Training Magazine Network presents Training on Trial: The Urgent Need to  Meet the Needs of the Business James Kirkpatrick...
Recorded Webinar This program was presented for Training Magazine Network members as a live webinar.  We invite you to vie...
Click to Register TrainingMagNetwork.com is powered by  VFTNetworks  social learning platform Questions?  Click here to as...
About Jim Kirkpatrick Jim Kirkpatrick, PhD, is the Vice President of Global Training and Consulting for SMR USA. He presen...
Training on Trial:  The Urgent Need to Meet the Needs of the Business  Jim Kirkpatrick, PhD Hosted by Nielsen and Training...
The future of training <ul><li>“ Training directors might be well advised to take the initiative and evaluate their progra...
The future of training <ul><li>“ Training directors might be well advised to take the initiative and evaluate their progra...
What are we being charged with? <ul><li>“ You, learning professionals, are charged with incurring training and development...
How do we know we are being charged? <ul><li>“ We would like you to show us your ROI” </li></ul><ul><li>“ We know you run ...
Are we guilty? p. 3
What do we have to do to be found “not guilty?” <ul><li>We need to extend our role beyond the traditional definitions of l...
©2009, all rights reserved.
Kirkpatrick Foundational Principles <ul><li>The end is the beginning. </li></ul><ul><li>Return on Expectations SM  (ROE SM...
©2009, all rights reserved.
©2009, all rights reserved.
Kirkpatrick Four Levels Level 4:  RESULTS  The final outcomes that occur as a result of the training and reinforcement ©20...
Kirkpatrick Four Levels Level 3:  BEHAVIOR  The extent to which participants apply what they learn on the job ©2009, all r...
Kirkpatrick Four Levels Level 2: LEARNING The extent to which participants acquire intended knowledge, skills, and attitud...
Kirkpatrick Four Levels Level 1:  REACTION  How training participants react to the training ©2009, all rights reserved.
<ul><li>“ What is your job here at the hotel?” </li></ul><ul><li>“ I am a window washer.” </li></ul>©2009, all rights rese...
<ul><li>“ What is your job here at the resort?” </li></ul><ul><li>“ I am part of a team that creates great experiences for...
Kirkpatrick Four Level Evaluation Model Reaction Behavior Results Learning ©2009, all rights reserved.
Kirkpatrick Four Level Evaluation Model Reaction Behavior Results Learning ©2009, all rights reserved.
Kirkpatrick Four Level Evaluation Model Reaction Behavior Results Learning ©2009, all rights reserved.
The Kirkpatrick Business Partnership Model SM ROE SM Business need identified Measure L1 Reaction Measure L2 Learning Meas...
Brinkerhoff Study Josh Bersin and Associates, 2008 ©2009, all rights reserved.
Causes of “Training Failure” 2006 ASTD Study ©2009, all rights reserved.
Typical Learning Investment Dr. Brent Peterson, University of Phoenix, 2004 ©2009, all rights reserved.
Airborne Warning and Control System p. 18
Finding the Edge! “ Prepare for impact” ©2009, all rights reserved.
Transferring Learning to Behavior Balancing two major forces: ACCOUNTABILITY SUPPORT ©2009, all rights reserved.
Drivers – encouragers or discouragers Critical Behaviors Business Results Recognition Coaching Refreshers Mentoring Accoun...
Chain of Evidence SM <ul><li>Gather data at all four levels and show that your training delivers true value to your organi...
Data is a critical part of our  Chain of Evidence SM ©2009, all rights reserved.
But do not underestimate the power of testimonials ©2009, all rights reserved.
Four Practical Ways to Make a Good Business Case <ul><li>Show them the data </li></ul><ul><li>Conduct an impact study and ...
<ul><li>What will you do as a result of what you have learned today . . . </li></ul>©2009, all rights reserved.
<ul><li>that will lead you to the following tomorrow? </li></ul>©2009, all rights reserved.
<ul><li>and that might eventually lead to . . . </li></ul>©2009, all rights reserved.
