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Book Review: Evaluating Training Programs: The Four Levels

American Journal of Evaluation , Volume 19 (2): 259 – Jun 1, 1998

Details

Publisher
Sage Publications
Copyright
Copyright © 1998 by SAGE Publications
ISSN
1098-2140
eISSN
1098-2140
D.O.I.
10.1177/109821409801900215
Publisher site
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Book Review: Evaluating Training Programs: The Four Levels

Abstract

Evaluating Training Programs: The Four Levels, by Donald L. Kirkpatrick, Berrett-Koehler Publishers, San Francisco, CA, 1996,229 pp. Reviewed by: SALVATORE V. FALLETTA Evaluating Training Programs: The Four Levels is written for practitioners and administra- tors who are interested in a practical approach to evaluating training programs. The model pre- sented in the book was originally introduced by the author in 1959; since then, Kirkpatrick's evaluation model has been considered to be the most useful framework in the evaluation of training (Basarab & Root, 1992; Phillips, 1991; Rothwell & Sredl, 1992). Kirkpatrick's model allows for the measurement of potential effects of training at four levels: (a) participants' reac- tion to the training, (b) participants' learning as a result of the training, (c) participants' change in behavior as a result of the training, and (d) the subsequent impact on the organization as a result of participants' behavior change. Following Kirkpatrick's model, practitioners may determine the extent to which participants are satisfied with a training program, whether par- ticipants learned from the program, whether participants were able to apply the learning on the job, and/or the impact on the organization. The author provides three basic reasons for evaluating training: (a) to
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