ISSN:1044-8004    

DOI:10.1002/hrdq.3920030202

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

年代:1992

数据来源: WILEY

摘要:

AbstractHRD professionals who understand total quality management (TQM) have two major challenges: to enlighten management regarding what customer focus and leadership mean and to refuse to assume responsibility that is not theirs. The premise that managers own the human development process in their organizations still requires acceptance and clarification from both parties. Following that, a customer‐supplier partnership between managers and HRD that is based on trust and an understanding of what is needed from each is crucial. The partnership must be clearly defined, engaged in, and then continually evaluated to ascertain its contribution to human resource development for meeting the organization's goals of financial security and growth through continuous improvemen

ISSN:1044-8004    

DOI:10.1002/hrdq.3920030203

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

年代:1992

数据来源: WILEY

摘要:

AbstractThe total quality management framework provides an easily legitimized and popularly supported vehicle for achieving goals that training leaders have long pursued—with only moderate success—under the banners of systematic instructional design, performance‐based training, and evaluation of training. Because total quality management efforts are based on systems thinking, training quality improvement efforts readily clarify the critical role of “nontraining” processes (supervision, for example) in the production of training‐added value. The total training quality management approach prescribes a systems view of training that partitions the value‐adding process into three areas: processes that take place (1) before the learning transaction, (2) during the learning transaction, and (3) after the learning transaction. Critical value‐adding events in the before‐, during‐, and after‐training processes are first defined, then measured and tracked, so that nonconforming variations can be detected that will lead first to problem solving, then to

ISSN:1044-8004    

DOI:10.1002/hrdq.3920030204

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

年代:1992

数据来源: WILEY

摘要:

AbstractThis case study sought to compare the forecasted financial benefits of unstructured and structured forms of on‐the‐job training (OJT). It contributes to the limited empirical literature on OJT and expands the reported use of the financial benefits forecasting model. The study was conducted in three task settings within a large truck‐assembly plant; each task setting differed in task difficulty and turnover rate. The results showed that structured OJT was forecasted to provide approximately twice the financial benefits and five times the efficiency compared to unstructured OJT across all three task settings. In general, turnover rate more than task difficulty affected the size of the benefits. It was concluded that structured OJT should be the preferred training option over unstructured OJT when considering financial benefits

ISSN:1044-8004    

DOI:10.1002/hrdq.3920030205

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

年代:1992

数据来源: WILEY

摘要:

AbstractIn light of mixed findings in the literature regarding the congruence between self‐assessment and those provided by others, this study investigated differences between the self‐ratings of managers and others (supervisors, subordinates, peers) using an instrument assessing twenty specific management skills areas derived from job analysis procedures. Data on 335 managers working in several large organizations (health care, aerospace, utility) who recently received feedback were used to compare self‐other ratings along each management practice skill area. The results indicated that the amount of agreement between managers and the others describing them was moderately low, with correlation coefficients ranging from .122 to .295 (p<.05). Pairedt‐testsrevealed that managers consistently reported practicing specific skills more frequently than others who rated them across the majority of skill areas. Implications for practice and future research are di

ISSN:1044-8004    

DOI:10.1002/hrdq.3920030206

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

年代:1992

数据来源: WILEY

摘要:

AbstractOnly a few research studies have examined training methods and outcomes, and these have been limited in scope. This research examines three common training sources—on‐the‐job, off‐the‐job, and refresher—to determine their relationship to job satisfaction, pay, promotion, seniority, and projected organization tenure. Education is also examined to determine its relationship to the same five variables. Subjects were 628 nonmanagerial, semiskilled, and unskilled employees across 150 or

ISSN:1044-8004    

DOI:10.1002/hrdq.3920030207

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

年代:1992

数据来源: WILEY

摘要:

AbstractThe human resource development field has long been struggling to develop an identity as a profession, especially in terms of its applied and interdisciplinary nature. One of the more debated issues in the field has been the need for a unifying definition that would not only provide a focus for the development of the profession but would also set limits on the boundaries of the field. This article presents a justification for a unifying definition, a history of the existing definitions of HRD, and several common themes or patterns found in these definitions and other literature in the field. The author proposes a unifying definition that would provide a vision for the profession and identifies several “next steps” that the field should consider in its quest for professional recognition and gro

ISSN:1044-8004    

DOI:10.1002/hrdq.3920030208

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

年代:1992

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920030209

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

年代:1992

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920030210

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

年代:1992

数据来源: WILEY

ISSN:1044-8004    

DOI:10.1002/hrdq.3920030211

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

年代:1992

数据来源: WILEY