Evaluating Human Resources Programs: A 6-Phase Approach for Optimizing Performance | by Jack E. Edwards, John C. Scott and Nambury S. Raju | ISBN: 9780787994877. HR Books. Proven Strategies for Implementing HR Program.
Evaluating Human Resources Programs: A 6-Phase Approach for Optimizing Performance
by Jack E. Edwards, John C. Scott and Nambury S. Raju
ISBN:9780787994877
Including real-world techniques, strategies, and examples to illustrate the recommended steps and actions, this book offers a systematic method for enhancing the value and impact of HR and supporting its emerging role as a strategic organizational leader.
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Evaluating Human Resources Programs—A 6-Phase Approach for Optimizing Performance
About This Book
Why is this topic important?
What can the reader achieve with this book?
How is the book organized?
About Pfeiffer
Preface
Why We Wrote This Book
Objectives of This Book
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
Integrate Ongoing and Periodic Program Evaluations into the Operation of HR Programs
Consider Our General Philosophy of HR Program Evaluation
Be Prepared to Address Potential Excuses for Not Conducting an HR Program Evaluation
A Look at How the Remainder of the Book Is Organized
Deviate from Our Approach When It Makes Sense for Your Evaluation
Phase 1 – Identify Stakeholders, Evaluators, And Evaluation Questions
Chapter Objectives
Identify Stakeholder Groups
Identify the Evaluation Team
Identify Evaluation Questions
Conclusions
Phase 2 – Plan The Evaluation
Chapter Objectives
Determine the Resources Needed to Conduct the Evaluation
Lay Out Plans for Data Collection
Identify the Data Analyses Before the Data Are Collected
Plan the Procedures for Supplying Feedback
Enhance Buy-In from Top Management
Conclusions
Phase 3 – Collect Data
Chapter Objectives
Select Optimum Data Collection Methods and Data Sources
Use Evaluation Research Designs That Address Practical Constraints
Enhance Data Quality During Data Collection
Beware of Becoming Sidetracked During Data Collection
Conclusions
Phase 4 – Analyze And Interpret Data
Chapter Objectives
Create and Modify a Database
Take Full Advantage of Descriptive Statistics
Address Additional Concerns in Deciding Whether Inferential Statistics Are Appropriate
Look for Areas in Which Findings Support and Conflict with Other Findings
Conclusions
Phase 5 – Communicate Findings And Insights
Chapter Objectives
Stick to the Basics Found in Any Good Communication Strategy
Depict Findings and Recommendations Visually
Deliver the Product Orally and in Writing
Conclusions
Phase 6 – Utilize The Results
Chapter Objectives
Adjust, Replace In-House, or Outsource the HR Program
Leverage Insights Relevant to Evaluation Use
Incorporate Proven Strategies for Implementing Results
Conclusions
References
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Hiring Success: The Art and Science of Staffing Assessment and Employee Selection | by Steven T. Hunt | ISBN: 9780787996482. Essential Resources for Training and HR Professionals. Principles Of Staffing Assessment Process Design. How To Use Job Analysis To Define Critical Employee Behaviors.
Hiring Success: The Art and Science of Staffing Assessment and Employee Selection
by Steven T. Hunt
ISBN:9780787996482
Research-based, but written in easy-to-understand terms, this book explains what staffing assessments are, why they work, and how to use them for improving the accuracy and efficiency of hiring selection decisions.
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Hiring Success—The Art and Science of Staffing Assessment and Employee Selection
Author’s Foreword
Chapter One – Introduction
Overview
What Information Is The Book Based On?
Assessments: The Difference Between Success And Failure
Chapter Two – What Staffing Assessments Measure, Why They Work, and When to Use Them
Overview
What Do Assessments Measure?
Why Do Assessments Work?
When Is It Useful To Use Staffing Assessments?
Concluding Remarks: Why Assessments Work
Chapter Three – Different Types of Staffing Assessments
Overview
Categorizing Assessments Based On How They Collect Candidate Information
Physical Exams
Investigations
Interviews
Resume Screens
Self-Report Measures
Knowledge, Skill, And Ability Tests
Situational Measures
Behavioral Versus Direct Assessments
Concluding Remarks: Different Types Of Assessments
Chapter Four – Evaluating the Effectiveness of Staffing Assessments
Overview
How Assessments Work
Assessment Validity: How To Determine How Well An Assessment Is Working
Concluding Remarks: Choosing What Assessments To Use
Chapter Five – Defining Job Performance and Its Relationship to Assessments
Overview
Step 1. Identify Key Performance Outcomes
Step 2. Use Job Analysis To Define And Describe Critical Employee Behaviors
Step 3. Choose An Effective Assessment
Step 4. Appropriately Collecting And Interpreting Assessment Data
Concluding Remarks: Linking Assessment Processes To Job Performance
Chapter Six – Common Criticisms of Staffing Assessments
Overview
Criticism 1: Staffing Assessments Are Not Very Accurate
Criticism 2: Staffing Assessments Can Be Faked By Applicants
Criticism 3: Staffing Assessments Are Not Worth The Cost Required To Use Them
Criticism 4: Staffing Assessments Pose A Legal Risk
Criticism 5: Staffing Assessments Are An Unfair Way To Evaluate People
Criticism 6: Staffing Assessments Are Offensive To Candidates
Criticism 7: Staffing Assessments Add Too Much Time To The Hiring Process
Concluding Remarks: Should Companies Use Staffing Assessments?
Chapter Seven – Choosing Among Different Assessment Methods
Overview
Method 1. No Standardized Assessment: Start At The Bottom And Work Up
Method 2. Self-Report Pre-Screening Questionnaires: The Value Of Structure
Method 3. Applicant Investigations: Avoiding Catastrophic Hiring Mistakes
Method 4. Structured Interviews: Maximizing Time Spent With Candidates
Method 5. Broad Self-Report And Situational Judgment Measures: Asking Candidates For Greater Levels Of Self-Description
Method 6. Broad Knowledge And Skills Tests: Testing Basic Job Requirements
Method 7. Broad Ability Tests: Getting A General Sense Of Candidates’ Ability To Learn And Solve Problems
Method 8. Integrating Broad Self-Report Measures, Knowledge And Skills Tests, And Ability Tests: Predicting Maximal And Typical Performance
Method 9. Localized Scoring: Accurately Interpreting Candidate Responses
Method 10. Context-Specific Self-Report Measures: Asking Candidates To Describe Themselves In Greater Detail
Method 11. Context-Specific Knowledge, Skills, And Ability Tests: Seeing What A Candidate Can Actually Do
Method 12. Integrating Context-Specific Self-Report Measures And Knowledge, Skills, And Ability Tests: Predicting Highly Specific Types Of Maximal And Typical Performance
Method 13. Advanced, Non-Linear Scoring: “Turbo-Charging” Assessment Results
Concluding Remarks: Determining What Assessment Methods To Use
Chapter Eight – Incorporating Staffing Assessments into the Hiring Process
Principles Of Staffing Assessment Process Design
Designing Staffing Processes For Entry-Level Jobs
Sample Staffing Assessment Process For Professional Jobs
Concluding Remarks: Using Assessments
Chapter Nine – Conclusion
Glossary of – Common Assessment Terms
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