https://ceopedia.org/index.php?title=Training_evaluation&feed=atom&action=historyTraining evaluation - Revision history2024-03-28T10:15:41ZRevision history for this page on the wikiMediaWiki 1.39.4https://ceopedia.org/index.php?title=Training_evaluation&diff=97363&oldid=prevSw: Text cleaning2023-11-18T05:05:48Z<p>Text cleaning</p>
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<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>The skills and behavior can be assessed only in work during some period of time, e.g. 1-3 months, depending on type of skills and intensity of using them. It can be beneficial to [[plan]] short training after the training evaluation period, during which some key and forgot elements would be reminded.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>The skills and behavior can be assessed only in work during some period of time, e.g. 1-3 months, depending on type of skills and intensity of using them. It can be beneficial to [[plan]] short training after the training evaluation period, during which some key and forgot elements would be reminded.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>The training evaluation is nowadays a major part of the strategic Human [[Resource]] Development. The growing trend nowadays is to track the progress and effectiveness of various training programs in order to ensure the vitality of the HRD across the [[organization]]. Some advocate for the [[training and development]] evaluation methods as means to justify usage of various employee benefits <del style="font-weight: bold; text-decoration: none;">– </del>it is both a way to evaluate the employees performance, but also to provide incentives relating to higher salaries/better [[workplace]] conditions and non-monetary benefits. Nowadays, the training and development departments’ existence is a given in most companies, regardless of the economic conditions affecting the [[enterprise]] <del style="font-weight: bold; text-decoration: none;">– </del>training evaluation is as an inherent part of the strategic [[management]] of thereof<ref>Bramley P., <del style="font-weight: bold; text-decoration: none;"> </del>(2003).''[https://books.google.pl/books?hl=pl&lr=&id=dPe0TgBpl7MC&oi=fnd&pg=PA1&dq=Bramley+P.,+Evaluating+training,+2003,+CIPD+Publishing&ots=D6w_YHTunE&sig=cAom1EDgSRDcQP-XRzr6GFYkggc&redir_esc=y#v=onepage&q=Bramley%20P.%2C%20Evaluating%20training%2C%202003%2C%20CIPD%20Publishing&f=false <del style="font-weight: bold; text-decoration: none;"> </del>Evaluating training ]'' <del style="font-weight: bold; text-decoration: none;"> </del>CIPD Publishing, pp-1-113 </ref>.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>The training evaluation is nowadays a major part of the strategic Human [[Resource]] Development. The growing trend nowadays is to track the progress and effectiveness of various training programs in order to ensure the vitality of the HRD across the [[organization]]. Some advocate for the [[training and development]] evaluation methods as means to justify usage of various employee benefits <ins style="font-weight: bold; text-decoration: none;">- </ins>it is both a way to evaluate the employees performance, but also to provide incentives relating to higher salaries/better [[workplace]] conditions and non-monetary benefits. Nowadays, the training and development departments’ existence is a given in most companies, regardless of the economic conditions affecting the [[enterprise]] <ins style="font-weight: bold; text-decoration: none;">- </ins>training evaluation is as an inherent part of the strategic [[management]] of thereof<ref>Bramley P., (2003).''[https://books.google.pl/books?hl=pl&lr=&id=dPe0TgBpl7MC&oi=fnd&pg=PA1&dq=Bramley+P.,+Evaluating+training,+2003,+CIPD+Publishing&ots=D6w_YHTunE&sig=cAom1EDgSRDcQP-XRzr6GFYkggc&redir_esc=y#v=onepage&q=Bramley%20P.%2C%20Evaluating%20training%2C%202003%2C%20CIPD%20Publishing&f=false Evaluating training ]'' CIPD Publishing, pp-1-113 </ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>Some of the Human Resource Development studies that are closely related to performance measurements and evaluations take into consideration the division into four competencies such as: the business, technical, interpersonal and intellectual. </div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>Some of the Human Resource Development studies that are closely related to performance measurements and evaluations take into consideration the division into four competencies such as: the business, technical, interpersonal and intellectual. </div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>==Human resource development research and performance measurement and evaluation<ref>Phillips, J. (1997).''[https://www.taylorfrancis.com/books/9781136010422 <del style="font-weight: bold; text-decoration: none;"> </del>Handbook of Training Evaluation and Measurement Methods]'' London: Routledge, pp.1-44 </ref> ==</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>==Human resource development research and performance measurement and evaluation<ref>Phillips, J. (1997).''