Why LMI\'s Clients continue to excel
Download as ppt, pdf0 likes412 views
The document outlines Dr. Donald Kirkpatrick's four levels of evaluating training programs: reaction, learning, behavior, and results. It emphasizes the importance of retention and application of knowledge, describing a structured approach through meetings, goal setting, and a facilitation system to achieve measurable client outcomes. The proposed LMI program aims to enhance these evaluations by fostering communication and continuous progress tracking among participants, facilitators, and companies.
1 of 25
Download to read offline
Ad
Recommended
How and why the LMI proven process works
How and why the LMI proven process worksFRANKKREZE
油
The document describes Donald Kirkpatrick's four levels for evaluating training programs: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. It then discusses the Leadership Management International (LMI) program for producing client results through training. The LMI program uses spaced repetition, multi-sensory impact, and goal setting. It involves participants and their companies in setting goals and measuring results. The program includes classes, assignments, and meetings to help participants apply learning on the job and achieve goals.Product Knowledge
Product KnowledgeFrank Kreze
油
The document summarizes Dr. Donald Kirkpatrick's four levels for evaluating training programs: reaction, learning, behavior, and results. The levels progress from immediate reactions to a program (level 1) to long-term impact on business results (level 4). The rest of the document outlines Life Management Institute's facilitation system for training programs, which uses spaced repetition, multi-sensory learning, and goal setting to increase retention, application, and behavior change, ultimately delivering business results. The system involves pre-course meetings, kick-off meetings, bi-weekly classes, mid-course reviews, and end-of-course reviews to track progress toward goals.How and Why Our Proven System Works
How and Why Our Proven System WorksErinCurtis
油
The document discusses Dr. Donald Kirkpatrick's model for evaluating training programs. The model includes four levels: reaction, learning, behavior, and results. Reaction refers to participants' satisfaction with the program. Learning measures knowledge gain. Behavior evaluates changes in job performance. Results determines final outcomes such as increased quality, quantity, or profits. The goal is to increase retention of information, improve application of skills, change behaviors, and deliver tangible results.Project Management: Initiating Process Group - Lesson 1
Project Management: Initiating Process Group - Lesson 1 JMBOKAcademy
油
This document contains 5 questions from the Initiating Process Group chapter of the PMBOK Guide. Each question is multiple choice and is followed by an explanation of the correct answer. The questions cover topics such as the definition of ongoing work versus projects, the meaning of "temporary" in relation to projects, examples of projects versus ongoing work, the process group that precedes planning, and examples of project constraints.Monitoring progress 7
Monitoring progress 7LucyWSC
油
This document outlines the schedule and objectives for a training session on monitoring progress and quality assurance. The day will include evaluating quality assurance procedures, discussing the trainer's role in quality assurance, and reviewing policies and regulations related to their subject. Participants will debate the strengths and weaknesses of quality assurance methods, identify which regulations apply to their subject, and complete online learning and assessment to prepare for a professional discussion. The afternoon segment will focus on defining outstanding teaching and learning, including what the education regulator Ofsted looks for, and reflecting on their own teaching practices.10265754 fire fighting
10265754 fire fightingIzabela-Maria Catiru
油
Every employee and trainee will receive a weekly feedback form to complete. Within 24 hours, improvement actions will be taken based on the answers. An education and procedures buddy/manager system will be implemented, where buddies will manage feedback forms, set goals, provide career planning tools, and maintain constant communication. A local control board made up of specialists in different programs will check exchange quality, and bring solutions and improvements if any issues arise regarding program quality.Implementation Evaluation Of Manufacturing Training Program J Porter Hrd849 ...
Implementation Evaluation Of Manufacturing Training Program J Porter Hrd849 ...jforkin
油
The implementation of a new manufacturing training program was evaluated over its first three months. Data was collected through surveys and interviews with employees at various levels. The evaluation found that the program was generally being implemented as planned and making progress towards its goals of structured cross-training, documented training, and improved operator knowledge and quality. Some challenges included adapting to lower production orders and revising training tools. Recommendations included developing standardized training times and improving the job rotation process.4.evaluation of training effectiveness
4.evaluation of training effectivenessHarvey Allen
油
The document discusses evaluating the effectiveness of training programs. It explains that evaluation should happen after training to measure outcomes. Evaluation helps provide feedback to learners, control training programs, and ensure actual outcomes align with expected outcomes. The evaluation process involves assessing learner skills and knowledge before, during, and after training. Techniques for evaluation include observation, questionnaires, interviews, and comparing pre- and post-training assessments. Effective evaluation is part of the training lifecycle which includes analyzing needs, designing solutions, delivering training, reinforcing learning, and gathering feedback to improve future programs.Al Rammah and Patrick ch10
Al Rammah and Patrick ch10kpatric1
油
The document summarizes the evaluation of a training program for students on Nissan/Infiniti vehicle technology using the Kirkpatrick Model and Success Case Model.
