The Organizational Effectiveness Model was originally developed by Lance Kennedy-Phillips and Ellen Meents-DeCaigny at DePaul University and has been adapted to address the needs of The Ohio State University. The model's purpose is to help organizations measure progress toward mission fulfillment and goal achievement. It cascades, with each step…

The foundation in science of human performance technology is exemplified in Geary A. Rummler's work. His work was guided by two questions: What are the variables that measure the results desired? What variables must we manage to achieve those results? Rummler developed science-based tools to find and manage the variables. His work connects to…

Teacher evaluation has emerged as a major focus for reform at the highest levels of education policymaking, and for good reason. Most evaluations are based on scant evidence of actual effectiveness, produce inflated ratings, and provide teachers with little useful feedback. This paper offers policymakers and practitioners important "lessons…

Discusses methods of getting results data after a training intervention and suggests involving the client as much as possible to develop an indicator of results achieved. Suggests that the more involvement the client has in results measurement, the more believable the numbers and the greater your credibility as provider of results-proven service.…

Discusses measurement in performance improvement, including the Kirkpatrick four-level model of evaluation for training, and adding value. Highlights include adding value at all levels of organizational performance, for the clients and society; other models of performance improvement; the major focus of HPT (human performance technology); and…

Discusses the use of action planning to measure the return on investment (ROI) for use with performance improvement interventions. Describes how this process is used and presents a case study showing how one organization built evaluation into the performance improvement process and positioned action planning as an application tool. (Author/LRW)

Establishes a theoretical foundation for control groups; defines four types of control groups applicable to HPT (human performance technology) program evaluation and measurement; explores their validity; and presents scenarios for an electronic learning program to demonstrate the applicability of the control group methods for HPT program…

Describes two experiences that illustrate the value of the International Society for Performance Improvement (ISPI). Highlights include measuring organizational results; identifying opportunities to improve performance; training as part of the solution; the role of ISD (instructional systems design); HPT (human performance technology) issues; and…

Examines the measurement system established at Mississauga Transit as an example of an organization that has utilized measurement information for performance improvement purposes by establishing formalized feedback mechanisms aligned with divisional strategic goals. Describes a framework that facilitated the interpretation and use of data by…

Discusses performance improvement interventions, including training, and the need for evaluation to measure training effectiveness. Reviews six evaluation perspectives of corporate training programs and recommends four areas for further study, including overall evaluation models and appropriate uses of the results of evaluations. (Contains 63…

Considers how human performance technologists (HPTs) can move toward the hard science, or management, arena of an organization. Topics include measuring meaningful outcomes to quantify performance improvements; measurable criteria for workers; essential skills for HPTs; dropping ineffective programs; and defining interventions. (LRW)

Discusses level 3 evaluation from Donald Kirkpatrick's Four Level Evaluation Model (level: 1-reaction; 2-learning; 3-behavior; 4-results) to measure training program performance. Highlights include an evaluation planning matrix; increasing evaluation data accuracy and reliability; data collection method selection; designing data collection…

Discusses issues related to training and performance improvement, including practice required for skill learning; knowledge versus skills; core skills; competence; learning to learn; team orientation; enabling business results; interpersonal and conceptual skills; timing; focusing on priorities; organizational learning and management…

Discusses measurement in human performance technology, emphasizing identifying countable behaviors and accomplishments and considering the time dimension. Topics include validation; accountability; decision making; criteria to evaluate; dangers of percentages and ratios; standards; increments or decrements in performance; learning; on-the-job…

Discusses how human performance technology can help new Internet companies. Highlights include major business goals; using a systems approach to look for gaps in the organization itself, personnel, behavior, performance, feedback, communication, and internal inefficiencies; compensation structures; recruiting; training; rewarding performance; and…