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版次：1
页数：263
字数：
印刷时间：2007年06月01日
开本：
纸张：胶版纸
包装：精装
是否套装：否
国际标准书号ISBN：9780787994877

作者:Jack E. Edwards，John C. Scott，Nambury S. Raju 著出版社:John Wiley & Sons出版时间:2007年01月

内容简介

Evaluating Human Resources Programs is a groundbreaking book that offers readers a systematic method for enhancing the value and impact of HR and supporting its emerging role as a strategic organizational leader. It provides a practical framework for adjusting and realigning strategies across all types of HR programs. The authors outline a proven six-phase process that will maximize the likelihood of a successful HR program evaluation, including real-world techniques, strategies, and examples to illustrate their recommended steps and actions.

作者简介：
Jack Edwards is an assistant director in the Defense Capabilities and Management area of the U.S. Government Accountability Office (GAO) in Washington, D.C.

目　　录

List of Tables, Figures, and Exhibits.
Preface.
A Few Words of Thanks.
Overview: Human Resources (HR) Program Evaluation.
Chapter Objectives.
Use the Approach That Best Addresses Your HR Program Evaluation’s Objectives.
Use Goal-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 Ongoing 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.

List of Tables, Figures, and Exhibits. Preface. A Few Words of Thanks. Overview: Human Resources (HR) Program Evaluation. Chapter Objectives. Use the Approach That Best Addresses Your HR Program Evaluation’s Objectives. Use Goal-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 Ongoing 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 the 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. Phase 4: Analyze and Interpret Data. Phase 5: Communicate Findings and Insights. Phase 6: Utilize the Results. References Author Index. Subject Index. About the Authors.

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