\u003e\u003cbr\u003e Part Two: Case Studies of Implementation\u003c\/b\u003e \u003cbr\u003e \u003cb\u003eChapter 12: \u003c\/b\u003eDeveloping an Effective Level 1 Reaction Form: Duke Energy Corporation\u003cbr\u003e \u003cb\u003eChapter 13:\u003c\/b\u003e Evaluating a Training Program for Nonexempt Employees: First Union National Bank\u003cbr\u003e \u003cb\u003eChapter 14:\u003c\/b\u003e Evaluating a Training Program on Developing Supervisory Skills: Management Institute, University of Wisconsin\u003cbr\u003e \u003cb\u003eChapter 15:\u003c\/b\u003e Evaluating a Leadership Training Program: Gap Inc.\u003cbr\u003e \u003cb\u003eChapter 16:\u003c\/b\u003e Evaluating a Leadership Development Program: US Geological Survey.\u003cbr\u003e \u003cb\u003eChapter 17:\u003c\/b\u003e Evaluating a Leadership Development Program: Caterpillar, Inc\u003cbr\u003e \u003cb\u003eChapter 18:\u003c\/b\u003e Evaluating Desktop Application Courses: Pollak Learning Alliance (Australia)\u003cbr\u003e \u003cb\u003eChapter 19:\u003c\/b\u003e Evaluating an Orientation Program for New Managers: Canada Revenue Agency, Pacific Region\u003cbr\u003e \u003cb\u003eChapter 20:\u003c\/b\u003e Evaluating Training for an Outage Management System: Pacificorp\u003cbr\u003e \u003cb\u003eChapter 21:\u003c\/b\u003e Evaluating a Coaching and Counseling Course: Grupo Iberdola(Spain)\u003cbr\u003e \u003cb\u003eChapter 22:\u003c\/b\u003e Evaluating a Performance Learning Model: Defense Acquisition University\u003cbr\u003e \u003cb\u003eChapter 23:\u003c\/b\u003e Evaluating an Information Technology Skills Training Program: The Regence Group\u003cbr\u003e \u003cb\u003eChapter 24:\u003c\/b\u003e Evaluating a Performance Improvement Program: Toyota Motor Sales, U.S.A., Inc.\u003cbr\u003e \u003cb\u003eChapter 25:\u003c\/b\u003e Evaluating a Career Development Initiative: Innovative Computer, Inc.\u003cbr\u003e \u003cb\u003eChapter 26:\u003c\/b\u003e Evaluating the Four Levels by Using a New Assessment Process: Army and Air Force Exchange Services (AAFES)\u003cbr\u003e \u003cb\u003eChapter 27:\u003c\/b\u003e Evaluating Training Program at All Four Levels: Cisco Systems, Inc\u003cbr\u003e \u003cb\u003eIndex\u003c\/b\u003e \u003cbr\u003e \u003cb\u003eThe Authors\u003c\/b\u003eDonald L. Kirkpatrick is Professor Emeritus of the University of Wisconsin and a widely respected teacher, author, and consultant. He has over thirty years’ experience as Professor of Management at\u003cbr\u003e the University of Wisconsin and has held professional training and human resource positions with International Minerals and Chemical Corporation and Bendix Corporation.\u003cbr\u003e James D. Kirkpatrick has worked in the field of organizational development for over 15 years. He works for Corporate University Enterprise, Inc., as its Senior Consultant for Evaluation Services, where his main responsibility is the delivery of the Kirkpatrick Evaluation Certification Program to organizations and individuals. Prior to his new position, from 1997 to 2004, Jim was the Director of the Corporate University for First Indiana Bank in Indianapolis, where he was responsible for the bank’s Balanced Scorecard Management System, Leadership Development,Training, and the Career Development Program.","brand":"Berrett-Koehler Publishers","offers":[{"title":"Default Title","offer_id":46304601374949,"sku":"NP9781576753484","price":54.99,"currency_code":"USD","in_stock":false}],"url":"https:\/\/k12savings.com\/es\/products\/evaluating-training-programs-isbn-9781576753484","provider":"K12savings","version":"1.0","type":"link"}