The Kirkpatrick Model evaluation showed positive reactions from students. Students reported enjoying the combination of lessons and hands-on practice. Post-training tests showed students acquired new skills and were able to repair vehicles more quickly with fewer mistakes. Students helped each other learn, which improved performance and increased sales and reputation and therefore profits.
The Success Case Model evaluation identified the most and least successful students. The most successful students reported using their new skills daily, allowing more efficient work. The least successful students did not notice improvements and felt the training was not relevant to their work.Pg mp study notes (updated)
Pg mp study notes (updated)Adil Elhaj, PfMP
油
The document serves as a comprehensive guide for program management, outlining key concepts, processes, and strategies for effectively managing programs to achieve organizational benefits. It emphasizes the importance of stakeholder engagement, governance structures, and the development of program plans, including risk management and benefit realization. Additionally, it highlights the roles and responsibilities of program managers and sponsors in ensuring alignment with organizational objectives and successful delivery of intended outcomes.PgMP Road Map
PgMP Road Mapgryasam
油
The document provides an overview of the Program Management Professional (PgMP) certification process. It discusses the differences between project and program management. To obtain the PgMP, candidates must pass a three-part evaluation consisting of an application review, multiple-choice exam, and multi-rater assessment. Eligibility requires a combination of project and program management experience along with education. The process involves submitting documentation, undergoing an application audit, and panel review before concluding with the multi-rater assessment.Pfizer experience
Pfizer experienceValerie Markbreiter
油
Pfizer led various process optimization and redesign initiatives to improve efficiency and customer satisfaction. This included redesigning the country and site selection process, which increased customer satisfaction by over 200% while decreasing cycle times. Pfizer also implemented a clinical trial contracting and budgeting process to focus on customer satisfaction, agile workflows, and waste reduction. Continuous improvement efforts in business technology and finance operations achieved $21 million in cost savings in 2009. Pfizer created deployment strategies for a global travel and expense system and established a European financial shared services contact center supporting multiple languages across 19 European markets.Pfizer experience
Pfizer experienceValerie Markbreiter
油
Pfizer led various process optimization and redesign initiatives to improve efficiency and customer satisfaction. This included redesigning the country and site selection process, which increased customer satisfaction by over 200% while decreasing cycle times. Pfizer also implemented a clinical trial contracting and budgeting process to focus on customer satisfaction, agile workflows, and waste reduction. Continuous improvement efforts in business technology and finance operations achieved $21 million in cost savings in 2009. Pfizer created deployment strategies for a global travel and expenses system and established a European financial shared services contact center supporting multiple languages across 19 European markets.MGT 7999 Management Consultancy
MGT 7999 Management ConsultancyInternational Islamic University Malaysia
油
The seminar outlines the mandatory management consultancy course for DBA students, detailing registration processes, eligibility criteria, evaluation methods, and supervision requirements. Students are required to prepare and submit consultancy proposals, follow strict conduct regulations, and sign a non-disclosure agreement. Final evaluations will occur in multiple stages with specific activities scheduled throughout the semester leading to a binding report submission.PgMP Panel Review (3/3)
PgMP Panel Review (3/3)Andr辿 Toso Arrivabene, MBA, PMP, PgMP, SCPM
油
The document outlines the process for obtaining the PGMP速 credential from PMI, including details about the panel review and tips for successful application submission. It provides guidance on how to effectively describe program management experience, address specific application questions, and maintain alignment with organizational objectives. The author shares personal experiences and emphasizes the importance of honesty and clarity in responses.04 Om At Training W Kshop Outcome Challenges & Progress Mar
04 Om At Training W Kshop Outcome Challenges & Progress MarPro-poor Rewards for Environmental Services in Africa ICRAF
油
The document discusses outcome challenges and progress markers/indicators for projects. An outcome challenge is the ideal change a project hopes to support in key partners. Progress markers are gradual changes that indicate transformation over time towards the outcome challenge. They start from current practices and initial reactions to a project and evolve to vision-level changes. Examples are provided for informal milk traders, ranging from attending trainings to promoting clean milk values to consumers. Recordable observations are also suggested to track progress markers.Impada O2-A3 - O2-A3 - Quality Improvement Action Plan
Impada O2-A3 - O2-A3 - Quality Improvement Action Plan Andrea Ciantar
油
This document outlines a Quality Improvement Action Plan (QIAP) for an unnamed organization. The plan identifies key areas for improvement across leadership and management, teaching/learning/assessment, and learner outcomes. Specific actions and targets are listed to address each issue, along with personnel responsible and deadlines. Progress will be reviewed at least quarterly using a Red-Amber-Green rating system to evaluate impact, especially for disadvantaged groups. The overarching goal is to drive continuous improvement across all assessed domains.PMI-PgMP (Program Management Professional) Approach and plan
PMI-PgMP (Program Management Professional) Approach and planHarisha Lakkavalli - PgMP, PMP
油
This document provides information about a PgMP preparation course offered by ACEPROconsulting. It includes:
- The objective of the course is to gain knowledge about program management as described by PMI and to pass the PgMP certification exam.
