Vale Don Kirkpatrick

Clark Quinn

Last week, Don Kirkpatrick passed away. The numbers have been documented (from a presentation with results from the ASTD Benchmarking Forum) as dropping in implementation from 94% doing level 1, 34% doing level 2, 13% doing level 3, and 3% doing level 4. Kirkpatrick rode this tool for the rest of his career, created a family business in it, and he wasn’t shy about suggesting that you buy a book to learn about it.

Kirkpatrick Revisited | Social Learning Blog

Dashe & Thomson

Social Learning Blog Training and Performance Improvement in the Real World Home About Bios Subscribe to RSS Kirkpatrick Revisited by Barbara on April 18, 2011 in Instructional Design After I finished my post a few weeks ago on Reevaluating Evaluation , I found out that Donald Kirkpatrick , the granddaddy of the Four Levels of Evaluation, was taking a farewell tour before his retirement and would be presenting a workshop at the American Society of Training and Development (ASTD) in Minneapolis.

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A tribute to Dr Donald Kirkpatrick, pioneer and veteran of Instructional Design

Origin Learning

Dr. Donald Kirkpatrick is one of those few people that have achieved eternity by virtue of their contribution. A professor emeritus at University of Wisconsin and the creator of the Kirkpatrick Four-level Evaluation Model , Dr. Kirkpatrick passed away on May 9, 2014 at the age of 90. He was a pioneer in corporate training effectiveness evaluation, and his model is still an industry standard for measuring the impact of training programs.

50 Years of the Kirkpatrick Model

Upside Learning

In the fifty years since, his thoughts (Reaction, Learning, Behavior, and Results) have gone on to evolve into the legendary Kirkpatrick’s Four Level Evaluation Model and become the basis on which learning & development departments can show the value of training to the business. In November 1959, Donald Kirkpatrick published a series of seminal articles on training evaluation in the ‘Journal of the ASTD’.

Become a Strategic Partner Through Effective Training Evaluation #ASTD2014 @Jim_Kirkpatrick

Learning Visions

These are my live blogged notes from a concurrent session (W104) at the ASTD International Conference & Expo, this week in Washington, D.C. James Kirkpatrick, Senior Consultant Kirkpatrick Partners Sometimes we have to do the politically incorrect thing. Execs need to see training effectiveness -- maximizing organizational results (that''s level 3). Training effectiveness = maximizing organizational results and demonstrating program value.

How to Evaluate Learning: The Kirkpatrick Model for the 21st Century

Dashe & Thomson

Recent research by ASTD and REED Learning indicates that the top skills desired by Learning & Development departments are measuring and evaluating training. Even though many Learning and Development organizations find it a challenge to prove training’s effect beyond how learners react to the training and whether they have learned the training content, senior management and business stakeholders are more and more interested in metrics that show the impact on the organization.

What's the problem with Kirkpatrick?

Clive on Learning

While acknowledging that Kirkpatrick's four levels of evaluation had proved valuable over more than thirty years in helping to measure instructor-led, content-based 'training' interventions, Sloman felt that a new approach was necessary to support a more self-directed, work-based 'learning' process. It's worth checking first of all whether Kirkpatrick's model is still useful for evaluating the top-down stuff. So does Kirkpatrick's model apply as well in a learner-centred context?

Stop Evaluating Training!

Upside Learning

Proving the effectiveness of training and showing ROI is no walk in the park and still keeps L&D up at night. Kirkpatrick’s evaluation model has long been the holy grail of training effectiveness measurement to businesses. My response to clients has typically been: If you are referring to Kirkpatrick Levels 1 & 2 it’s not very difficult; ‘smiley sheets’ will tell us about Reaction, and ‘assessments’ can help determine Learning.

Measuring And Evaluating Learning – The Top Skill For L&D Teams

Upside Learning

Recent research by ASTD and REED Learning reveals that measuring and evaluating learning is the top-most skill L&D teams are looking for. Even though it is a challenge to prove training/learning’s effect beyond Kirkpatrick’s level 1 & 2 -senior management continues to ask for numbers so here we are – the L&D folks want that skill the most.

Why We Should Stop Talking About ROI in Training

Mindflash

Many people look at Don Kirkpatrick ’s work from as early as 1959 as the beginning of ROI in learning and development. It was in his early work that Kirkpatrick developed his four-level model: Level 1: Reaction. In concept, Kirkpatrick’s levels seem valuable. David Kelly is the director of training at Carver Federal Savings Bank and ember of the ASTD National Advisors for Chapters.

