Evaluating Human Resources Programs A 6-Phase

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.

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.

John C. Scott is vice president and co-founder of Applied Psychological Techniques (APT), an HR consulting firm in Darien, Connecticut.

Nambury S. Raju was a distinguished professor in the Institute of Psychology and a senior scientific advisor at the Center for Research and Service at the Illinois Institute of Technology, Chicago, Illinois, until his unexpected death in 2005.

The SHRM Foundation was founded in 1966 as a 501(c)(3) not-for-profit affiliate of the Society for Human Resource Management (SHRM). It is governed by a volunteer Board of Directors from the HR profession, including academics, practitioners and representatives from SHRM. All contributions are tax deductible. For additional information about the SHRM Foundation, visit www.shrm.org/foundation or call (703) 535-6020.

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
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 Compar
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Evaluating Human Resources Programs A 6-Phase Approach for Optimizing Performance

Summary

Author Biography

Table of Contents

Supplemental Materials