Impooving Employee Performance

72019 Words289 Pages
IMPROVING

EMPLOYEE
PERFORMANCE
THROUGH

APPRAISAL
AND

COACHING

Second Edition

IMPROVING

EMPLOYEE
PERFORMANCE
THROUGH

APPRAISAL
AND

COACHING

Second Edition

Donald L. Kirkpatrick
Foreword by Dick Grote

American Management Association
New York • Atlanta • Brussels • Chicago • Mexico City • San Francisco Shanghai • Tokyo • Toronto • Washington, D.C.

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Today, nothing’s changed. Don Kirkpatrick remains one of the most influential and thought-provoking thinkers and writers in the field of performance management and the development of human talent in organizations. Most human resource management professionals are familiar with Don’s contribution to the field of training and development through his development of what now is commonly referred to as ‘‘Kirkpatrick’s Four Levels of Evaluation.’’ Don observed that the evaluation of a training program’s effectiveness begins with Level One—Reaction. How well did the participants like the program? But too many evaluation efforts don’t go any further than a smile sheet. More important than how people felt about the program, Don told us, was Level Two—Learning. Did the participants learn the skills the program was designed to teach? Did they do better on the posttest than they did on the pretest? Regardvii

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less of how much they liked the program, did they actually acquire the skills the program intended to teach them? But that’s still not enough. While users may have liked the program and scored high on the final exam, the next level—Behavior—is much more important. Are the participants using what they learned back on the job? Have the trainees transferred their new skills and learnings to their everyday environment? Finally—and here comes the bottom-line question—has all this effort made any difference? Yes,

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