The Human Resource

Development Process
ANALYZE Determine performance requirements and
their relationship to HRD interventions.

PROPOSE Design strategies and propose appropriate

interventions.

CREATE Create intervention components-e.g., design,

logistics, program, materials, etc.

IMPLEMENT Implement the intervention-e.g., organization

development and/or training.

ASSESS Determine if desired results have been

achieved.

© copyright 1999, R. A. Swanson & E. F. Holton III, all rights reserved

Components of the Results
Assessment System
PROCESS What are the general steps necessary to conduct a
results assessment in an organization?

DOMAINS What domains of outcomes should be assessed within

HRD?

PLAN What are the key decisions that must be made to

design a results assessment, including outcome
domains to assess?

TOOLS How are results measured?

© copyright 1999, R. A. Swanson & E. F. Holton III, all rights reserved

 Front-end
Analysis Inputs
1
Specify Expected Results Results
Assessment
2
Plan Assessment of Results
Process
© R. A. Swanson & E. F. Holton III , 1998

3
Develop Measures of Results

4
Collect & Analyze Results Data

5
Interpret & Report Results
Assessment

Decision Outputs
© copyright 1999, R. A. Swanson & E. F. Holton III, all rights reserved
Performance Results Domain

System: The units of mission-related outputs in the form

of goods and/or services having value to the
customer and that are related to the core
organizational, work processes, group/individual
contributors in the organization.

Financial: The conversion of the output units of goods

and/or services attributable to the intervention
into money and financial interpretation.

© copyright 1999, R. A. Swanson & E. F. Holton III, all rights reserved

Learning Results Domain

Knowledge:  A score of 30 on the 40-item knowledge test was

established as the minimum knowledge standard for
sales personnel.
 At the end of training, the average knowledge score
was 34.5 (115% of goal).

Expertise:  Using a 10-part structured rating form; expert raters

measured the expertise of participants on the
dimensions of sales communication expertise.
 Average rating of 2.0 on the 1-3 scale was
determined to meet the client’s expectations of
expertise.
 At the end of training it was 2.129 (106% of goal).
 60 days after training it was 2.33 (117% of goal).

© copyright 1999, R. A. Swanson & E. F. Holton III, all rights reserved

Perception Results Domain

 average participant satisfaction rating by 167 sales

Participants: personnel was 3.72 on a 1- 4-point scale.
 compared to the results goal of 2.5.
 training component of the effort attained 149% of the
goal of getting a 2.5 or higher average rating on the
satisfaction scale.

 average satisfaction ratings by sales managers 60

Stakeholders: days after the program was 3.68 compared to the
goal of 2.5.
 147% of goal of getting a 2.5 or higher average rating
on the satisfaction scale.

© copyright 1999, R. A. Swanson & E. F. Holton III, all rights reserved