ISSN:1044-8004    

DOI:10.1002/hrdq.3920090301

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1998

数据来源: WILEY

摘要:

AbstractThis study develops and tests hypotheses to examine empirically how the perceived image of a company's quality of work life will affect its market and financial performances. Growth and profitability of two groups of publicly held companies were compared based on sales growth, asset growth, return on equity, and return on assets. The first group consisted of fifty‐eight companies identified as the best companies to work for in the United States; the second group consisted of eighty‐eight of Standard and Poor's top one hundred companies. Statistical evidence found in this study supports a paradigm that aligns the interests of the investor, manager, and employee stakeholders into a win‐win situation. Findings from this empirical study suggest that companies with high quality of work life can also enjoy exceptional growth and profitab

ISSN:1044-8004    

DOI:10.1002/hrdq.3920090302

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1998

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920090303

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1998

数据来源: WILEY

摘要:

AbstractThis article reports the results of a study on the current status and future trends in diversity initiatives in the workplace as perceived by a group of twelve experts. The experts were surveyed through in‐depth, open‐ended telephone interviews. The study identified barriers that have inhibited the employment, development, retention, and promotion of diverse groups in the workplace and the significant factors that are influencing diversity initiatives. It revealed that the primary reasons for managing diversity are to improve productivity and remain competitive, to form better work relationships among employees, to enhance social responsibility, and to address legal concerns. This article presents these findings as well as the best strategies for managing diversity. It also discusses components of an effective diversity training program and future trends related to divers

ISSN:1044-8004    

DOI:10.1002/hrdq.3920090304

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1998

数据来源: WILEY

摘要:

AbstractThis exploratory study examines HRD policymaking processes in companies. HRD representatives of companies in three economic sectors with more than five hundred employees were asked to complete a questionnaire. Variables include the HRD policymaking process, strategic choices about the specific field content of HRD programs and participating employees, starting points for HRD processes, and characteristics of the company and the HRD department. Significant differences in the HRD policymaking process and resulting strategic choices were found between groups of companies. These findings stress the importance of further investigation of effective and specific types of HRD policymaking processes within companies. This is important in order to align HRD programs to the company's situation and thus provide employees with the right competencies at the right time to enhance their performance and that of their department and the whole company.

ISSN:1044-8004    

DOI:10.1002/hrdq.3920090305

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1998

数据来源: WILEY

摘要:

AbstractThis study examined individual preferences for three common software training methods: computer‐based training (CBT), video tutorials, and instructorled classroom training. Two hundred and sixty‐three licensed users of a software product were interviewed by phone and asked about their perceptions of the usefulness of the training methods. Results indicate that CBT and instructor‐led classroom training are perceived to be more useful than videos and that CBT may be an effective and lower‐cost substitute for classroom training for some groups of compute

ISSN:1044-8004    

DOI:10.1002/hrdq.3920090306

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1998

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920090307

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1998

数据来源: WILEY

摘要:

AbstractThis paper presents a view of HRD in the United Kingdom. It is a view that we are naturally partial to, that we are biased toward, so it serves our purposes. It is also a view that does not claim to be the whole truth, or even any part of the truth. It is a partial account recited by two people. If we can persuade others to believe it, then we might start to create a truth; together we might say, “This is what happened … this is why it happened … and this is what it means.” If enough people become partial to a view then we write history and our view becomes the truth. We suggest that our current view of HRD and our anticipation of its future profile is a function of our par

ISSN:1044-8004    

DOI:10.1002/hrdq.3920090308

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1998

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920090309

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1998

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920090310

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1998

数据来源: WILEY