[https://www.taylorfrancis.com/books/9781136010422 Handbook of Training Evaluation and Measurement Methods]'' London: Routledge, pp.1-44 </ref>==</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>Some of the Human Resource Development studies that are closely related to performance measurements and evaluations take into consideration the division into four competencies such as: the business, technical, interpersonal and intellectual. </div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>Some of the Human Resource Development studies that are closely related to performance measurements and evaluations take into consideration the division into four competencies such as: the business, technical, interpersonal and intellectual. </div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
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<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>And one of the intellectual skills is the data reduction skill, where one is supposed to scan, synthesize and draw some conclusions from the previously collected data. </div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>And one of the intellectual skills is the data reduction skill, where one is supposed to scan, synthesize and draw some conclusions from the previously collected data. </div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>All those methods can be seen as specific methods of evaluating the [[human resource management]] in an enterprise, especially while evaluating the training given or received by the employees. </div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>All those methods can be seen as specific methods of evaluating the [[human resource management]] in an enterprise, especially while evaluating the training given or received by the employees. </div></td></tr>
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<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==References==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==References==</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Morey, J. C., Simon, R., Jay, G. D., Wears, R. L., Salisbury, M., Dukes, K. A., & Berns, S. D. (2002). ''[https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1464040/ Error reduction and performance improvement in the emergency department through formal teamwork training: evaluation results of the MedTeams project]''. Health services research, 37(6), 1553-1581.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* Morey, J. C., Simon, R., Jay, G. D., Wears, R. L., Salisbury, M., Dukes, K. A., & Berns, S. D. (2002). ''[https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1464040/ Error reduction and performance improvement in the emergency department through formal teamwork training: evaluation results of the MedTeams project]''. Health services research, 37(6), 1553-1581.</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* Bramley P., (2003).''[https://books.google.pl/books?hl=pl&lr=&id=dPe0TgBpl7MC&oi=fnd&pg=PA1&dq=Bramley+P.,+Evaluating+training,+2003,+CIPD+Publishing&ots=D6w_YHTunE&sig=cAom1EDgSRDcQP-XRzr6GFYkggc&redir_esc=y#v=onepage&q=Bramley%20P.%2C%20Evaluating%20training%2C%202003%2C%20CIPD%20Publishing&f=false <del style="font-weight: bold; text-decoration: none;"> </del>Evaluating training ]'' CIPD Publishing, pp-1-113</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* Bramley P., (2003).''[https://books.google.pl/books?hl=pl&lr=&id=dPe0TgBpl7MC&oi=fnd&pg=PA1&dq=Bramley+P.,+Evaluating+training,+2003,+CIPD+Publishing&ots=D6w_YHTunE&sig=cAom1EDgSRDcQP-XRzr6GFYkggc&redir_esc=y#v=onepage&q=Bramley%20P.%2C%20Evaluating%20training%2C%202003%2C%20CIPD%20Publishing&f=false Evaluating training ]'' CIPD Publishing, pp-1-113</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* Phillips, J. (1997).''[https://www.taylorfrancis.com/books/9781136010422 <del style="font-weight: bold; text-decoration: none;"> </del>Handbook of Training Evaluation and Measurement Methods]'' London: Routledge, p. 1-44</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* Phillips, J. (1997).''[https://www.taylorfrancis.com/books/9781136010422 Handbook of Training Evaluation and Measurement Methods]'' London: Routledge, p. 1-44</div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>* Kirkpatrick D.L., Kirkpatrick J.D., (2007).''[https://www.bkconnection.com/static/Implementing-the-Four-Levels-EXCERPT.pdf <del style="font-weight: bold; text-decoration: none;"> </del>Implementing the four levels <del style="font-weight: bold; text-decoration: none;">– </del>a practical guide for effective evaluation of training programs]'' San Francisco, Berrett-Koehler Publishers, p. 1-21 </div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>* Kirkpatrick D.L., Kirkpatrick J.D., (2007).''[https://www.bkconnection.com/static/Implementing-the-Four-Levels-EXCERPT.pdf <ins style="font-weight: bold; text-decoration: none;"> </ins>Implementing the four levels <ins style="font-weight: bold; text-decoration: none;">- </ins>a practical guide for effective evaluation of training programs]'' San Francisco, Berrett-Koehler Publishers, p. 1-21 </div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==Footnotes==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==Footnotes==</div></td></tr>
