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| Preface | |
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| Framework for Human Resources Program Evaluation | |
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| Overview of Program Evaluation | |
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| Program Evaluation in Human Resources Evaluation Myths | |
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| Key Distinctions | |
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| Who Does Program Evaluation? | |
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| Choosing Criteria for Success | |
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| Practical Design Considerations | |
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| Costs and Benefits | |
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| Utilization | |
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| Job Analysis-The Basis for Developing Criteria for All Human Resources Programs | |
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| Uses of a Proactive Job Analysis Program | |
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| Assessing the Need for a Job Analysis Program and Preparing for It | |
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| Conducting a Job Analysis Program | |
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| Criteria for Human Resources Program Evaluation | |
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| Common Approaches and Pitfalls | |
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| Characteristics of Good Criteria | |
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| Practical Steps in Criterion Development and Implementation | |
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| Staffing | |
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| Recruitment | |
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| Understanding the Recruitment Process Recruitment Sources Understanding the Recruitment Process Recruitment Sources | |
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| Evaluating the Recruitment Function | |
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| Setting Standards | |
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| Setting Standards for Program Evaluation | |
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| Evaluation of the Standard-Setting Programs | |
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| Standard-Setting Procedures | |
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| Evaluating Personnel Selection Systems | |
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| Program Evaluation Process | |
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| Reliability | |
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| Interpreting Reliability | |
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| Validity | |
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| Test Administration Practices | |
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| Fairness, Bias, and Discrimination Bias | |
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| Utility Analysis | |
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| Selecting Managers and Executives: The Challenge of Measuring Success | |
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| Selection Context | |
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| Evaluating Selection Design | |
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| Evaluating Selection Administration | |
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| Evaluating Selection Decisions | |
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| Evaluating Selection Outcomes | |
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| Evaluating and Rewarding Employees | |
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| Performance Appraisal and Feedback Programs | |
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| Goals of Appraisal and Feedback Systems | |
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| Functions of Performance Appraisal | |
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| Evaluating Performance Appraisal Measurement Functions | |
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| Evaluating the Communications Function of Performance Appraisal | |
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| The Evaluation of 360-Degree Feedback Programs | |
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| An Overview of 360-Degree Feedback | |
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| Criteria for Evaluating 360-Degree Feedback | |
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| Methods for Evaluating the Quality of the 360-Degree Program | |
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| Evaluators of the Survey Program | |
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| Evaluating the Quality and Long-term Effects of 360-Degree Feedback | |
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| Longitudinal Study | |
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| Compensation Analysis | |
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| Who Should Be Involved in the Preparation of Compensation Analysis? | |
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| Pay Elements Included in a Compensation Study | |
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| Methods of Analyzing Compensation | |
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| Complex Pay Equity Techniques-Multiple Regression Analysis | |
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| Explanatory Factors | |
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| Tainted Variables | |
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| Employee Effectiveness | |
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| Conducting Training Evaluation | |
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| Overview of Training Evaluation | |
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| A 5-Step Model of Training Evaluation | |
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| Succession Management | |
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| What Is Succession Management? | |
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| Methods for Evaluating Competencies | |
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| Determining Appropriate Developmental Activities | |
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| Role of the CEO | |
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| Line Manager Involvement | |
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| Identifying the Organizational Level to Be the Target of the Succession | |
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| Management Process and the Current and Future Requirements | |
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| Selection Decisions | |
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| Evaluating Succession Management | |
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| A Case Example | |
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| A Practical Guide to Evaluating Coaching: Translating State-of-The-Art Techniques to The Real World | |
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| Research on Coaching | |
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| Challenges and Issues in Evaluating Coaching | |
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| A Practical Guide to Evaluating Coaching | |
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| Team and Organizational Effectiveness | |
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| Team Performance | |
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| Performance Evaluation as a General Process | |
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| Measurement Framework for Understanding Team Performance | |
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| Getting Started: How to Develop Team Performance Measures | |
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| Sources of Measurement in Teams | |
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| The Future of Team Performance Evaluation | |
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| The Evaluation of Job Redesign Processes | |
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| Five Principles of Job Redesign Evaluation | |
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| Worker Criteria for the Evaluation of Job Redesign Programs | |
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| Management Criteria for the Evaluation of Job Redesign Programs | |
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| The Summative Evaluation of Job Redesign | |
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| Bringing Together Worker and Management Criteria in Successful Job Redesign | |
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| Organization Development | |
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| Overview of Organization Development | |
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| A Process for Evaluating OD Interventions | |
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| Case Examples | |
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| Evaluating Diversity Programs | |
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| Evaluating Diversity Programs: Barriers and Benefits | |
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| Evaluating Diversity Programs: A 6-Step Plan | |
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| Organizational Communications | |
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| Evaluating Organizational Survey Programs | |
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| Methods for Gathering Evaluation Data | |
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| Evaluators of the Survey Program | |
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| Criteria for Judging Survey Program Quality | |
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| A Practical Guide to Evaluating Computer-Enabled Communications | |
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| Dimensions of Communication Technologies | |
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| Evaluating Corporate Needs | |
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| Strategies for Selecting Among a Set of Alternatives | |
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| Prevalent Communication Technologies | |
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| Computer-Enabled Communication: Impact and Policies | |
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| Customer Service Programs | |
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| The Role of Human Resources in Customer Service | |
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| Identifying Stakeholders (Who) | |
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| Selecting the Evaluation Criteria (What) | |
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| Linking HR Programs with Customer Service Outcomes (Why) | |
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| Health and Work/Life Balance | |
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| Health and Safety Training Programs | |
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| A Systems Approach to Health and Safety Training | |
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| Measures of Health and Safety Training Program Effectiveness | |
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| Guidelines for Assessing On-the-Job Behavior (STEP-3) Associated with Health and Safety Training | |
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| Issues Concerning the Transfer of Health and Safety Training | |
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| Work/Life Balance Policies and Programs | |
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| Introduction: Why Evaluate Work/Life Policies and Programs? | |
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| Historical Overview | |
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| Evaluating Work/Life Policies and Programs | |
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| Evaluation of Human Resource Information Systems | |
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| Brief Historical Overview of HRISs | |
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| Primary Research Strategies for Evaluating an HRIS | |
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| Assessors Who Can Conduct HRIS Evaluations | |
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| Criteria for Judging HRIS Quality | |
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| Integrating Criteria and Reporting Evaluation Results | |
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| Global Human Resource Metrics | |
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| Talentship: A Decision Science for HR | |
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| A Strategic Approach to the Measurement of Global HR | |
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| A Model for Global HR Metrics | |
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| Strategic Planning for Human Resources | |
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| Key Strategic Planning Issues for HR | |
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| The Strategic Planning-HR Interface | |
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| HR Roles in the Strategic Management Process | |
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| Evaluation of HR Strategy | |
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| Glossary: Definitions of Technical and Statistical Terms Commonly Used in HR Program Evaluations | |
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| Index | |
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| About the Editor | |
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| About the Contributors | |