Wednesday, March 29, 2017
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Welcome to the Kirkpatrick Partners blog, where we strive to share the most pertinent training and evaluation related tips and thoughts each week. Please check back often, or simply subscribe to our RSS feed to be sure you never miss an update.

shutterstock_81842083Paul Matthews, founder of People Alchemy, recently attended a short program on the New World Kirkpatrick Model. 

A proponent of informal learning over formal training, he was quite skeptical about attending a formal training program about how to evaluate training programs. 

Read his article in Training Journal to learn about Paul's experience.

Click here to read the full article.

If you and your team are interested in learning more about the New World Kirkpatrick Model, consider hosting an in-house New World Kirkpatrick® Four Levels Program.

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Additional Resources:

Kirkpatrick Four Levels® Evaluation Certification Program - Bronze Level

New World Kirkpatrick® Four Levels Program

The New World Kirkpatrick Model

Kirkpatrick Then and Now

Creating ROE: The End Is the Beginning

Could You Be Replaced By an App? - Part 4
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# Cortney Paretzkin
Saturday, April 5, 2014 8:13 PM
I am working on my master's in OD at Roosevelt University ( and recently used "Creating a Post-Training Evaluation Plan" from the June 2013 issue of T+D as a key reference for a research paper. The reason this particular article was a great resource for me was because it supported my philosophy that Kirkpatrick's level four evaluation model can help bring T&D from a "nice to have" function within the organization, to a strategic business partner that is focused on business results and ROI. As I have gone about my coursework, I have been educated in how to apply the four levels of evaluation and have been under the impression that this model can be applied to any training program. Unfortunately, I have not yet had the opportunity to actually apply Kirkpatrick's model to an actual workplace training program. What I found interesting in Paul Matthews' article was when he stated that "It is virtually impossible to use Kirkpatrick's evaluation successfully after a training course unless it was part of the thinking when the training course was just a twinkle in your eye. But if you do use it at the twinkle stage, it is relatively easy to put in place...." While I certainly believe that it is a best practice to begin developing training with the intent to apply Kirkpatrick's model, how do you evaluate existing training that did not start with level four, results, in mind? Do others agree that it is difficult to apply the model in those scenarios?
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Are you being asked to create or deliver training that "works," meaning it provides measurable performance improvement and enhances organizational results? You are not alone. Ironically, evaluating training value is often an afterthought, considered only after training is complete. 

Learn directly from Jim and Wendy Kirkpatrick, creators of the New World Kirkpatrick Model, how to start any training program right, so that value is built in and can effectively be demonstrated when it is complete. Even if you inherit existing training programs, you will find out how to incorporate small tactics that will make a big difference in creating training value. 

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