ISSN:1044-8004    

DOI:10.1002/hrdq.3920080402

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

年代:1997

数据来源: WILEY

摘要:

AbstractOver the years a number of training techniques and procedures have been developed that are not part of the mainstream but are believed by some to have utility for organizations trying to enhance human performance. This article discusses four of these alternative techniques—subliminal self‐help, mental imagery and practice, meditation, and Neurolinguistic Programming (NLP)—and examines the contributions of each from a scientific perspective. With the exception of mental practice, there is a paucity of data to demonstrate convincingly whether these alternative techniques promote or enhance individual or organizational effectiveness. It is concluded that effective professional practice depends on scientifically derived research re

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080403

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

年代:1997

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080404

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

年代:1997

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080405

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

年代:1997

数据来源: WILEY

摘要:

AbstractThe authors surveyed 371 personnel trainers, asking them to recall training delivery problems or difficulties they had experienced as novices. The analysis of their 1,098 responses led us to conclude that novice trainers faced twelve common training delivery problems. Twenty expert trainers were subsequently surveyed and asked to report their successful strategies for dealing with each of the problems. The analysis of their responses concludes with expert advice on how to deal with the twelve common training delivery problems.

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080406

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

年代:1997

数据来源: WILEY

摘要:

AbstractA diverse sample of 265 employees was surveyed for ratee preferences concerning seven performance management and appraisal issues. Research questions were formulated on appraisal source, feedback issues, and the performance management process. Results indicated that subjects most trusted their immediate supervisor as an accurate source for their appraisal and that they preferred having prior knowledge of their supervisor's expectations, receiving ongoing informal feedback throughout the appraisal period, and receiving formal appraisals at least twice a year. Subjects expressed preferences for developmentally oriented appraisals that were based mostly on the results of work. Preferences were not moderated by ratee experience or gender. Implications for human resource development professionals are discussed.

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080407

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

年代:1997

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080408

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

年代:1997

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080409

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

年代:1997

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080411

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

年代:1997

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920080401

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

年代:1997

数据来源: WILEY