May 2008
Intermediate to advanced
320 pages
8h 39m
English
book
Performance Evaluation: Proven Approaches for Improving Program and Organizational Performance
by Ingrid Guerra-López
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COMMENTS ON THE MODEL
Holton (1996) criticizes the four-level model as simply a taxonomy with no causal relationships among the various levels. Alliger and Janak (1989) acknowledge the simplicity of Kirkpatrick's four levels but fault his causality attribution, focusing on rejecting three critical assumptions: (1) training directly causes change, (2) each level is causally linked to the next highest level, and (3) correlations between levels are positive. They agree that levels 3 (behavior) and 4 (results) usually suggest a causal relationship, but argue that other variables are just as influential in performance improvement. In particular, they cite the influence of motivation, attitudes, and environmental context (support factors) as alternative ...
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O’Reilly covers everything we've got, with content to help us build a world-class technology community, upgrade the capabilities and competencies of our teams, and improve overall team performance as well as their engagement.Julian F.
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