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The Four Levels of Evaluation Training

 

Gain practical knowledge for creating an effective evaluation strategy for any training program or training initiative.

According to Trainingmag.com, on average, companies spend about $1000 per year on training per employee. That is a lot of money. Given the financial implications and increasing complexities that a wide range of organizations and professionals are facing to address operational issues, training professionals must learn how to develop and implement more effective training programs. There are several strategies that can be applied to evaluate training programs. Arguably, the most widely used model for the evaluation of training and learning is Donald Kirkpatrick's four levels of evaluation: reaction, learning, behavior and results. According to this model, evaluation should always begin with level one, and then, as time and budget allows, should move subsequently through levels two, three and four.
This topic will include understanding the four-level model and how to apply it. It will also provide practical guidance for creating an effective evaluation strategy for any training program or training initiative.

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The Four Levels of Evaluation Training

Agenda

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The Four Levels of Evaluation Training

Faculty

Larry Hammond, Sr.

Larry Hammond, Sr.

V1H Consulting

  • Principal with V1H Consulting
  • Through his workshops, strategy sessions, and keynote addresses, he focuses on helping organizations that are stuck in the way it has always been done, thinking without ever achieving true satisfaction, to transform
  • By producing an organizational culture that creates a contagious leadership environment, he helps them to achieve maximum performance, increase employee retention, and heightened employee engagement
  • More than 20 years of senior leadership, coaching, training, and development experience
  • Mentor in business, marketing, sales, human resources, entrepreneurship, and leadership in public agencies and community organizations
  • Facilitated management and employee feedback sessions
  • Coaches leaders and managers in public and private industry around team building and culture development
  • Developed, delivered, and evaluated a variety of training seminars; including, customer service, change management, strategic planning leadership development, and public speaking
  • Provided leadership training to Leadership Pasadena, a leadership program that empowers, inspires, and connects leaders who strengthen a diverse community
  • Designed, developed, and delivered management and leadership programs for managers in the public, private, and nonprofit sectors that helped clients improve employee and organizational performance
  • Certified in Managing Organizational Change (MOC)
  • 34 strong certified strengths coach
  • M.A. degree in public administration, The Tseng College; graduate, international, at California State University, Northridge; B.S. degree, Clark Atlanta University, Atlanta, GA; completed graduate courses in public administration, Catholic University, Washington, D.C. and in information technology, University of the District of Columbia
  • Can be contacted at 626-379-4108 or [email protected]
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The Four Levels of Evaluation Training

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