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Kirkpatrick Level 4 Development |
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Level 4 Development
Evaluating Training Programs
by Donald L. Kirkpatrick
In his book, Don Kirkpatrick set the standard for training evaluation, and ever since, dedicated training professionals have used his Four Levels model for evaluating the impact of their work. The author segments the entire training and development industry into four levels.
These levels are:
Level 1
Evaluate Reaction: |
Those programs or activities where the effectiveness is evaluated based on the participants reactions or satisfaction with the activity. |
Level 2
Evaluate Learning: |
Those programs which can be evaluated on participants improved knowledge or increased skill. |
Level 3
Evaluate Behavior: |
Those programs which may include activities from both Levels 1 and 2 but are evaluated on whether participants accomplished desired change. |
Level 4
Evaluate Results: |
Those programs which are defined and evaluated by measurable results which are congruent with organizational goals. |
In Kirkpatrick's four-level model, each successive evaluation level is built on information provided by the lower level.
LMI is a Level 4 organizational development company.
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Why Goal Setting Matters
- Research suggests that 95% - 97% of the people in the world do NOT have written goals and fail, while 3-5% have written goals and succeed
- Goal Setting is a powerful way to build self-confidence and self-esteem
- Fear of Losing - Many people do not set goals because they are afraid they will be criticized for not reaching them
- Fear of Winning - Odd as it may seem, some people do not set goals because they fear success
- "I find it fascinating that most people plan their vacations with better care than they plan their lives. Perhaps it's because escape is easier than change" - Jim Rohn
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