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Entries for August 2016

We receive a lot of questions about Levels 3 and 4, but recently, someone asked a question about Level 1. The question was, "How have you gone about establishing a target score for Level 1 results?"

The truth is, this is not a simple question with a simple answer. Establishing target scores can be difficult because there are many ways to go about it. 

But, is it really that important?


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We recently finished an online bronze certification program. Our participants for this program provided informative feedback, great commentary, and kept us entertained the entire time. We are excited to see where their bronze certification takes them.

Click here to see their Facebook photo album. 

There are still spots available for our next online program starting in November. Click here for more information.
 



Jennifer Budveit

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Elizabeth is a training professional who was asked to design a leadership development program. She went ahead and created a program, but did so without having the end result in mind. At the end of the program, it was not clear what results the program was supposed to produce.

What could Elizabeth have done differently?

Nearly every goal-setting philosophy begins with a clear vision of the desired end result. While this principle is quite simple and easy to understand, examples of people ignoring it abound.

In the world of training and development, many workplace learning professionals with the best of intentions embark on designing, developing, and delivering training programs without a clear vision of what is expected as a result of the program.

But why do we evaluate training programs?


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Our Kirkpatrick affiliate in China, OnDemand, recently facilitated a Kirkpatrick Four Levels® Evaluation Certification Program - Bronze Level in Shenzhen.

Click here to view photos of the participants actively working towards their bronze certification.

Want to attend a Kirkpatrick bronze program? Click here to see our upcoming fall schedule.


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​I just got off the phone with two curriculum and evaluation leaders from the University of Southern California. One of the topics they were most interested in discussing was the required driver package for their graduating doctoral students.

An insight they quickly came to was, "It seems as if the power towards application and social impact comes in integrating the required drivers into a single formula that should be executed as a package, not as separate components."

They understand!

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Our affiliate in Australia, GMD Partnerships, had a booth at the AHRI National Convention and Exhibition 2016 on August 3-5.

Click here to pictures of their Kirkpatrick booth.

Mark Harris of GMD Partnerships had this to say about the exhibition, "This was the third year that we have represented Kirkpatrick Partners at the AHRI National Convention and Exhibition, Australia's flagship event for HR and people managers. There were excellent presentations from the likes of Lynda Gratton, David Rock, Mal Meninga and Thomas Chamorro-Premuzic. It was great to connect with many people who had familiarity with Kirkpatrick but wanted to know more about the New World Kirkpatrick Model and its application. Our prize winner, of a place on our next bronze level certification program, was Catharine O'Grady of AMES in Melbourne."

Click here to view our other upcoming events schedule. 

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Join Jim Kirkpatrick at the ATD Core4 Conference 2016September 29-30, 2016 in New Orleans, Louisiana.



During the 60 years that the Kirkpatrick Model has existed, practitioners around the world have done their best to faithfully implement it. Others have attempted to complicate it by adding more levels, changing the levels, and otherwise re-articulating its elegant simplicity. Despite these efforts, what often occurs is little more than smile sheets, pre- and post-tests, and hoping for the best. 

It does not need to be this way.

In this session, you will learn the Kirkpatrick Foundational Principles and the true four levels of training evaluation. You will obtain practical techniques to connect training and evaluation to improve on-the-job performance and subsequent business results. You will also leave with a sample evaluation form, as well as tips to better see how well your participants are reacting to your training and learning what they need to do back on the job.

We recommend that you read "Creating ROE: The End is the Beginning" before attending Jim's session. It will provide a little more insight into what you will learn and how this session will benefit your training programs. 

For more information about the conference, click here.


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Our quick tip series so far has covered monitoring, reinforcing and encouraging employees. Today, we look at the final major piece of the required driver package- rewarding.

As it relates to training and performance, a broad view of the concept of rewards is often beneficial so you are not beholden to financial realities of a volatile economy or budget.

On the formal and extrinsic level, obtain confirmation from managers and perhaps Human Resources during the program design phase that existing reward systems are compatible with what training graduates will be asked to do on the job. 

For example, you would not want to train sales professionals to follow a set call schedule and a sales call outline, but then allow them to earn a bonus even if they do not adhere to the schedule and the script. Doing so sends an overall message that the critical behaviors are not critical at all; they are optional. 


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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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