ISSN:1044-8004    

DOI:10.1002/hrdq.3920070302

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

年代:1996

数据来源: WILEY

摘要:

AbstractA comprehensive review of the literature on upward performance appraisals (UPAs) reveals that UPAs are a seldom‐used management tool; however, compared to traditional top‐down appraisals, the developmental focus of UPAs may be a better fit with such emerging concepts as continuous improvement. Organizational use of this tool can be facilitated by an understanding of the major reasons given for and against the use of UPAs and by twelve key recommendations for effectively implementing UPAs. Three major formats (and several variations of each) can be used by organizations. This article identifies each format, its advantages and disadvantages, and when it should be u

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070303

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

年代:1996

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070304

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

年代:1996

数据来源: WILEY

摘要:

AbstractThe purpose of this article is to reconceptualize new employee development by. proposing a comprehensive taxonomy of the learning tasks that a new employee must complete (and that organizations should facilitate) to achieve desired levels of performance. For more effective development, the systems approach developed here integrates socialization learning with task learning in three categories of interventions. The socialization research most relevant to HRD and serving as a basis for part of the taxonomy is reviewed in depth. The taxonomy should enable HRD professionals to diagnose new employee adaptation and socialization problems, design interventions to facilitate more effective new employee development, and evaluate intervention outcomes. Implications for HRD practice and research are discussed, focusing on the design of new interventions to facilitate comprehensive development.

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070305

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

年代:1996

数据来源: WILEY

摘要:

AbstractThis article reports the results of a study on the career development and aspirations of women in middle management positions in business firms. The major research method was individual case studies, which relied on face‐to‐face interviews with a sample of thirty women in middle management positions in fifteen Fortune 500 companies. The studies revealed the factors most pertinent to their success and the barriers that have most frequently hindered their career development or progression. The studies also disclosed that the majority aspire ultimately to attain top management positions and believe it is either very realistic or somewhat realistic that they will succeed, initiatives that HRD professionals and corporate leaders can take to maximize the human resource of women managers are also sugges

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070306

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

年代:1996

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070307

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

年代:1996

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070308

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

年代:1996

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070309

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

年代:1996

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070310

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

年代:1996

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920070311

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

年代:1996

数据来源: WILEY