- The PgMP exam contains 170 psychometric questions to be completed in 4 hours, requiring higher-level thinking skills than the PMP exam.
- The course will cover program management fundamentals, standards, critical thinking skills and experience required to pass the PgMP exam over several stages involving both online and offline work over 12-16 weeks.Product Knowledge
Product KnowledgeBarryReid
油
The document describes Donald Kirkpatrick's four levels for evaluating training programs: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. It then discusses the Leadership Management International (LMI) facilitation system for training programs which is designed to increase retention, application of skills, and measurable results. The LMI system uses spaced repetition, multi-sensory learning, goal setting, and a triangle of communication between the participant, facilitator, and company to help participants achieve goals.Product Knowledge
Product Knowledgetmatheson76
油
The document describes Donald Kirkpatrick's four levels for evaluating training programs: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. It then discusses the Leadership Management International (LMI) training program, which aims to increase retention, application of skills, and measurable results through a facilitated process involving biweekly classes, assignments, and meetings with participants and their companies to set goals and track progress. The LMI system uses spaced repetition, multi-sensory learning, and goal setting to help clients achieve results from training in a controlled, cost-effective environment.Product Knowledge
Product KnowledgeKellyWarren
油
The document describes Donald Kirkpatrick's four levels for evaluating training programs: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. It then discusses the Leadership Management International (LMI) facilitation system for training programs which is designed to increase retention, application of skills, and measurable results. The LMI system uses spaced repetition, multi-sensory learning, goal setting, and a triangle of communication between the participant, facilitator, and company to help participants achieve goals.How & why the LMI proven process works
How & why the LMI proven process worksdtremblaylmicanada
油
The document describes Donald Kirkpatrick's four levels for evaluating training programs: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. It then discusses the Leadership Management International (LMI) program for delivering training in a structured way to increase retention, application of learning, and proven results. The LMI program uses spaced repetition, multi-sensory impact, and goal setting. It involves participants and their companies in a facilitation system with pre-course meetings, bi-weekly classes, mid-course and end-of-course reviews to help participants achieve their goals.How & why the LMI proven process works
How & why the LMI proven process worksJanColeman
油
The document describes Donald Kirkpatrick's four levels for evaluating training programs: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. It then discusses the Leadership Management International (LMI) program for delivering training in a structured way to increase retention, application of learning, and proven results. The LMI program uses spaced repetition, multi-sensory impact, and goal setting. It involves participants and their companies in a facilitation system with meetings before, during, and after the program to ensure goals are set and progress is tracked.How & why the LMI proven process works
How & why the LMI proven process worksjallainlmicanada
油
The document describes Donald Kirkpatrick's four levels for evaluating training programs: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. It then discusses the LMI program for training participants, which aims to increase retention, application, and proven results. The LMI program uses spaced repetition, multi-sensory impact, and goal setting. It involves initial and end of course meetings between participants and their companies, bi-weekly facilitated classes, and communication through a triangle system to ensure goals are met.Product Knowledge
Product KnowledgeAlan_Winter
油
The document describes Donald Kirkpatrick's four levels for evaluating training programs: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. It then discusses the Leadership Management International (LMI) program for delivering training in a structured way to increase retention, application of learning, and proven results. The LMI program uses spaced repetition, multi-sensory impact, and goal setting. It involves initial and end meetings between participants, companies, and LMI facilitators to set goals and measure results. Bi-weekly classes are held to review goals and assignments and set new ones.LMI Product Knowledge
LMI Product Knowledgerhindmarsh
油
The document discusses Dr. Donald Kirkpatrick's model for evaluating training programs. The model includes four levels: reaction, learning, behavior, and results. Reaction refers to how participants react to and feel about the program. Learning refers to the knowledge and skills gained from the program. Behavior examines how job behaviors have changed as a result of the program. Results evaluates final outcomes such as quality, quantity, profits, and return on investment. The rest of the document describes the LMI facilitation system for training programs which aims to increase retention, application, and behavior change through spaced repetition, multi-sensory impact, and goal setting.Product Knowledge
Product KnowledgeJohn Doyle
油
