Outlines the ways HR practitioners (1) can demonstrate how training affects the organization's bottom line, (2) can explain the linkage between HR and business strategies, and (3) can illustrate a level of accountability for the HR department. Describes methods of collecting data, isolating the effects of training, and the barriers and benefits to ROI. Job aid includes a data collection plan and an ROI analysis plan.
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Inside This Book
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First Sentence:
Forty years ago, Donald Kirkpatrick developed the four levels of evaluation that have become the preferred framework for practitioners: reaction, learning, behavior, and results. Read the first page Key Phrases - Statistically Improbable Phrases (SIPs): (learn more)
data collection plan New!
Concordance | Text Stats Browse Sample Pages:
Front Cover | First Pages | Back Cover | Surprise Me!
Forty years ago, Donald Kirkpatrick developed the four levels of evaluation that have become the preferred framework for practitioners: reaction, learning, behavior, and results. Read the first page Key Phrases - Statistically Improbable Phrases (SIPs): (learn more)
data collection plan New!
Concordance | Text Stats Browse Sample Pages:
Front Cover | First Pages | Back Cover | Surprise Me!
Citations (learn more)
This book cites 3
books:
- Speaking Skills (Nebsm Super S) by National Examing Board for Supervisory Management in Back Matter
- Decision Making by Mescon Group in Back Matter
- Performance Appraisal (Super) by National Examing Board for Supervisory Management in Back Matter
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