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These biases affect the interest of the stakeholder. Furthermore, it is possible that program participants are disadvantaged if the bias is in such a way that it contributes to making an ineffective or harmful program seem effective. There is also the possibility that a bias can make an effective program seem ineffective or even as far as harmful.
The CIPP framework was developed as a means of linking evaluation with program decision-making.It aims to provide an analytic and rational basis for program decision-making, based on a cycle of planning, structuring, implementing and reviewing and revising decisions, each examined through a different aspect of evaluation –context, input, process and product evaluation.
Outcome measurement is a systematic way to assess the extent to which a program has achieved its intended outcomes. [18] According to Mouton (2009) measuring the impact of a program means demonstrating or estimating the accumulated differentiated proximate and emergent effect, some of which might be unintended and therefore unforeseen. [19]
Evaluation measures how well the program activities have met expected objectives and/or the extent to which changes in outcomes can be attributed to the program. [4] M&E is important because it helps program implementers make informed decisions regarding program operations and service delivery based on objective evidence.
Academic articles that provide critical reviews of performance measurement in specific domains are also common—e.g. Ittner's observations on non-financial reporting by commercial organisations,; [10] Boris et al.'s observations about use of performance measurement in non-profit organisations, [11] or Bühler et al.'s (2016) analysis of how external turbulence could be reflected in ...
Indexing and classification methods to assist with information retrieval have a long history dating back to the earliest libraries and collections however systematic evaluation of their effectiveness began in earnest in the 1950s with the rapid expansion in research production across military, government and education and the introduction of computerised catalogues.
The following are some of the examples on effectiveness of the HR functions: (Kavanagh & Thite, 2009) [2] Training ROI: It is the total financial gain an organization have from a particular training. It shows the effectiveness of the training program and how much it can benefit to the company after the training.
In economics, organizational effectiveness is defined in terms of profitability and the minimisation of problems related to high employee turnover and absenteeism. [4] As the market for competent employees is subject to supply and demand pressures, firms must offer incentives that are not too low to discourage applicants from applying, and not too unnecessarily high as to detract from the firm ...