The document summarizes Dr. Donald Kirkpatrick's four levels for evaluating training programs: reaction, learning, behavior, and results. The levels progress from immediate reactions to a program (level 1) to long-term impact on business results (level 4). The rest of the document outlines Life Management Institute's facilitation system for training programs using spaced repetition, multi-sensory learning, goal setting, and communication between the company, facilitator, and participant to increase retention, application, and measurable behavior change and results.Product Knowledge
Product KnowledgeRajan Mathew, MBA, ECPC, NLP
油
The document summarizes Dr. Donald Kirkpatrick's four levels for evaluating training programs: reaction, learning, behavior, and results. The levels progress from immediate reactions to a program (level 1) to long-term impact on business results (level 4). The rest of the document outlines Life Management Institute's facilitation system for training programs using spaced repetition, multi-sensory learning, goal setting, and communication between the company, facilitator, and participant to increase retention, application, and measurable behavior change and results.Developing effective safety training 惠愀惘 悋惠惆惘惡 悴悋 悋愕悋悸
Developing effective safety training 惠愀惘 悋惠惆惘惡 悴悋 悋愕悋悸惆惠惘 惠悋惘 惺惡惆悋 愆惘悋
油
This document provides an overview of an 8-step process for developing and presenting effective safety training. The steps include: 1) assessing learner needs; 2) setting goals and objectives; 3) designing the curriculum; 4) selecting methods and media; 5) writing the course outline; 6) coordinating logistics; 7) presenting the training; and 8) documenting and evaluating the training. The overall goal is to help students improve their knowledge, skills, and ability to develop, present, and evaluate safety training outcomes.Measuring RETURN ON INVESTMENT of Training.ppt
Measuring RETURN ON INVESTMENT of Training.pptshakti awasthi
油
The document outlines methods for measuring the effectiveness and return on investment (ROI) of training programs through a structured evaluation process involving four levels: reaction, learning, behavior application, and business impact. It details the importance of setting measurable objectives, using control groups, collecting data, and converting improvements into monetary values to calculate ROI. Additionally, it provides guidelines for evaluating training through various performance indicators and emphasizes the necessity of isolating the effects of training to accurately assess its contribution to organizational goals.More Related Content
What's hot (10)
Al Rammah and Patrick ch10
Al Rammah and Patrick ch10kpatric1
油
The document summarizes the evaluation of a training program for students on Nissan/Infiniti vehicle technology using the Kirkpatrick Model and Success Case Model.
The Kirkpatrick Model evaluation showed positive reactions from students. Students reported enjoying the combination of lessons and hands-on practice. Post-training tests showed students acquired new skills and were able to repair vehicles more quickly with fewer mistakes. Students helped each other learn, which improved performance and increased sales and reputation and therefore profits.
The Success Case Model evaluation identified the most and least successful students. The most successful students reported using their new skills daily, allowing more efficient work. The least successful students did not notice improvements and felt the training was not relevant to their work.Pg mp study notes (updated)
Pg mp study notes (updated)Adil Elhaj, PfMP
油
The document serves as a comprehensive guide for program management, outlining key concepts, processes, and strategies for effectively managing programs to achieve organizational benefits. It emphasizes the importance of stakeholder engagement, governance structures, and the development of program plans, including risk management and benefit realization. Additionally, it highlights the roles and responsibilities of program managers and sponsors in ensuring alignment with organizational objectives and successful delivery of intended outcomes.PgMP Road Map
PgMP Road Mapgryasam
油
The document provides an overview of the Program Management Professional (PgMP) certification process. It discusses the differences between project and program management. To obtain the PgMP, candidates must pass a three-part evaluation consisting of an application review, multiple-choice exam, and multi-rater assessment. Eligibility requires a combination of project and program management experience along with education. The process involves submitting documentation, undergoing an application audit, and panel review before concluding with the multi-rater assessment.Pfizer experience
Pfizer experienceValerie Markbreiter
油
Pfizer led various process optimization and redesign initiatives to improve efficiency and customer satisfaction. This included redesigning the country and site selection process, which increased customer satisfaction by over 200% while decreasing cycle times. Pfizer also implemented a clinical trial contracting and budgeting process to focus on customer satisfaction, agile workflows, and waste reduction. Continuous improvement efforts in business technology and finance operations achieved $21 million in cost savings in 2009. Pfizer created deployment strategies for a global travel and expense system and established a European financial shared services contact center supporting multiple languages across 19 European markets.Pfizer experience
Pfizer experienceValerie Markbreiter
油
Pfizer led various process optimization and redesign initiatives to improve efficiency and customer satisfaction. This included redesigning the country and site selection process, which increased customer satisfaction by over 200% while decreasing cycle times. Pfizer also implemented a clinical trial contracting and budgeting process to focus on customer satisfaction, agile workflows, and waste reduction. Continuous improvement efforts in business technology and finance operations achieved $21 million in cost savings in 2009. Pfizer created deployment strategies for a global travel and expenses system and established a European financial shared services contact center supporting multiple languages across 19 European markets.MGT 7999 Management Consultancy
