ISSN:1044-8004    

DOI:10.1002/hrdq.3920010302

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

年代:1990

数据来源: WILEY

摘要:

AbstractRecent literature has described a problem in training transfer as trainees fail to take back and apply to the workplace the skills, abilities, and knowledge they acquired during training. This article discusses transfer problems and identifies the two dimensions of time and generalizability, which are important for assessing transfer problems. Training transfer is multidimensional: the temporal dimension includes transfer initiation and transfer maintenance, and the dimension of generalizability includes near and far transfer. The dual‐dimensional model described in this article seems to provide one useful way to examine training transfer. However, empirical research to verify the dual dimensionality of transfer is necessar

ISSN:1044-8004    

DOI:10.1002/hrdq.3920010303

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

年代:1990

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920010304

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

年代:1990

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920010305

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

年代:1990

数据来源: WILEY

摘要:

AbstractThe Keirsey‐Bates Temperament Categories, an elaboration of the Myers‐Briggs Types Indicator, are discussed as analytic referents for dealing with motivation in the workplace. The Keirsey‐Bates categories are: SJ (valuing careful, thorough, accurate work), NT (valuing quality of ideas and intellectual competency), SP (valuing a clever way of making things happen or getting things done), and NF (valuing oneself as a person who makes important contributions). Based on a 1982‐1987 study of more than 200 subjects in training programs (in leadership and problem solving) or university classes (in administration, public school supervision, housing administration, or organization development), the authors conclude that the categories do have a practical application for many managers who would like to match work incentives to what their employees value. This article describes the study and discusses the four Keirsey‐Bates categories as they apply to the

ISSN:1044-8004    

DOI:10.1002/hrdq.3920010306

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

年代:1990

数据来源: WILEY

摘要:

AbstractJob dislocation and job loss are two social issues relevant to the study of human resource development (HRD). This article describes the differing effects of job loss on managers and blue‐collar workers; the responses of governmental agencies, organizations, and unions; the effectiveness of outplacement programs; and opportunities to apply such information to HRD practice and research. According to research on these issues, managers and professionals appear better able to recover from job loss than blue‐collar workers if support to bolster their egos is provided. The Job Training Partnership Act and the Trade Adjustment Assistance Act have created training and employment opportunities as one supportive response. A company's own outplacement program and sources of job‐related information provided by such organizations as the United Auto Workers and the United Mine Workers are other responses. This article discusses the benefits and problems of each type of response. With this background in mind, HRD professionals need to conduct additional research and apply to the workplace some strategic planning models related to job loss and organizational changes, as well as suggest improvements to outplacement pro

ISSN:1044-8004    

DOI:10.1002/hrdq.3920010307

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

年代:1990

数据来源: WILEY

摘要:

AbstractThe tacit beliefs of human resource developers about their own learning and training practices are examined using Argyris's theory‐of‐action perspective and mapping technique. The potentially dysfunctional, unintended consequences of these beliefs are identified and compared using interviews with fifty‐seven human resource developers at a government agency, a high technology corporation, and a research hospital. Similar beliefs among participants were found in the study. This article describes the subjects' belief that training is magical or political, defines these terms according to Argyris's and Freire's terminology, and discusses the findings from the interviews. Human resource developers should explore the nature and validity of the beliefs that guide their pra

ISSN:1044-8004    

DOI:10.1002/hrdq.3920010308

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

年代:1990

数据来源: WILEY

摘要:

AbstractThe epidemiological methods used in a study of 8,567 injuries that took place in 1986 among 78,741 anthracite and bituminous underground coal miners can be broadly applied to identify work problems in training needs analysis. Epidemiological analysis of occupational injuries can identify safety problems but only rarely provides an assessment of probable solutions. It can, however, identify the most frequent and consequential safety problems that should receive close assessment. This methodology can help identify safety problems that may be reduced by training.

ISSN:1044-8004    

DOI:10.1002/hrdq.3920010309

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

年代:1990

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920010310

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

年代:1990

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920010311

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

年代:1990

数据来源: WILEY