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by Donald L Kirkpatrick Ph.D.
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Product Description
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.
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 (Super) 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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