MGT 7999 Management ConsultancyInternational Islamic University Malaysia
油
The seminar outlines the mandatory management consultancy course for DBA students, detailing registration processes, eligibility criteria, evaluation methods, and supervision requirements. Students are required to prepare and submit consultancy proposals, follow strict conduct regulations, and sign a non-disclosure agreement. Final evaluations will occur in multiple stages with specific activities scheduled throughout the semester leading to a binding report submission.PgMP Panel Review (3/3)
PgMP Panel Review (3/3)Andr辿 Toso Arrivabene, MBA, PMP, PgMP, SCPM
油
The document outlines the process for obtaining the PGMP速 credential from PMI, including details about the panel review and tips for successful application submission. It provides guidance on how to effectively describe program management experience, address specific application questions, and maintain alignment with organizational objectives. The author shares personal experiences and emphasizes the importance of honesty and clarity in responses.04 Om At Training W Kshop Outcome Challenges & Progress Mar
04 Om At Training W Kshop Outcome Challenges & Progress MarPro-poor Rewards for Environmental Services in Africa ICRAF
油
The document discusses outcome challenges and progress markers/indicators for projects. An outcome challenge is the ideal change a project hopes to support in key partners. Progress markers are gradual changes that indicate transformation over time towards the outcome challenge. They start from current practices and initial reactions to a project and evolve to vision-level changes. Examples are provided for informal milk traders, ranging from attending trainings to promoting clean milk values to consumers. Recordable observations are also suggested to track progress markers.Impada O2-A3 - O2-A3 - Quality Improvement Action Plan
Impada O2-A3 - O2-A3 - Quality Improvement Action Plan Andrea Ciantar
油
This document outlines a Quality Improvement Action Plan (QIAP) for an unnamed organization. The plan identifies key areas for improvement across leadership and management, teaching/learning/assessment, and learner outcomes. Specific actions and targets are listed to address each issue, along with personnel responsible and deadlines. Progress will be reviewed at least quarterly using a Red-Amber-Green rating system to evaluate impact, especially for disadvantaged groups. The overarching goal is to drive continuous improvement across all assessed domains.PMI-PgMP (Program Management Professional) Approach and plan
PMI-PgMP (Program Management Professional) Approach and planHarisha Lakkavalli - PgMP, PMP
油
This document provides information about a PgMP preparation course offered by ACEPROconsulting. It includes:
- The objective of the course is to gain knowledge about program management as described by PMI and to pass the PgMP certification exam.
- The PgMP exam contains 170 psychometric questions to be completed in 4 hours, requiring higher-level thinking skills than the PMP exam.
- The course will cover program management fundamentals, standards, critical thinking skills and experience required to pass the PgMP exam over several stages involving both online and offline work over 12-16 weeks.04 Om At Training W Kshop Outcome Challenges & Progress Mar
04 Om At Training W Kshop Outcome Challenges & Progress MarPro-poor Rewards for Environmental Services in Africa ICRAF
油
Similar to Why LMI\'s Clients continue to excel (20)
Product Knowledge
Product KnowledgeBarryReid
油
The document describes Donald Kirkpatrick's four levels for evaluating training programs: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. It then discusses the Leadership Management International (LMI) facilitation system for training programs which is designed to increase retention, application of skills, and measurable results. The LMI system uses spaced repetition, multi-sensory learning, goal setting, and a triangle of communication between the participant, facilitator, and company to help participants achieve goals.Product Knowledge
Product Knowledgetmatheson76
油
The document describes Donald Kirkpatrick's four levels for evaluating training programs: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. It then discusses the Leadership Management International (LMI) training program, which aims to increase retention, application of skills, and measurable results through a facilitated process involving biweekly classes, assignments, and meetings with participants and their companies to set goals and track progress. The LMI system uses spaced repetition, multi-sensory learning, and goal setting to help clients achieve results from training in a controlled, cost-effective environment.Product Knowledge
Product KnowledgeKellyWarren
油
The document describes Donald Kirkpatrick's four levels for evaluating training programs: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. It then discusses the Leadership Management International (LMI) facilitation system for training programs which is designed to increase retention, application of skills, and measurable results. The LMI system uses spaced repetition, multi-sensory learning, goal setting, and a triangle of communication between the participant, facilitator, and company to help participants achieve goals.How & why the LMI proven process works
How & why the LMI proven process worksdtremblaylmicanada
油
