Transferring Learning to Behavior Using the Four Levels to

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


10 thoughts on “Transferring Learning to Behavior Using the Four Levels to Improve Performance

  1. says:

    This review will be kind of boring but I need to do it for myself SorryThis book relies heavily on the Balanced Scorecard which is a method of capturing data about the company to be used in strategic and tactical decisions for the present and the future BSCs measure processes projects exceptions turn around times customer feedback and outcomes Getting management buy in is very important in effectuating change Part of that means hiring leaders who aren’t afraid of change and who spearhead projects and part of it means creating a culture from above that is not only tolerant of change but welcomes itSeven Steps for Managing Change1 Determine the need or desire for a change2 Prepare a tentative implementation plan3 Analyze probable reactions4 Establish a timeline5 Communicate the change6 Implement the changeThe four levels as proposed by the Kirkpatricks are these1 Reaction how did attendees respond to the training?2 Learning what did attendees learn while in class?3 Behavior how much has on the job behavior changed because of the class?4 Results to what extent have results occurred because of the training? What is the overall impact on the company because of training?Measuring levels one and two is easy and involves assessments and evaluations measuring levels three and four is difficultThree elements can help transfer learning level 2 to behavior level 31 Support2 Accountability3 FeedbackSupport can be any of the following recognition showing interest incentives showcasing proper conditionssystemsresources for performance growth or advancementAccountability involves setting pre training goals creating task lists observation feedback and coaching partneringmentoring certification processes Feedback can be done through coaching either by the trainer or by managerial support There should be a loop of feedback that involves the trainee the trainer and the trainee’s manager