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</table>Swhttps://ceopedia.org/index.php?title=Training_evaluation&diff=96505&oldid=prevSw: Infobox5 upgrade2023-11-18T03:10:57Z<p>Infobox5 upgrade</p>
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<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Evaluation of education]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Effectiveness of training]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
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<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''[[Training]] [[evaluation]]''' is an assessment of the effectiveness of the training program. The criteria of training evaluation should be related to [[training objective]]s. The evaluation can have several levels<ref> Morey, J. C., Simon, R., Jay, G. D., Wears, R. L., Salisbury, M., Dukes, K. A., & Berns, S. D. (2002).[https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1464040/ Error reduction and performance improvement in the emergency department through formal teamwork training: evaluation results of the MedTeams project]''. Health services research, 37(6), 1555-1556.</ref>:</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>'''[[Training]] [[evaluation]]''' is an assessment of the effectiveness of the training program. The criteria of training evaluation should be related to [[training objective]]s. The evaluation can have several levels<ref> Morey, J. C., Simon, R., Jay, G. D., Wears, R. L., Salisbury, M., Dukes, K. A., & Berns, S. D. (2002).[https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1464040/ Error reduction and performance improvement in the emergency department through formal teamwork training: evaluation results of the MedTeams project]''. Health services research, 37(6), 1555-1556.</ref>:</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* [[quality]] of coach [[work]],</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>* [[quality]] of coach [[work]],</div></td></tr>
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<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;">{{infobox5|list1={{i5link|a=[[Job analysis]]}} &mdash; {{i5link|a=[[Marketing research]]}} &mdash; {{i5link|a=[[Effectiveness evaluation]]}} &mdash; {{i5link|a=[[Skills transfer]]}} &mdash; {{i5link|a=[[Employee selection]]}} &mdash; {{i5link|a=[[Job scope]]}} &mdash; {{i5link|a=[[Evaluation of education]]}} &mdash; {{i5link|a=[[Effectiveness of training]]}} &mdash; {{i5link|a=[[Work sample test]]}} }}</ins></div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==References==</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>==References==</div></td></tr>
</table>Swhttps://ceopedia.org/index.php?title=Training_evaluation&diff=87613&oldid=prev127.0.0.1: The LinkTitles extension automatically added links to existing pages (<a target="_blank" rel="noreferrer noopener" class="external free" href="https://github.com/bovender/LinkTitles">https://github.com/bovender/LinkTitles</a>).2023-03-20T21:02:18Z<p>The LinkTitles extension automatically added links to existing pages (<a target="_blank" rel="noreferrer noopener" class="external free" href="https://github.com/bovender/LinkTitles">https://github.com/bovender/LinkTitles</a>).</p>
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<td colspan="2" style="background-color: #fff; color: #202122; text-align: center;">Revision as of 22:02, 20 March 2023</td>
</tr><tr><td colspan="2" class="diff-lineno" id="mw-diff-left-l31">Line 31:</td>
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<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>The skills and behavior can be assessed only in work during some period of time, e.g. 1-3 months, depending on type of skills and intensity of using them. It can be beneficial to [[plan]] short training after the training evaluation period, during which some key and forgot elements would be reminded.</div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>The skills and behavior can be assessed only in work during some period of time, e.g. 1-3 months, depending on type of skills and intensity of using them. It can be beneficial to [[plan]] short training after the training evaluation period, during which some key and forgot elements would be reminded.