The document describes Donald Kirkpatrick's four levels for evaluating training programs: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. It then discusses the Leadership Management International (LMI) program for delivering training in a structured way to increase retention, application of learning, and proven results. The LMI program uses spaced repetition, multi-sensory impact, and goal setting. It involves participants and their companies in a facilitation system with pre-course meetings, bi-weekly classes, mid-course and end-of-course reviews to help participants achieve their goals.How & why the LMI proven process works
How & why the LMI proven process worksJanColeman
油
The document describes Donald Kirkpatrick's four levels for evaluating training programs: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. It then discusses the Leadership Management International (LMI) program for delivering training in a structured way to increase retention, application of learning, and proven results. The LMI program uses spaced repetition, multi-sensory impact, and goal setting. It involves participants and their companies in a facilitation system with meetings before, during, and after the program to ensure goals are set and progress is tracked.How & why the LMI proven process works
How & why the LMI proven process worksjallainlmicanada
油
The document describes Donald Kirkpatrick's four levels for evaluating training programs: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. It then discusses the LMI program for training participants, which aims to increase retention, application, and proven results. The LMI program uses spaced repetition, multi-sensory impact, and goal setting. It involves initial and end of course meetings between participants and their companies, bi-weekly facilitated classes, and communication through a triangle system to ensure goals are met.Product Knowledge
Product KnowledgeAlan_Winter
油
The document describes Donald Kirkpatrick's four levels for evaluating training programs: 1) Reaction, 2) Learning, 3) Behavior, and 4) Results. It then discusses the Leadership Management International (LMI) program for delivering training in a structured way to increase retention, application of learning, and proven results. The LMI program uses spaced repetition, multi-sensory impact, and goal setting. It involves initial and end meetings between participants, companies, and LMI facilitators to set goals and measure results. Bi-weekly classes are held to review goals and assignments and set new ones.LMI Product Knowledge
LMI Product Knowledgerhindmarsh
油
The document discusses Dr. Donald Kirkpatrick's model for evaluating training programs. The model includes four levels: reaction, learning, behavior, and results. Reaction refers to how participants react to and feel about the program. Learning refers to the knowledge and skills gained from the program. Behavior examines how job behaviors have changed as a result of the program. Results evaluates final outcomes such as quality, quantity, profits, and return on investment. The rest of the document describes the LMI facilitation system for training programs which aims to increase retention, application, and behavior change through spaced repetition, multi-sensory impact, and goal setting.Product Knowledge
Product KnowledgeJohn Doyle
油
The document summarizes Dr. Donald Kirkpatrick's four levels for evaluating training programs: reaction, learning, behavior, and results. The levels progress from immediate reactions to a program (level 1) to long-term impact on business results (level 4). The rest of the document outlines Life Management Institute's facilitation system for training programs using spaced repetition, multi-sensory learning, goal setting, and communication between the company, facilitator, and participant to increase retention, application, and measurable behavior change and results.Product Knowledge
Product KnowledgeRajan Mathew, MBA, ECPC, NLP
油
The document summarizes Dr. Donald Kirkpatrick's four levels for evaluating training programs: reaction, learning, behavior, and results. The levels progress from immediate reactions to a program (level 1) to long-term impact on business results (level 4). The rest of the document outlines Life Management Institute's facilitation system for training programs using spaced repetition, multi-sensory learning, goal setting, and communication between the company, facilitator, and participant to increase retention, application, and measurable behavior change and results.Developing effective safety training 惠愀惘 悋惠惆惘惡 悴悋 悋愕悋悸
Developing effective safety training 惠愀惘 悋惠惆惘惡 悴悋 悋愕悋悸惆惠惘 惠悋惘 惺惡惆悋 愆惘悋
油
This document provides an overview of an 8-step process for developing and presenting effective safety training. The steps include: 1) assessing learner needs; 2) setting goals and objectives; 3) designing the curriculum; 4) selecting methods and media; 5) writing the course outline; 6) coordinating logistics; 7) presenting the training; and 8) documenting and evaluating the training. The overall goal is to help students improve their knowledge, skills, and ability to develop, present, and evaluate safety training outcomes.Measuring RETURN ON INVESTMENT of Training.ppt
Measuring RETURN ON INVESTMENT of Training.pptshakti awasthi
油
The document outlines methods for measuring the effectiveness and return on investment (ROI) of training programs through a structured evaluation process involving four levels: reaction, learning, behavior application, and business impact. It details the importance of setting measurable objectives, using control groups, collecting data, and converting improvements into monetary values to calculate ROI. Additionally, it provides guidelines for evaluating training through various performance indicators and emphasizes the necessity of isolating the effects of training to accurately assess its contribution to organizational goals.MED07_joycepagkatipunan.pdf
MED07_joycepagkatipunan.pdfJOYCEPAGKATIPUNAN
油
The document discusses various methods and models for evaluating training programs, including:
- The Kirkpatrick model which evaluates training at four levels: reaction, learning, behavior, and results.