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Tony Bingham #ASTDL20 keynote

Learning Visions

Today I’m at ASTD’s New England Regional Conference: Learning 2.0 These are my live blogged notes from the opening keynote with Tony Bingham, CEO and President of ASTD. There will be less uncertainty but more volatility The ability to dig in data and effectively mine it will make decision making different. CEOs don’t care about Kirkpatrick level 1, 2, 3. Don’t get left behind in lovely Westford, MA.

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Brain and Memory with Arthur Kohn #astdtk13

Learning Visions

I'm at the ASTD Tech Knowledge 2013 Conference kicking off today January 29, 2013 in San Jose, California. Primacy effect: the word that come first we remembered the most - it was the most rehearsed. Your training will be more effective if you are unembarrassed about including emotion. so here's the return on investments, here's your Kirkpatrick.). These are my liveblogged notes from a concurrent session with Arthur Kohn.

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Better Discussion / Debate in Learning

Tony Karrer

In particular, he laments that as he was reading a discussion in a different domain and "working on the team picking out sessions for the 2007 ASTD conference " he found himself wanting to have better discussion and debate in our world of learning. Actually, I think that maybe FOO Camp and Bar Camp aren't quite the right format, but having the kind of dialog that occurs at unconferences is definitely needed at corporate learning conferences, e.g., ASTD, Training, etc. Kirkpatrick?

ROI and Metrics in eLearning

Tony Karrer

Kirkpatrick's Level 3: Improving the Evaluation of E-Learning Level 3 evaluations measure whether the there was an actual transfer of learning to the actual work setting. The way to demonstrate that is by doing Kirkpatrick Level 3 (measuring the extent ROI of E-Learning: Closing In When it comes to e-learning, computing ROI suddenly becomes a complicated procedure requiring thoughtful chinstroking, serious seminar time, and earnest input from consultants and vendors.

How Big Data Will Reshape eLearning — and the Future of Work

Mindflash

This isn’t the traditional, Kirkpatrick -style learning data most people think about, like post-workshop evaluations and test scores. We’ll instead be able to track the journey the employee took during the learning experience, seeing where they might have gotten stuck, where things might have been too easy, and how effectively they are able to apply a skill.

Why Corporate Training is Broken And How to Fix It

Jay Cross

Person-to-person instruction is no longer cost-effective. Don Kirkpatrick proposed a model for measuring the outcomes of training. The American Society for Training and Development (ASTD) reports that companies spend $1,067 per employee (2.7% However, go to any training conference, including ASTD’s own International Conference and Exhibition, and you don’t hear much about instructor-led training or self-paced learning.

The Only Person Who Behaves Sensibly Is My Tailor

Charles Jennings

Effective Metrics for Learning and Development I wonder what Shaw would think if he saw the way learning and development is predominantly measured in organisations today. For example a study of 829 companies over 31 years showed diversity training had "no positive effects in the average workplace." " The study reported that mandatory training sometimes has a positive effect, but overall has a negative effect.

How Can Infographics Produce Better E-Learning Courses?

Rapid eLearning

Let’s look at what makes them so effective. Understanding Kirkpatrick’s 4 Levels of Evaluation. April 10 : Jacksonville, FL ( NEFL ASTD ). April 17 : Virginia ( SEVA ASTD ). July: Knoxville, TN ( Smoky Mountain ASTD ). August: Houston, TX ( ASTD Houston ). October 17 : Bloomington, IL ( CIC-ASTD ). October 23 & 24 : Milwaukee, WI ( SEWI-ASTD ). Infographics are the hot!

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Top 70 eLearning Posts for June and Hot Topics including iPad and Mobile Learning

eLearning Learning Posts

Top five tips for creating effective interactions - Spicy Learning , June 14, 2010 Interactions pose a dilemma to all instructional designers. While they can be fun, visually exciting and effective, they can also require a lot of development and be difficult to create. It’s worth taking the time to get your approach to interactions right because they’re key to making e-learning effective. Best of eLearning Learning. June 2010. Another great month for eLearning content.

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LearnTrends: Backchannel

Jay Cross

Plug for ASTD - CPLP Certification includes all of these areas of expertise. Asif: Kirkpatrick talks about 'ROE -- return on expectations'. They are one central team but the bu funds the communicator for their group and that communicator is part of that bu's efforts - it's been really effective if you can make it happen. Moderator (Clark Quinn): ie what's the smallest thing we can do to get them effective.