Measuring the Real Impact of Your Company’s Training Using the Kirkpatrick Four Levels Evaluation Approach
Come learn about the Kirkpatrick Model and how it is used to improve conversations between L&D and business leaders!
When developing learning & development programs, how do you ensure that what is learned transfers to on-the-job behaviors?
Training alone is not enough to make sure that what you teach actually gets used on the job.
The Kirkpatrick Four Levels® Evaluation considers the value of any type of training, formal or informal, across four levels.
Level 1 Reaction - evaluates how participants respond to the training
Level 2 Learning - measures if they actually learned the material
Level 3 Behavior - considers if they are using what they learned on the job
Level 4 Results - evaluates if the training positively impacted the organization.
In this short interactive session, we’ll explore how the Kirkpatrick Model can create better conversations and collaboration between learning & development managers and their internal customers, helping stakeholders:
1. Objectively determine where to allocate training resources to create the most business impact
2. Create an effective program evaluation plan that maximizes business results and minimizes resources employed
3. Define the critical difference between effective training and training effectiveness
4. Identify appropriate evaluation methods and tools for any program
Melanie Martinelli is the founder of C2C-OD. She is the first Kirkpatrick Certified Facilitator in India and India's first Accelerated Learning Certified Facilitator. She is a leader in contextualizing global content to organizational and national culture. Melanie's passion and her over 10 years of experience have made her a highly sought-after organizational development consultant across the globe.
Ginger Griggs, Roy Tomizawa, Co-Chairs
Yoko Yugo, Vice Chair
ACCJ Human Resource Management Committee
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