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>The training evaluation is nowadays a major part of the strategic Human [[Resource]] Development. The growing trend nowadays is to track the progress and effectiveness of various training programs in order to ensure the vitality of the HRD across the [[organization]]. Some advocate for the training and development evaluation methods as means to justify usage of various employee benefits – it is both a way to evaluate the employees performance, but also to provide incentives relating to higher salaries/better [[workplace]] conditions and non-monetary benefits. Nowadays, the training and development departments’ existence is a given in most companies, regardless of the economic conditions affecting the [[enterprise]] – training evaluation is as an inherent part of the strategic [[management]] of thereof<ref>Bramley P., (2003).''[https://books.google.pl/books?hl=pl&lr=&id=dPe0TgBpl7MC&oi=fnd&pg=PA1&dq=Bramley+P.,+Evaluating+training,+2003,+CIPD+Publishing&ots=D6w_YHTunE&sig=cAom1EDgSRDcQP-XRzr6GFYkggc&redir_esc=y#v=onepage&q=Bramley%20P.%2C%20Evaluating%20training%2C%202003%2C%20CIPD%20Publishing&f=false Evaluating training ]'' CIPD Publishing, pp-1-113 </ref>.</div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>The training evaluation is nowadays a major part of the strategic Human [[Resource]] Development. The growing trend nowadays is to track the progress and effectiveness of various training programs in order to ensure the vitality of the HRD across the [[organization]]. Some advocate for the <ins style="font-weight: bold; text-decoration: none;">[[</ins>training and development<ins style="font-weight: bold; text-decoration: none;">]] </ins>evaluation methods as means to justify usage of various employee benefits – it is both a way to evaluate the employees performance, but also to provide incentives relating to higher salaries/better [[workplace]] conditions and non-monetary benefits. Nowadays, the training and development departments’ existence is a given in most companies, regardless of the economic conditions affecting the [[enterprise]] – training evaluation is as an inherent part of the strategic [[management]] of thereof<ref>Bramley P., (2003).''[https://books.google.pl/books?hl=pl&lr=&id=dPe0TgBpl7MC&oi=fnd&pg=PA1&dq=Bramley+P.,+Evaluating+training,+2003,+CIPD+Publishing&ots=D6w_YHTunE&sig=cAom1EDgSRDcQP-XRzr6GFYkggc&redir_esc=y#v=onepage&q=Bramley%20P.%2C%20Evaluating%20training%2C%202003%2C%20CIPD%20Publishing&f=false Evaluating training ]'' CIPD Publishing, pp-1-113 </ref>.</div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>Some of the Human Resource Development studies that are closely related to performance measurements and evaluations take into consideration the division into four competencies such as: the business, technical, interpersonal and intellectual. </div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>Some of the Human Resource Development studies that are closely related to performance measurements and evaluations take into consideration the division into four competencies such as: the business, technical, interpersonal and intellectual. </div></td></tr>
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<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><br/></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>And one of the intellectual skills is the data reduction skill, where one is supposed to scan, synthesize and draw some conclusions from the previously collected data. </div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div>And one of the intellectual skills is the data reduction skill, where one is supposed to scan, synthesize and draw some conclusions from the previously collected data. </div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div>All those methods can be seen as specific methods of evaluating the human resource management in an enterprise, especially while evaluating the training given or received by the employees. </div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div>All those methods can be seen as specific methods of evaluating the <ins style="font-weight: bold; text-decoration: none;">[[</ins>human resource management<ins style="font-weight: bold; text-decoration: none;">]] </ins>in an enterprise, especially while evaluating the training given or received by the employees. </div></td></tr>
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</table>127.0.0.1https://ceopedia.org/index.php?title=Training_evaluation&diff=85461&oldid=prevSw: Infobox update2023-03-19T23:40:44Z<p>Infobox update</p>
