An edition of Evaluating human resources programs
(2007)
Evaluating human resources programs
a 6-phase approach for optimizing performance
by Jack E. Edwards
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| Edition | Availability |
|---|---|
1
Evaluating Human Resources Programs: A 6-Phase Approach for Optimizing Performance
2007, Center for Creative Leadership
in English
078799670X 9780787996703
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2
Evaluating human resources programs: a 6-phase approach for optimizing performance
2007, Jossey-Bass, a Wiley imprint, Pfeiffer
in English
0787994871 9780787994877
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Book Details
Table of Contents
Overview: human resources (HR) program evaluation
Chapter objectives
Use the approach that best addresses your HR program evaluation's objectives
Use goals-based evaluations to focus on program objectives
Use process-based evaluations to focus on workflow and procedures
Use outcome-based evaluations to focus on results
Integrate ongoing and periodic program evaluations into the operation of hr programs
Enhance HR program performance through formative program evaluation
Enhance HR program performance through periodic summative program evaluation
Consider our general philosophy of HR program evaluation
Be prepared to address potential excuses for not conducting an HR program evaluation
Potential excuse 1: the resources required to conduct a program evaluation are better spent on administering the program
Potential excuse 2: program effectiveness is impossible to measure
Potential excuse 3: there are too many variables to do a good study
Potential excuse 4: no one is asking for an evaluation, so why bother?
Potential excuse 5: "negative" results will hurt my program
A look at how the remainder of the book is organized
Phase 1: identify stakeholders, evaluators, and evaluation questions
Phase 2: plan the evaluation
Phase 3: collect data
Phase 4: analyze and interpret data
Phase 5: communicate findings and insights
Phase 6: utilize the results
Deviate from our approach when it makes sense for your evaluation
Phase 1: identify stakeholders, evaluators, and evaluation questions
Chapter objectives
Identify stakeholder groups
Decide on internal stakeholders first
Consider the perspectives of unions and their members
Don't forget that there are external stakeholder groups
Identify the evaluation team
Ask, "how big should the team be?"
Ask, "who should be on the team?"
Ask, "who should lead the evaluation team?"
Ask, "should the evaluation team write a charter?"
Identify evaluation questions
Determine types of evaluation questions that match the evaluation objectives
Develop and refine evaluation questions
Attend to desirable characteristics when selecting criterion measures
Conclusions
Phase 2: plan the evaluation
Chapter objectives
Determine the resources needed to conduct the evaluation
Develop a preliminary budget
Set milestones with dates making a commitment is hard to do
Lay out plans for data collection
Determine desirable attributes for the data that will be collected
Remind the team of all the sources and methods they might use
Decide whether pledges of anonymity or confidentiality will be needed
Avoid or minimize common data collection errors
Decide when a census or sample should be used
Identify the data analyses before the data are collected
Plan the procedures for supplying feedback
Enhance buy-in from top management
Provide an overview of the program evaluation plan
Prepare to defend the budget
Conclusions
Phase 3: collect data
Chapter objectives
Select optimum data collection methods and data sources
Use internal documents and files - current and historical
Gather internal and external perceptual data
Assess internal processes and procedural information
Utilize external documents and environmental scans
Don't forget other types of evaluation data
Use evaluation research designs that address practical constraints
Subgroup comparisons
Before-and-after comparisons
Time-series designs
Case studies
Enhance data quality during data collection
@fctx3:check for potential vested interests or biases
Document procedures and data
Match evaluators? skill sets to types of assignments
Pilot-test procedures and instruments
Train the data collectors
Obtain the same data with more than one method when resources permit
Verify the data
Beware of becoming sidetracked during data collection
Avoid excessive data collection
Monitor data collection schedules closely
Conclusions
Phase 4: analyze and interpret data
Chapter objectives
Create and modify a database
Design data codes
Design the database
Decide what, if anything, needs to be done about missing data
Take full advantage of descriptive statistics
Consider the many types of descriptive statistics available to the team
Look for opportunities to use descriptive statistics with qualitative data
Address additional concerns in deciding whether inferential statistics are appropriate
Balance the concerns for type I vs. type II error rates when using statistical tests
Determine whether you are really using the alpha level that you said you would use
Be clear in understanding what statistical significance is and is not.
Edition Notes
Classifications
The Physical Object
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