- The CIRO model which evaluates training context, inputs, reactions, and outputs at the learner, workplace, and organizational levels.
- The Phillips ROI model which adds a fifth level to the Kirkpatrick model to specifically measure return on investment through a cost-benefit analysis.
The key aspects of evaluating training discussed include determining indicators of effectiveness, choosing an appropriate evaluation model, and selecting the right data collection methods to gather feedback and assess the training against objectives.Evaluating of Training HR Training and Development Strategy
Evaluating of Training HR Training and Development StrategyWe Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
油
The document discusses the importance of evaluating training programs within organizations, emphasizing the need for a systematic approach to assess the effectiveness of training initiatives. It outlines various evaluation models, methods for gathering participant feedback, and different evaluation techniques, as well as the purposes of evaluation, such as informing decisions on training improvements and assessing the value of programs. Furthermore, it highlights the use of structured questionnaires and pre/post-training evaluations to measure training impact on individual performance and organizational effectiveness.Kirkpatrick 4 level evaluation model
Kirkpatrick 4 level evaluation modelzhumin
油
This document discusses Kirkpatrick's four levels of training evaluation: reaction, learning, behavior, and results. It provides an overview of each level and guidelines for evaluating training at each level. It also presents a case study of Cisco Systems evaluating a new training program on their return-to-vendor process using all four levels. Level 1 evaluated reactions to the training. Level 2 evaluated learning through embedded tests. Level 3 evaluated changes in behavior by observing trainees. Level 4 evaluated results such as reductions in costs and inventory from the new process.Training Report 2022.pptx
Training Report 2022.pptxArindamMitra52
油
The 10-day training program provides new hires with training on their roles through online courses and interactive sessions. Trainees learn about major components like education, employment, health licenses, and how to use the Veriflow system. The training methodology ensures knowledge is understood. Trainers engage trainees daily and keep discussions open for feedback. Trainees practice tasks in the Veriflow system and have mock call trainings. The training objectives are to prepare, educate, and build understanding of concepts and the Veriflow system. Evaluation includes theory and practical assessments to test trainees' process understanding and Veriflow knowledge.The Cohesive Cross-Department Team
The Cohesive Cross-Department TeamChristophe Pelletier
油
The document outlines a 5-step approach to improve cooperation between departments in a company. The steps are: 1) Assessing the current situation by reviewing needs and performance with department heads, 2) Defining areas for improvement by identifying strengths, weaknesses, and causes of issues, 3) Defining actions using a SMART approach, 4) Developing a customer-supplier model to increase accountability, and 5) Implementing the plan then following up after 3 months to review progress and make corrections. The overall goal is to create productive energy and understanding between departments to achieve company goals.Unique file 8
Unique file 8test prod1
油
This document discusses measuring the return on investment (ROI) of training programs. It outlines a 4-level model for evaluating training effectiveness: 1) reaction, 2) learning, 3) behavior change, and 4) business impact. It also discusses guidelines for measuring each level, such as using surveys to measure reaction or tests to measure learning. Finally, it covers calculating the ROI of training by isolating the effects of training, converting performance data to monetary values, and comparing program costs to monetary benefits.Does your learning solution solve business performance problems?
Does your learning solution solve business performance problems?Javier Amaro Castillo
油
This document discusses how to better measure and demonstrate the value of training programs. It suggests moving beyond simply measuring inputs and reactions to training, and instead focusing on outcomes like learning, application of skills on the job, impact on business metrics, and financial return on investment. The document provides examples of different levels of evaluation for training programs from reaction to ROI. It emphasizes the importance of aligning training objectives and evaluation with organizational needs and goals to demonstrate how training contributes to business performance.Silvana Richardson: Weighing the Pig Doesn't Make it Fatter or Does it
Silvana Richardson: Weighing the Pig Doesn't Make it Fatter or Does iteaquals
油
This document discusses evaluating continuing professional development (CPD) programs using Guskey's five levels of evaluation. It begins by establishing the importance of evaluation in determining a CPD offer's impact. Level 1 evaluates participants' reactions; Level 2, learning; Level 3, organizational support for change; Level 4, application of new knowledge and skills; and Level 5, students' learning outcomes. Various tools are provided for each level. The document encourages considering all levels and discusses challenges, like timing. It concludes by having participants reflect on their organization's evaluation practices and how to strengthen them.Evaluating of Training HR Training and Development Strategy
Evaluating of Training HR Training and Development StrategyWe Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program.
