In November 1959, Donald Kirkpatrick published a series of seminal articles on training evaluation in the ‘Journal of the ASTD’. In the fifty years since, his thoughts (Reaction, Learning, Behavior, and Results) have gone on to evolve into the legendary Kirkpatrick’s Four Level Evaluation Model and become the basis on which learning & development departments can show the value of training to the business. How has the model evolved over fifty years, is it still relevant? As designers of learning, have we applied the model with Don’s intent?
Abhijit Kadle | July 12th, 2009
Yes, I know haven’t posted anything interesting last few days. That’s because I’ve been in training this week; and would you believe it was Retail Sales training. What’s an instructional designer doing attending sales training?
Competitive advantage used to be about who had the best product. Gradually, it shifted to who was using the most innovative technologies, and how. Now, neither is sufficient in itself to give organizations an edge. As things change at an ever-increasing pace, employees have become the new differentiating force, and the new challenge is to successfully manage employee knowledge and development.
