Jim Kirkpatrick: Training on Trial - presented by Training Magazine Network
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Jim Kirkpatrick: Training on Trial - presented by Training Magazine Network
- 1. Training Magazine Network presents Training on Trial: The Urgent Need to Meet the Needs of the Business James Kirkpatrick, Ph.D. Vice President, Global Training and Consulting SMR-USA
- 2. Recorded Webinar This program was presented for Training Magazine Network members as a live webinar. We invite you to view the full recorded webinar. Click Here to View Recording Download Handouts / Join Discussions The speaker invites you to join their discussion group at TrainingMagNetwork.com Materials are posted for free download in the discussion group. Click Here to Join Group Register If you aren’t already a member of Training Magazine Network, you’ll register along the way. Registration is quick & free. Members are privacy-protected. Solicitation by vendors is prohibited.
- 4. About Jim Kirkpatrick Jim Kirkpatrick, PhD, is the Vice President of Global Training and Consulting for SMR USA. He presents workshops and provides consulting to Fortune 500 companies around the world. His specialty is using the Kirkpatrick Model to drive and demonstrate organizational results. Jim has co-written 3 books with his father, Don Kirkpatrick, the developer of the Kirkpatrick Four Level Evaluation Model. His latest book, Training on Trial , co-written with his wife Wendy, is due to be released in early 2010 from AMACOM.
- 5. Training on Trial: The Urgent Need to Meet the Needs of the Business Jim Kirkpatrick, PhD Hosted by Nielsen and Training Payback October 8, 2009
- 10. Are we guilty? p. 3
- 12. ©2009, all rights reserved.
- 14. ©2009, all rights reserved.
- 15. ©2009, all rights reserved.
- 16. Kirkpatrick Four Levels Level 4: RESULTS The final outcomes that occur as a result of the training and reinforcement ©2009, all rights reserved.
- 17. Kirkpatrick Four Levels Level 3: BEHAVIOR The extent to which participants apply what they learn on the job ©2009, all rights reserved.
- 18. Kirkpatrick Four Levels Level 2: LEARNING The extent to which participants acquire intended knowledge, skills, and attitudes ©2009, all rights reserved.
- 19. Kirkpatrick Four Levels Level 1: REACTION How training participants react to the training ©2009, all rights reserved.
- 22. Kirkpatrick Four Level Evaluation Model Reaction Behavior Results Learning ©2009, all rights reserved.
- 23. Kirkpatrick Four Level Evaluation Model Reaction Behavior Results Learning ©2009, all rights reserved.
- 24. Kirkpatrick Four Level Evaluation Model Reaction Behavior Results Learning ©2009, all rights reserved.
- 25. The Kirkpatrick Business Partnership Model SM ROE SM Business need identified Measure L1 Reaction Measure L2 Learning Measure L3 Behavior Present L1 Reaction findings Present L2 Learning findings Present L3 Behavior findings Present L4 Results findings Prepare Chain of Evidence SM to demonstrate ROE TARGET critical behaviors and required drivers Determine required KSAs, Learning Objectives REFINE expectations to define outcomes Analyze findings, adjust, repeat steps as necessary Consider necessary learning environment Design and build learning program and evaluation tools Initiate ongoing reinforcement and monitoring Measure L4 Results Deliver learning program ADDRESS jury issues Identify NECESSITIES For Success PLEDGE to work together © 2009. All rights reserved. Learning Results Behavior Reaction
- 26. Brinkerhoff Study Josh Bersin and Associates, 2008 ©2009, all rights reserved.
- 27. Causes of “Training Failure” 2006 ASTD Study ©2009, all rights reserved.
- 28. Typical Learning Investment Dr. Brent Peterson, University of Phoenix, 2004 ©2009, all rights reserved.
- 29. Airborne Warning and Control System p. 18
- 30. Finding the Edge! “ Prepare for impact” ©2009, all rights reserved.
- 31. Transferring Learning to Behavior Balancing two major forces: ACCOUNTABILITY SUPPORT ©2009, all rights reserved.
- 32. Drivers – encouragers or discouragers Critical Behaviors Business Results Recognition Coaching Refreshers Mentoring Accountability Level 3 Evaluation Executive Modeling ©2009, all rights reserved.
- 34. Data is a critical part of our Chain of Evidence SM ©2009, all rights reserved.
- 35. But do not underestimate the power of testimonials ©2009, all rights reserved.
Editor's Notes
- Would like this to be revealed in 2 parts
- Would like this to be revealed in 2 parts
- Replace photo
- Wendy
- Wendy
- Wendy
- I think we need to redesign the feedback loop and show that you link to it from the “analyze findings” step. Or if you don’t like moving it to there, show that if you are concerned about findings for any of the measurements that you kick into a feedback loop from there.
- Percent of learning that takes place prior to someone being ‘trained’ – 20% Percent of learning that takes place during ‘training’ – 10% Percent of learning that takes place on the job – 70% - Josh Bersin and Associates, 2008
- Jim
- What is this about
- Replace photo (with what?) How do 1 and 2 increase effectiveness and lower costs?