5 Responses

1. Ask Jim

   Hi there, Jim has a Kirkpatrick linked in group so you could ask him directly.

    

   Cheers.

   Nick

2. Brinkerhoff

   Howie

   My guess is that what you are after is in:

   Brinkerhoff, R.O. (2006) 

    

    

    

   Telling training’s story: Evaluation made simple, credible, and effective, Berrett-Koehler

    

    

   Graham

3. Try these websites

   Howie

   Brinkerhof is associated with these 2 companies who promote his work on the Advantage Way and Success Case Method.  Maybe try contacting them? 

   http://www.advantageperformance.com/blog/white-papers

   http://www.bts.com/services_advantageway_processes.aspx

   Mark

    

4. Works by Robert Brinkerhoff

   My knowledge of his work has come from his books, although "High Impact Learning" pre-dates the survey you mention.

   High Impact Learning

   http://amzn.to/dNOlpi

   The Success Case Method

   http://amzn.to/eHTWuV

   Telling Training’s Story

   http://amzn.to/f0eVT0

   Courageous Training

   http://amzn.to/ecmulf

   Tim

5. A valuable approach to L&D ROI

   In my experience the Success Case Methodology championed by Brinkerhoff is a very valuable approach for HR/L&D to adopt.

   In essence, it acknowledges that in any well designed formal training intervention there is likely to be a spread of results.  Some attendees will derive benefit from the training and apply the insights gained to enhancing the productivity of their workplace … others will not be as engaged and the organisational benefits they generate will be very limited (with a third group somewhere in the middle).  While ROI approaches based on the work of Kirkpatrick tend to monitor the ‘average’ impact, Brinkerhoff encourages an understanding of what creates these differences within a cohort.

   This can be very valuable for HR/L&D insofar that: (a) the fact that some learners generate organisational benefits shows that the training can deliver on its intended purpose; and (b) typically key differentiating factors are often outside the control of HR/L&D ..a common one being the ongoing support and mentoring of the learner’s line manager back in the workplace. 

   This shifts the conversation on the ROI of HR training interventions from the programme design/delivery to the wider organisational culture/context.