by August 28, 2012
Before we move to defining the criteria for measurement for
different training programs and methods of assessment at Level III,
let us look at the relation between the learning objectives and
assessment. This is because to do any evaluation, especially Level
III, an understanding of the learning...read more
by February 10, 2012
Performance reviews are no fun. Whether they’re annual reviews with
a manager or 360 peer reviews, they’re unwelcome aspects of any
job. Although 360 reviews seem like they would be the perfect
complements to standard annual reviews, they have the potential to
wreak havoc on morale, productivity and...read more
by January 23, 2012
In times when every penny counts, there is more demand on training
managers to “prove” that training has paid off. Most
organizations follow Kirkpatrick’s 4 Levels of Evaluation: The
immediate feedback: The smiley sheets at the end of the training
program where participants respond to questions on...read more
by January 18, 2012
Most of my posts have centered on marketing research or the use of
survey techniques to measure marketing phenomena. However, survey
research has applications well beyond the measure of customer
satisfaction, brand awareness or even employee relations. The use
of surveys to gather opinions, usage...read more
by October 19, 2011
While searching for this week's TedTalk inspiration, this title
jumped out at me: Let's Simplify Legal Jargon! I agree 100%. Let's
just speak in plain English that's understood by everyone, not just
those with law degrees. During this talk, Alan Siegel discusses how
difficult it is to understand...read more
by December 10, 2010
The need for personnel evaluations cannot be overstated. Nor
can their value. No one will dispute their unpleasantness;
however, managers who really care about their employees and their
companies want to give feedback. More than that, they want to
give feedback that helps their employees improve....read more
by October 5, 2010
Most people get called in for their dreaded employee appraisals
once a year. Those who get them twice a year can actually consider
themselves lucky. Feedback is important and if the only time any is
forthcoming is during a formal personnel evaluation, then you could
be in trouble. In her article,...read more
by August 10, 2010
If you are in human resources, then you know that being more than
half way through a year means that employee evaluations are soon to
begin. Employee evaluations, especially 360 feedback forms, are a
great way to gauge employee performance. It allows a manager to be
able to see how their employee's...read more
by June 1, 2010
As you create your next survey to collect feedback from your
customers or employees, it's important to remember one crucial
piece of information: your respondents don't know everything.
All too often, I've seen the mistake of questionnaires that assume
respondents can answer every question on the...read more
by May 17, 2010
While some companies conduct annual performance reviews and others
provide bi-annual personnel evaluations, is this enough for your
workers? Because so many factors affect work performance and so
many changes can occur on a regular basis in the office, a schedule
that only provides feedback for...read more