References <ul><li>Kirkpatrick, D.L. and J.D.  Evaluating Training Programs: The Four Levels , 3rd Ed., Berrett-Koehler Pu...
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Jim Kirkpatrick: Training on Trial - presented by Training Magazine Network

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  • Would like this to be revealed in 2 parts
  • Would like this to be revealed in 2 parts
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  • 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
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  • Jim Kirkpatrick: Training on Trial - presented by Training Magazine Network

    1. 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. 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.
    3. 3. Click to Register TrainingMagNetwork.com is powered by VFTNetworks social learning platform Questions? Click here to ask. <ul><li>What is Training Magazine Network? </li></ul><ul><li>TrainingMagNetwork.com is a social learning community of over 14,000 global learning professionals and thought-leaders. </li></ul><ul><li>Members have free access to: </li></ul><ul><li>Webinars & online workshops </li></ul><ul><li>Presentations, white papers & resources posted by speakers and peers </li></ul><ul><li>Networking with fellow learning professionals </li></ul><ul><li>Free tools to help in their work </li></ul><ul><ul><li>Social learning system & collaborative learning platform </li></ul></ul><ul><ul><li>Goal-setting/action-planning software for learners </li></ul></ul><ul><ul><li>Track Measurable impacts of training </li></ul></ul><ul><ul><li>Web 2.0 online coaching system </li></ul></ul><ul><ul><li>Instant publishing & learning content organization tools </li></ul></ul><ul><ul><li>Downloadable, easily editable eLearning Flash micro-games </li></ul></ul>
    4. 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. 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
    6. 6. The future of training <ul><li>“ Training directors might be well advised to take the initiative and evaluate their programs before the day of reckoning arrives” </li></ul><ul><ul><ul><li>From Techniques for Evaluating Training Programs , by Don Kirkpatrick </li></ul></ul></ul><ul><ul><ul><li>ASTD Journal, November </li></ul></ul></ul>©2009, all rights reserved.
    7. 7. The future of training <ul><li>“ Training directors might be well advised to take the initiative and evaluate their programs before the day of reckoning arrives” </li></ul><ul><ul><ul><li>From Techniques for Evaluating Training Programs , by Don Kirkpatrick </li></ul></ul></ul><ul><ul><ul><li>ASTD Journal, November </li></ul></ul></ul><ul><ul><ul><li>1959 </li></ul></ul></ul>©2009, all rights reserved.
    8. 8. What are we being charged with? <ul><li>“ You, learning professionals, are charged with incurring training and development costs that exceed the value you bring to the business” </li></ul>©2009, all rights reserved.
    9. 9. How do we know we are being charged? <ul><li>“ We would like you to show us your ROI” </li></ul><ul><li>“ We know you run a lot of programs and seem quite busy. Why then are so many good people leaving us?” </li></ul><ul><li>“ We are thinking we need to put our efforts in revenue-producing activities.” </li></ul><ul><li>“ We are going to put that on hold for awhile.” </li></ul><ul><li>“ We have decided to make some cuts.” </li></ul>©2009, all rights reserved.
    10. 10. Are we guilty? p. 3
    11. 11. What do we have to do to be found “not guilty?” <ul><li>We need to extend our role beyond the traditional definitions of learning. </li></ul>p. 3
    12. 12. ©2009, all rights reserved.
    13. 13. Kirkpatrick Foundational Principles <ul><li>The end is the beginning. </li></ul><ul><li>Return on Expectations SM (ROE SM ) is the ultimate indicator of value. </li></ul><ul><li>Business partnership is necessary to bring about positive ROE. </li></ul><ul><li>Value must be created before it can be demonstrated. </li></ul><ul><li>A compelling Chain of Evidence SM demonstrates your bottom line value. </li></ul>
    14. 14. ©2009, all rights reserved.
    15. 15. ©2009, all rights reserved.
    16. 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. 17. Kirkpatrick Four Levels Level 3: BEHAVIOR The extent to which participants apply what they learn on the job ©2009, all rights reserved.
