Fine or better copy in Fine or better dustwrapper. First printing with full number line. Apparently the only first printing copy across various selling platforms. Unread copy: pages and covers are crisp, intact and unmarked. 220 pages. Dimensions: 9.3in. x 6.4in. x 0.8in. Summary: Since its creation in 1959, Donald Kirkpatricks four-level model for evaluating training programs - reaction, learning, behavior, and results - has become the most widely used approach to training evaluation in the corporate, government, and academic worlds. However, trainers today are feeling increased pressure to prove whether instruction is worth its cost. And calculating and presenting results (Step 4) becomes tricky when, despite training, workers arent fulfilling Step 3: applying what theyve learned to their behavior. This book takes on this age-old challenge, first examining why learned concepts dont make it into practice, then offering solutions that will work in the real world. Coauthor James Kirkpatrick, a training practitioner, introduces five prerequisites that help an organization achieve ultimate training success. He includes practical examples (such as Toyota and Nextel) from his own work, plus 12 best-practice case studies 1st Printing 1st Printing 1st Printing.

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Detalles bibliogr�ficos

T�tulo: Transferring Learning to Behavior: Using the Four Levels to Improve Performance
Editor: Berrett-Koehler Publishers, U.S.A.
Fecha de publicaci�n: 2005
Idioma: Ingl�s
ISBN 10: 1576753255
ISBN 13: 9781576753255
Encuadernaci�n: Hardcover
Edici�n: 1st Edition.
Estado: Fine
Estado de la sobrecubierta: Fine

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Sinopsis

In this indispensable companion to the classic book Evaluating Training Programs—The Four Levels, Don and Jim Kirkpatrick offer detailed guidance for putting any or all of the Four Levels into practice. In addition, they show how to decide what to evaluate, how to get managers to support the evaluation process, and how to use the Four Levels to construct a compelling chain of evidence demonstrating the contribution of training to the bottom line.

Acerca del autor

Donald L. Kirkpatrick is a Professor Emeritus, University of Wisconsin, and a widely respected teacher, author, and consultant. He has over thirty years of experience as professor of management at the University of Wisconsin and has held professional training and human resource positions with International Minerals and Chemical Corporation and Bendix Corporation. He is the author of eight management inventories and six books: Evaluating Training Programs: The Four Levels, How to Manage Change Effectively, How to Improve Performance Through Appraisal and Coaching, How to Train and Develop Supervisors, How to Plan and Conduct Productive Business Meetings, and No-Non- sense Communication. He has received the Best Book of the Year award from the Society for Human Resource Management. Don is past presi- dent of the American Society for Training and Development (ASTD) and is best known for developing the internationally accepted four- level approach for evaluating training programs. In 1997, he was intro- duced into TRAINING magazine’s Hall of Fame, and in 2004 received the Lifetime Achievement award from ASTD. He received his BBA, MBA, and PhD degrees from the University of Wisconsin. He lives in Pewaukee, Wisconsin, and is a senior elder at Elmbrook Church and an active member of Gideons International.
James D. Kirkpatrick has worked in the field of organizational development for over fifteen years. He recently teamed with Corporate University Enterprise, Inc. in a leadership and senior consulting role to orchestrate and launch the Kirkpatrick Four Level Evaluation Certifi- cation Program and a robust approach to scorecarding and evaluation practice to support learning organizations through their corporate universities. Jim considers his expertise with balanced scorecards, evaluation, and transferring learning to behavior as his greatest assets. He is a former Vice President and Director of First Indiana Bank’s corporate university, First Indiana University. He was responsible for First Indiana’s balanced scorecard management system, leadership development, training, and the Career Development Program.

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