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<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><ul></div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><ul></div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Job specification]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><li>[[Job analysis]]</li></div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><li>[[Job analysis]]</li></div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Coaching and mentoring]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><del style="font-weight: bold; text-decoration: none;"><li>[[Technical competence]]</li></del></div></td><td colspan="2" class="diff-side-added"></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><li>[[Marketing research]]</li></div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><li>[[Marketing research]]</li></div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><li>[[<del style="font-weight: bold; text-decoration: none;">Process analysis</del>]]</li></div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><li>[[<ins style="font-weight: bold; text-decoration: none;">Effectiveness evaluation</ins>]]</li></div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><li>[[<del style="font-weight: bold; text-decoration: none;">Hard skills</del>]]</li></div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><li>[[<ins style="font-weight: bold; text-decoration: none;">Skills transfer</ins>]]</li></div></td></tr>
<tr><td class="diff-marker" data-marker="−"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #ffe49c; vertical-align: top; white-space: pre-wrap;"><div><li>[[<del style="font-weight: bold; text-decoration: none;">Communication with stakeholders</del>]]</li></div></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><li>[[<ins style="font-weight: bold; text-decoration: none;">Employee selection]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Job scope]]</li></ins></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Evaluation of education</ins>]]</li></div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><li>[[Effectiveness of training]]</li></div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div><li>[[Effectiveness of training]]</li></div></td></tr>
<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"><li>[[Work sample test]]</li></ins></div></td></tr>
<tr><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div></ul></div></td><td class="diff-marker"></td><td style="background-color: #f8f9fa; color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #eaecf0; vertical-align: top; white-space: pre-wrap;"><div></ul></div></td></tr>
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<tr><td colspan="2" class="diff-side-deleted"></td><td class="diff-marker" data-marker="+"></td><td style="color: #202122; font-size: 88%; border-style: solid; border-width: 1px 1px 1px 4px; border-radius: 0.33em; border-color: #a3d3ff; vertical-align: top; white-space: pre-wrap;"><div><ins style="font-weight: bold; text-decoration: none;"></ins></div></td></tr>
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</table>Swhttps://ceopedia.org/index.php?title=Training_evaluation&diff=58849&oldid=prevSw: Infobox update2019-12-01T19:21:00Z<p>Infobox update</p>
<p><b>New page</b></p><div>{{infobox4<br />
|list1=<br />
<ul><br />
<li>[[Job specification]]</li><br />
<li>[[Job analysis]]</li><br />
<li>[[Coaching and mentoring]]</li><br />
<li>[[Technical competence]]</li><br />
<li>[[Marketing research]]</li><br />
<li>[[Process analysis]]</li><br />
<li>[[Hard skills]]</li><br />
<li>[[Communication with stakeholders]]</li><br />
<li>[[Effectiveness of training]]</li><br />
</ul><br />
}}<br />
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'''[[Training]] [[evaluation]]''' is an assessment of the effectiveness of the training program. The criteria of training evaluation should be related to [[training objective]]s. The evaluation can have several levels<ref> Morey, J. C., Simon, R., Jay, G. D., Wears, R. L., Salisbury, M., Dukes, K. A., & Berns, S. D. (2002).[https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1464040/ Error reduction and performance improvement in the emergency department through formal teamwork training: evaluation results of the MedTeams project]''. Health services research, 37(6), 1555-1556.</ref>:<br />
* [[quality]] of coach [[work]],<br />
* quality of place of training,<br />
* impact on [[employee]]'s [[knowledge]],<br />
* impact on employee's skills,<br />
* impact on employee's [[behavior]].<br />
<br />
The first four training [[evaluation criteria]] can be assessed directly after the training. Quality of coach work and quality of place of training can be evaluated by employees who attended the training. The employee's knowledge, however, has to be evaluated either by coach or by other person who has knowledge extensive enough to perform evaluation.<br />
<br />
The skills and behavior can be assessed only in work during some period of time, e.g. 1-3 months, depending on type of skills and intensity of using them. It can be beneficial to [[plan]] short training after the training evaluation period, during which some key and forgot elements would be reminded.<br />
<br />