    18. 18. Kirkpatrick Four Levels Level 2: LEARNING The extent to which participants acquire intended knowledge, skills, and attitudes ©2009, all rights reserved.
    19. 19. Kirkpatrick Four Levels Level 1: REACTION How training participants react to the training ©2009, all rights reserved.
    20. 20. <ul><li>“ What is your job here at the hotel?” </li></ul><ul><li>“ I am a window washer.” </li></ul>©2009, all rights reserved.
    21. 21. <ul><li>“ What is your job here at the resort?” </li></ul><ul><li>“ I am part of a team that creates great experiences for our guests !” </li></ul>©2009, all rights reserved.
    22. 22. Kirkpatrick Four Level Evaluation Model Reaction Behavior Results Learning ©2009, all rights reserved.
    23. 23. Kirkpatrick Four Level Evaluation Model Reaction Behavior Results Learning ©2009, all rights reserved.
    24. 24. Kirkpatrick Four Level Evaluation Model Reaction Behavior Results Learning ©2009, all rights reserved.
    25. 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. 26. Brinkerhoff Study Josh Bersin and Associates, 2008 ©2009, all rights reserved.
    27. 27. Causes of “Training Failure” 2006 ASTD Study ©2009, all rights reserved.
    28. 28. Typical Learning Investment Dr. Brent Peterson, University of Phoenix, 2004 ©2009, all rights reserved.
    29. 29. Airborne Warning and Control System p. 18
    30. 30. Finding the Edge! “ Prepare for impact” ©2009, all rights reserved.
    31. 31. Transferring Learning to Behavior Balancing two major forces: ACCOUNTABILITY SUPPORT ©2009, all rights reserved.
    32. 32. Drivers – encouragers or discouragers Critical Behaviors Business Results Recognition Coaching Refreshers Mentoring Accountability Level 3 Evaluation Executive Modeling ©2009, all rights reserved.
    33. 33. Chain of Evidence SM <ul><li>Gather data at all four levels and show that your training delivers true value to your organization </li></ul>©2009, all rights reserved. Level 1 Reaction Level 2 Learning Level 4 Results Level 3 Behavior
    34. 34. Data is a critical part of our Chain of Evidence SM ©2009, all rights reserved.
    35. 35. But do not underestimate the power of testimonials ©2009, all rights reserved.
    36. 36. Four Practical Ways to Make a Good Business Case <ul><li>Show them the data </li></ul><ul><li>Conduct an impact study and showcase it </li></ul><ul><li>Have others show and tell them </li></ul><ul><li>The Brunei Window Washer </li></ul>©2009, all rights reserved.
    37. 37. <ul><li>What will you do as a result of what you have learned today . . . </li></ul>©2009, all rights reserved.
    38. 38. <ul><li>that will lead you to the following tomorrow? </li></ul>©2009, all rights reserved.
    39. 39. <ul><li>and that might eventually lead to . . . </li></ul>©2009, all rights reserved.
    40. 40. References <ul><li>Kirkpatrick, D.L. and J.D. Evaluating Training Programs: The Four Levels , 3rd Ed., Berrett-Koehler Publ., Inc. San Francisco, CA, 2006 </li></ul><ul><li>Kirkpatrick, D.L. and J.D. The Transfer of Learning to Behavior , Berrett-Koehler Publ., San Francisco, CA, 2005 </li></ul><ul><li>Kirkpatrick, D.L. and J.D. Implementing the Four Levels , Berrett-Koehler Publ., San Francisco, CA 2007 </li></ul><ul><li>Kirkpatrick, J.K. and W.K. Kirkpatrick Then and Now, Kirkpatrick Publishing, St. Louis, MO, 2009 </li></ul><ul><li>Kirkpatrick, J.K., and W.K. Training on Trial , AMACOM, New York, 2010 </li></ul><ul><li>Contact Jim at jdkphd50@msn.com </li></ul><ul><li>www.smr-usa.com </li></ul>©2009, all rights reserved.
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