V. Marcinovámaking perspective. Human Resource Development Quarterly, 16(2), 257-28015. Jenkins, H. (1995). Education and Production in the United Kingdom. NuffieldCollege Oxford : Economics Discussion Paper, No. 101. [cit.2013-01-20]Dostupné aj na internete : http://i3.makcdn.com/wp-content/blogs.dir/228701/files/2011/10/2.pdf16. Hroník, F. (2007). Rozvoj a vzdelavani pracovniku. Praha : Grada Publishing. 233.ISBN 978-80-247-1457-817. Kachanakova, A., Nachtmannova, O., Joniakova, Z. (2008). Personalnymanazment. Bratislava: Iura Edition18. Kamiač, A.(1971) Ekonomika vzdelania. Bratislava : Práca, ISBN 74-055-71.19. Kaplan, R.S., Norton, D.P. (2007). The Balanced Scorecard. Praha: ManagementPress, 2007. ISBN: 8072611775.20. Kendrick, J. W. (1994). Total Capital and Economic Growth. Atlantic EconomicJournal Vol. 22 no. 1, March, 1- 1 8. ISSN:0197-425421. Kirkpatrick, D.L. (1998). Evaluating Training Programmes: The Four Levels. SanFrancisco: Berrett-Koehler, ISBN 1-57675-042-6.22. Kopcaj, A. (1997). Kosateni bohatstvi. Ostrava: Kopcaj – Silma, 186. ISBN 80-902358-0-8.23. Levinson, H. (1994). Why the behemoths fell: Psychological roots of corporatefailure. American Psychologist, 49, 433. ISSN 0003-066X24. Mankiw, N.G. - Romer, D. - Weil, D.N. (1992). A contribution to tohe empirics ofeconomic growth. Quarterly Journal of Economics. 1992. 107, 407 – 437.[cit.2013-01-18]Online: http://links.jstor.org/sici?sici=0033-5533%28199205%29107%3A2%3C407%3AACTTEO%3E2.0.CO%3B2-5.25. Mattson, B. (2003). The effects of alternative reports on human resource developmentresults on managerial support. Human Resource Development Quarterly,14(2), 127-151.26. Mckinsey a spol. (2012). Predpokladane trendy vyvoja HR pre rok 2012. In HRMHuman Resources Management 1/2012. p.28. ISSN 1801-469027. Minarova M., Lara Z. (2012). Efektivita a vasen v HR. In HR Forum 4/2012. Praha :People Management Forum, 2012, p. 28-29. ISSN 1212-690X28. Mueller, J., (1997). Social security reform. [cit.2013-01-22] Online publikáciadostupná na internete: http://www.ncpssm.org/issues/issues/social_security/mueller_payasyougo.html.29. Pfeffer, J. (1994) Competitive advantage through people: unleashing the power ofthe work force. Harward business school press, Boston.30. Phillips, J. J. Measuring ROI in Human Resources. (2007). [cit.2013-01-29] availableon internet: http://www.competentiebeleid.be/assets/waarom/Measuring_ROI.pdf.31. Pichna, Jan. (1995). Zaklady personalistiky II., Sofa, ISBN 8085752158.32. Prescott, R. K. – Rothwelt, W. J. (2012). The Encyclopedia of Human ResourceManagement. 3 volume. San Francisco : Published by Pheiffer. ISBN 978-0-470-25773-9.89
Evaluation of the employee development system33. OECD. (1998). Human capital investment: An international comparison.[cit.2013-01-30] online available on internet :http://www.oecd.org/LongAbstract/0,3425,en_2649_39263294_1898025_1_1_1_1,00.html34. Snyder, R., Raben, Ch., Farr, J. (1980). A model for the systematic evaluation ofHuman Resource Development Programs. Academy of Management Review 1980.Vol.5., No.3. s. 431-444.35. Suchy, J., Nahlovsky, P. (2013). Jak vest zive bytosti. In HRM Human Resources Management1/2013. 13. ISSN 1801-4690.36. Ulrich, D., Zenger, J., Smallwood, N. (1999). Results-based Leadership. Boston:Harvard Business School Press, 1999. ISBN 0-87584-871-0.37. Urbancikova, N. (2006). Ludske zdroje v regionalnom rozvoji. Kosice : C – Press.2006. p.206. ISBN 80-8073-600-6.38. Vodák, J., Kucharčíková, A. (2007). Efektivní vzdělávaní zaměstnancu. Praha :Grada Publishing, 2007. ISBN 978-247-1904-7.39. Walker, A.J. (2003). Moderni personalni management. Nejnovejsi trendya technologie. Praha : Grada Publishing, ISBN 80-247-0449-8.40. Walton, J. (1999). Strategic Human Resource Development. London : PearsonEducation Limited, ISBN-10:0-273-62636-1.41. Yamnill, S., Mclean, G. (2001). Theories supporting transfer of training. HumanResource Development Quarterly 12 (2), 195-208. ISSN: 1532-1096.SummaryManagers nowadays are aware of the importance of human resources developmentand needs to measure the impact of investment into the employee development to thecompany success. There are various methods and measures for expressing dependencebetween the investment to employee development and company success. This chapter,based on various researches of authorities within the domain of human resources developmentprofessionals, is focusing on the method comparing Return on Investmentsinto Human Resources Development programs. Kirkpatrick’s methodology was expandedby many experts in this domain, and this chapter describes also the limitationsof the measurement of return on investment of human resource development initiativesor programs in providing the kind of information needed by decision makers in thecompany. This could be the challenge for HRD professionals, who can evaluate alsoqualitative data as inputs of the evaluation.90
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the reader toward better perception
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