The training evaluation is nowadays a major part of the strategic Human [[Resource]] Development. The growing trend nowadays is to track the progress and effectiveness of various training programs in order to ensure the vitality of the HRD across the [[organization]]. Some advocate for the training and development evaluation methods as means to justify usage of various employee benefits – it is both a way to evaluate the employees performance, but also to provide incentives relating to higher salaries/better [[workplace]] conditions and non-monetary benefits. Nowadays, the training and development departments’ existence is a given in most companies, regardless of the economic conditions affecting the [[enterprise]] – training evaluation is as an inherent part of the strategic [[management]] of thereof<ref>Bramley P., (2003).''[https://books.google.pl/books?hl=pl&lr=&id=dPe0TgBpl7MC&oi=fnd&pg=PA1&dq=Bramley+P.,+Evaluating+training,+2003,+CIPD+Publishing&ots=D6w_YHTunE&sig=cAom1EDgSRDcQP-XRzr6GFYkggc&redir_esc=y#v=onepage&q=Bramley%20P.%2C%20Evaluating%20training%2C%202003%2C%20CIPD%20Publishing&f=false Evaluating training ]'' CIPD Publishing, pp-1-113 </ref>.<br />
<br />
Some of the Human Resource Development studies that are closely related to performance measurements and evaluations take into consideration the division into four competencies such as: the business, technical, interpersonal and intellectual. <br />
<br />
==Human resource development research and performance measurement and evaluation<ref>Phillips, J. (1997).''[https://www.taylorfrancis.com/books/9781136010422 Handbook of Training Evaluation and Measurement Methods]'' London: Routledge, pp.1-44 </ref> ==<br />
Some of the Human Resource Development studies that are closely related to performance measurements and evaluations take into consideration the division into four competencies such as: the business, technical, interpersonal and intellectual. <br />
<br />
'''The business competencies are for example:'''<br />
* The [[cost]]/benefit analysis, where alternatives are being weighted in terms of strategic, financial or psychological impact on the [[environment]] and their pros and cons. <br />
* Record management is a specific business-oriented skill where the data is being stored in an orderly and secure fashion which is also easy to retrieve.<br />
<br />
'''The technical competencies to evaluate are, among others: '''<br />
* The objective preparation, which is a skill that requires using clear [[communication]] in order to describe a specific, desired output, <br />
* Performance observation in turn is a skill where specific behaviours and their effects are being described and analysed, <br />
* Research, is a skill where usage of statistical data collection methodologies is used. The [[information]] selection, division and knowledge development are significant parts of this competency<br />
<br />
'''Some of the interpersonal competencies are:'''<br />
* The feedback which is a specific skill where communication regarding the opinions, feedback stored information is conducted in a clear and understandable way, and some conclusions and improvements can be derived from it.<br />
* Questioning skills depend on gathering various information and providing an insight into some issues thanks to the use of various questioning forms such as interviews, questionnaires etc. <br />
<br />
And one of the intellectual skills is the data reduction skill, where one is supposed to scan, synthesize and draw some conclusions from the previously collected data. <br />
All those methods can be seen as specific methods of evaluating the human resource management in an enterprise, especially while evaluating the training given or received by the employees. <br />
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==References==<br />
* Morey, J. C., Simon, R., Jay, G. D., Wears, R. L., Salisbury, M., Dukes, K. A., & Berns, S. D. (2002). ''[https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1464040/ Error reduction and performance improvement in the emergency department through formal teamwork training: evaluation results of the MedTeams project]''. Health services research, 37(6), 1553-1581.<br />
* Bramley P., (2003).''[https://books.google.pl/books?hl=pl&lr=&id=dPe0TgBpl7MC&oi=fnd&pg=PA1&dq=Bramley+P.,+Evaluating+training,+2003,+CIPD+Publishing&ots=D6w_YHTunE&sig=cAom1EDgSRDcQP-XRzr6GFYkggc&redir_esc=y#v=onepage&q=Bramley%20P.%2C%20Evaluating%20training%2C%202003%2C%20CIPD%20Publishing&f=false Evaluating training ]'' CIPD Publishing, pp-1-113<br />
* Phillips, J. (1997).''[https://www.taylorfrancis.com/books/9781136010422 Handbook of Training Evaluation and Measurement Methods]'' London: Routledge, p. 1-44<br />
* Kirkpatrick D.L., Kirkpatrick J.D., (2007).''[https://www.bkconnection.com/static/Implementing-the-Four-Levels-EXCERPT.pdf Implementing the four levels – a practical guide for effective evaluation of training programs]'' San Francisco, Berrett-Koehler Publishers, p. 1-21 <br />
==Footnotes==<br />
<references/><br />
[[Category:Human resources management]]<br />
[[pl:Zarządzanie zasobami ludzkimi]]<br />
{{a|Anna Śliwa}}</div>Sw