Page 82 - Demo

%u062c%u0645%u064a%u0639 %u0627%u0644%u062d%u0642%u0648%u0642 %u0645%u062d%u0641%u0648%u0638%u0629 %u0640 %u0627%u0625%u0644%u0639%u062a%u062f%u0627%u0621 %u0639%u0649%u0644 %u062d%u0642 %u0627%u0645%u0644%u0624%u0644%u0641 %u0628%u0627%u0644%u0646%u0633%u062e %u0623%u0648 %u0627%u0644%u0637%u0628%u0627%u0639%u0629 %u064a%u0639%u0631%u0636 %u0641%u0627%u0639%u0644%u0647 %u0644%u0644%u0645%u0633%u0627%u0626%u0644%u0629 %u0627%u0644%u0642%u0627%u0646%u0648%u0646%u064a%u062982Electronic Resources %u2013 Human Resources Development Year Four - 2021 | |80organizational records (e.g., reduced customer complaints, a reduction in scrap rate).%u2713 Results: Did it improve the organization%u2019s effectiveness? It is the most challenging level to assess, given that many things beyond employee performance can affect organizational performance. Typically, at this level, economic and operating data (such as sales or waste) are collected and analyzed.FIGURE 7-3 Kirkpatrick%u2019s Model of EvaluationIssues Concerning Kirkpatrick%u2019s Framework%u2022 Most organizations don%u2019t evaluate at all four levels.%u2022 Focuses only on post-training and Doesn%u2019t treat inter-stage improvements.%u2022 For further clarification, please check the following link:https://www.youtube.com/watch?v=ODjWRYh9HUAData Collection for HRD EvaluationPossible methods:Objective and Subjective Data.%u2022 Interviews%u2022 Questionnaires%u2022 Direct observation%u2022 Written testsMethod chosen related to :%u2022 Reliability: Consistency of results, and freedom from collection method bias and error.%u2022 Validity: Does the device measure what we want to measure ?(The difference between reliability and validity with examples is presented in the following video: https://www.youtube.com/watch?v=biIOHRj2rtA)