Systematic performance improvement – refining the space between learning and results
暂无分享,去创建一个
[1] R. Kaplan,et al. The balanced scorecard--measures that drive performance. , 2015, Harvard business review.
[2] Ron Zemke,et al. The Attack on ISD. , 2000 .
[3] Jack J. Phillips,et al. Handbook of Training Evaluation and Measurement Methods , 1987 .
[4] Management training: An impact theory , 1995 .
[5] Jack J. Phillips. Chapter 8 – Systematic Evaluation , 1999 .
[6] Ryan Watkins,et al. Costs-Consequences Analysis. , 1996 .
[7] Reid A. Bates,et al. Measuring Performance Improvement , 1999 .
[8] Doris B. Collins. Performance-Level Evaluation Methods Used in Management Development Studies from 1986 to 2000 , 2002 .
[9] James A. Pershing,et al. Ineffective reaction evaluation , 2001 .
[10] Elwood F. Holton. The flawed four‐level evaluation model , 1996 .
[11] V. Daniel Hunt,et al. Process Mapping: How to Reengineer Your Business Processes , 1996 .
[12] Karel M. Stokking,et al. Levels of evaluation: Kirkpatrick, Kaufman and Keller, and Beyond , 1996 .
[13] L. Miller. Perceptions of training and non-training managers of organizational impact measures based on design intent , 2002 .
[14] The influence of individual and work environment characteristics on trainee motivation and training effectiveness measures. , 2002 .
[15] Elwood F. Holton. Performance Domains and Their Boundaries , 1999 .
[16] Eugene Sadler-Smith,et al. Adding value to HRD: evaluation, Investors in People and small firm training , 1999 .
[17] Pierre-Olivier Dionne. The evaluation of training activities: A complex issue involving different stakes , 1996 .
[18] Gary N. McLean,et al. Theories Supporting Transfer of Training. , 2001 .