油
Ad
Why LMI\'s Clients continue to excel
- 2. Four Levels Evaluating Training Programs by Dr. Donald Kirkpatrick
- 3. Four Levels Evaluating Training Programs by Dr. Donald Kirkpatrick 4. 3. 2. 1. Reaction Reaction What kind of reaction did you get from the participants? How do the participants feel about the program? (Customer Satisfaction)
- 4. Four Levels Evaluating Training Programs by Dr. Donald Kirkpatrick 4. 3. 2. Learning 1. Reaction Learning To what extend did the participants increase knowledge, improve skills, and/or change attitudes? (Pre & Post Testing)
- 5. Four Levels Evaluating Training Programs by Dr. Donald Kirkpatrick 4. 3. Behavior 2. Learning 1. Reaction Behavior To what extent did their job behavior change? (Observation)
- 6. Four Levels Evaluating Training Programs by Dr. Donald Kirkpatrick 4. Results 3. Behavior 2. Learning 1. Reaction Results What final results occurred? Tracking & Measuring (Quality, quantity, safety, sales, costs, profits, ROI)
- 7. Four Levels Evaluating Training Programs by Dr. Donald Kirkpatrick 4. Results 3. Behavior 2. Learning 1. Reaction
- 8. What are the most common resources available today? Seminars and Lectures Books and Magazines Night School Courses University Extension Courses
- 9. They are all good But they lack three things! Retention Application Proven Results
- 10. Our Goal: 1. Increase Retention 2. Increase Application 3. Change Behavior 4. Deliver Results
- 11. How does the LMI Program help us produce client results? We Use Spaced Repetition ----------- Multi Sensory Impact ----------- Goal Setting
- 12. Our program is UNIQUE Controlled environment for meetings Facilitated classes vs. teaching or lecturing Selected participants Cost effective based on R.O.I.
- 13. 1. Pre-course meetings with Company Representative and Participant - Determine SMART goals - Agree on how results will be measured - Set up Triangle of Communication LMI Facilitation System
- 14. LMI Facilitation System Triangle of Communications Company Facilitator Participant
- 15. LMI Facilitation System Triangle of Communications Company Facilitator Participant Company communicates goals and objectives to LMI Representative/Facilitator and to the Participant
- 16. LMI Facilitation System Triangle of Communications LMI Representative/Facilitator communicates assignments to Participant and informs Company on assignments and progress of Participant Company Facilitator Participant
- 17. LMI Facilitation System Triangle of Communications Company Facilitator Participant Participant communicates and reviews weekly progress on assignments and goals to the Company and LMI Representative/Facilitator
- 18. LMI Facilitation System Triangle of Communications Company Facilitator Participant Everyone communicates with everyone else. Any adjustments or tuning toward the set goals can be made on a weekly basis.
- 19. 2. Kick-off Meeting - Goals are reviewed - Each participant receives a program along with CDs - Review lesson and application assignments - Set 7 day goals LMI Facilitation System
- 20. 3. Weekly classes for 90 to 120 minutes in length. Class limited to 15 people - Review 7 day goals - Review of lesson assignment - Review application assignment - Assign new lesson and application assignments - Set new 7 day goals LMI Facilitation System
- 21. 4. Mid-Course review meeting with Company and Participant - Determine accomplishments - Insure we are on track with goals - Determine what changes still need to be made - Future development discussions LMI Facilitation System
- 22. 5. Weekly classes for second half of course - Review 7 day goals - Review of lesson assignment - Review application assignment - Assign new lesson and application assignments - Set new 7 day goals - Final lesson - Graduation LMI Facilitation System
- 23. 6. End of course review meeting with Company and Participant - Determine accomplishments - Review goals accomplished - Determine what changes still need to be made - Referrals LMI Facilitation System
- 24. 1. 2. 3. 4. 5. 6. Pre-course meetings with Co. and Participant Kick-off meetings Weekly classes for first half of course Mid-course meetings with Co. and Participant End of course meetings with Co. and Participant Weekly classes for second half of course LMI Facilitation System Review
- 25. The LMI Marketing System gets Results Facilitate the program to the goals No one ever accomplishes anything of consequence without a goal. Paul J. Meyer