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The Kirkpatrick Model of Training Evaluation

Devlin Peck 103 views

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As always, thank you so much! I appreciate all you do for ID's
Comment from : @kinziel

Though you explain the model and the need to work it backwards, your explanation has limited value So how is it applied? It's all well and fine to know your design process has to start at Level 4, but it's very hard to conceive how designing for Levels 4 and 3 would look like You do mention that 4 and 3 are the hard, but valuable info and thus I would assume the same for design Yet, without explaining the practical execution of designing for those levels your explanation means little to me
Comment from : @jakl2369

This is a very insightful KTbrbrQuick question regarding Level 3: Behavior: Could the responses received from Managers have a bias? If so, how can this be minimized?
Comment from : @NilouferArujah

As a new learner to the field I found this video very helpful! Some videos I've seen on the Kirkpatrick model try to cram in too much information I like how this was a general overview of the model and even noted that limitations were not going to be discussed in this video Short, sweet, and to the point thank you!👌👌
Comment from : @wattworxmedia

extremely helpful video crisp and engaging thank you!br🙂
Comment from : @HannahMontana-cl5uq

Hi
Comment from : @deenamajeed8680

Any weaknesses of Kirkpatrick model when applying to prepare a Training for nurse learners? Thanks
Comment from : @lamyuk7149

Excellent information and explained clearly Thanks
Comment from : @ParagonMcCullers

Level 3 actually requires additional time from SME persons They should later send the results of whether something has changed in terms of user behavior In most situations they are very busy and this is rarely delivered unfortunately In most cases, you will not get these results because of the organization you are in This also applies to the entire level
Comment from : @milan6439

Next is Philips ROI - Level 5 Information that truly demonstrates value to an organization and what executives will want to hear
Comment from : @Havnaz

Explained so well Thank you so much
Comment from : @supsidd8186

I liked how you talked about working backwards from Level 4 to Level 1 It made so much more sense
Comment from : @kimgomez9420

thanks for your presentation can you help me how to get that book?
Comment from : @anaratnawati838

This video helped me understand evaluation and the Kirkpatrick model so much
Comment from : @jamiemyers9004

Really helpful summary, thank you
Comment from : @RichardNagle100

Your videos have been so helpful! I have an ID interview tomorrow! I'm a Learning and Development specialist but haven't focused on the ID side of things Thank you so much for helping me to prepare for the interview in understanding how I can add to my learning
Comment from : @tonieastman9768

Hope you can add information on criticisms and limitations of the model
Comment from : @coconunut

This content is very timely as this is our topic in my Masters Degree in Human Resource Management Thank you very much for sharing your personal thoughts on the planning perspective Will subscribe and hoping to learn more from you Keep rocking!
Comment from : @lifetalkswithkuyalucky

Learning just got easier
Comment from : @andilencube8057

Thanks
Comment from : @Kumar-rq9ro

00:00 Kirkpatrick model for evaluationbrbr1:13 Level 1 : Reactionbr Overall satisfactions and engagementbr Survey, interviews, focus groupbrbr2:05 Level 2 :Learningbr New Knowledge, skills or attitudebr Quizzes / tests, interviews, focus groups, discussions, observation, and morebrbr3:09 Level 3 :Impactbr Are people performing the critical tasks?br Surveys, observation, work review, KPlsbrbr4:30 Level 4 :Resultsbr Which results do we aim to achieve?br What do people need to do differently?br What knowledge and skills do they need?br How do we design an attractive intervention?brbr8:33 Conclusion
Comment from : @AndresGomez-oh2gp

Amazing
Comment from : @priyankachakraborty3813

So true, easily the best evaluation model extant
Comment from : @randalllib5572

I love how this guy seems annoyed by his own presentation I could hear him sigh hahahaha dude, we're not forcing you to do this, you want to present this information to us 😅🤣🤣🤣🤣🤣
Comment from : @liveyourlife5397

Ch15 right here
Comment from : @flagshipbuilds

Thank you, Devlin Awesome
Comment from : @janmcneil183

Sometimes the BEST videos are the ones with less views and likes
Comment from : @fernandodelimafalcao9143

Kirkpatrick's Model of Evaluation,brChecked!! Thank you off to the next video
Comment from : @jackielaroga5408

Did you make your intro on AE?
Comment from : @flagshipbuilds

I liked and subscribed please share youre references espicially google scholar
Comment from : @travisbradfield1311

Higreat explanation and so helpfulcan you tell ACTIVITIES for this each 4 level that helps to language learning trainees or teacher? Thanks in advance
Comment from : @sindhuvelmurgan361

You explain in less than 10 mins what others take hours to Thank you
Comment from : @alexandracmacarthur4785

Thanks for the vid brBriefly, Level 3 & 4 are needed for just in time training, however they don't immediately apply to capacity building training, which rely mostly on level 1 & 2 evals
Comment from : @AA-ul9qh

This old model lacks human capital factors, for instance, level four should also include employee retention (as an example: The customer received high level service and needs are met for the employee - Maslow hierarchy of needs)
Comment from : @johnm8342

Makes me proud
Comment from : @tomkirkpatrick4443

Great content, thanks! I'm a fresh Instructional Designer and your videos are super useful for quick overviews!
Comment from : @linavonsaviciute1483

Thank so much! I work in professional development and this 10min video has given me so many ideas as to how we can improve our needs analysis!!
Comment from : @susannschecker4370

well explained
Comment from : @learntvet944

Thank you for a wonderful presentation Very well explained 👍
Comment from : @appyc9095

Thank you so much!! I just realized that I evaluated only the level one!
Comment from : @dollaya8893

Thank u for the sharing Devlin I'm wondering any other factors influencing training effectiveness scorefor example virtual learning vs physical learning, virtual 2 hours vs full 8 hoursdo u have any view? I've been asked to this question a lot by the leaders
Comment from : @MsNedy

Super clear and crisp Thank you :-)
Comment from : @shreyabapat7102

Thanks @Devlin for knowledge in only 9 minutes You have been able to summarize a model perfectly Thanks! I continue having a little doubt brHow I could show that level 3 and 4 It is a consequence of a training? when It has runned time for example 6 months or 1 year Thanks in advance!
Comment from : @cynthiareid6416

Hi Devlin, I have done an ID course but this provides greater clarity to the theory
Comment from : @layab22

This was very crisp and informative Also, thank you for sharing the amazing list of books :)
Comment from : @PoojaSharma-do7bw

You have given the essence of the model Great video! Looking forward to a video on SAM model for both simple and complex projects
Comment from : @rejanijames

wow tthis was so clear and precise it helped me form my training and development poa
Comment from : @shubham8912

Thanks so much for this summary!
Comment from : @shazy881

Hey man, really good production here Congratz and thanks
Comment from : @felipecastillosanmartin4147

This was SO helpful I was trying to find the best way to summarize evaluations for my students and this video is perfect Thank you!!
Comment from : @tracysmith7244