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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.

Entries for May 2013

Training Evaluation Mistake #7: Confusing Ability with Performance

Level 2 knowledge, skill, ability and competence – these are all valuable assets that typically require an investment of time, money and resources to obtain. They do not, however, ensure Level 3 on-the-job performance pay-off. Are you sure of the difference between the two?

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Do you think that your training budget and position in your organization are 100% secure? Do you believe that if your organization's leaders or executives value and speak well of training, your job is safe?

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Training Evaluation Mistake #5: Avoiding Measuring the Value of Training Because It’s Too Difficult

Do you avoid measuring the organizational value of your training because it seems too hard? Are you uncertain of how to get started? You are not alone. This week’s quick tip provides practical ideas that any training professional can use to get started.

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Using the Kirkpatrick Levels Sequentially

The quiz question related to this week’s topic was:

It is important to complete the Kirkpatrick levels sequentially: start with Level 1 and complete it before moving to Level 2, then complete Level 2 and move to Level 3, and so on.

The correct response (false) only eluded 28% of the respondents. It’s great to see the word getting out that the most effective way to apply the Kirkpatrick Model is not by using the levels in strict order.  

Level 1 Does Not Always Come First

In fairness, earlier writings on the four levels indicated that they were used sequentially. Observation refuted this, though.

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Thank you to the 947 people who completed the Knowledge of Training Evaluation Strategy quiz. If you missed it, you can still take it now and see your results at the conclusion.

This week, we continue to address each quiz question and provide background information.

Training Evaluation Mistake #3: Using Up All Training Evaluation Resources on Levels 1 & 2

The quiz question related to this topic yielded a quite even split of responses -- 57% true and 43% false:

A detailed post-program evaluation is important to complete for every program.

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First Things First: Getting Started with Kirkpatrick® Training Evaluation
February 1, 2017

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. 

Don't miss Jim and Wendy Kirkpatrick's new webinar, "First Things First: Getting Started with Kirkpatrick® Training Evaluation" on March 2, 2017. Click here for more information

Order Your Copy of Kirkpatrick's Four Levels of Training Evaluation
October 3, 2016

We are excited to announce the release of our new book, Kirkpatrick's Four Levels of Training Evaluation.

Discover a complete blueprint for implementing the model in a way that truly maximizes business results. And delve into Jim and Wendy's new findings that, together with Don Kirkpatrick's work, create the New World Kirkpatrick Model, a powerful methodology that melds people with metrics.

Use the New World Model to better train people, improve the way you work, and, ultimately, contribute to your organization's most crucial goals without breaking the budget. 

Order your copy of Kirkpatrick's Four Levels of Training Evaluation today!

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