The Training and Development SourcebookLloyd Baird, Craig Eric Schneier, Dugan Laird Human Resource Development Press, 1983 - 381 من الصفحات |
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الصفحة 24
... employees in the job classification : 37 2. Number of employees needed : 29 33 45 47 50 51 53 55 69 No. per age group : 2 8 7 10 3 2 2 1 2 Factors Satisfactory Questionable Unsatisfactory 6. Skill and knowledge levels for other jobs ...
... employees in the job classification : 37 2. Number of employees needed : 29 33 45 47 50 51 53 55 69 No. per age group : 2 8 7 10 3 2 2 1 2 Factors Satisfactory Questionable Unsatisfactory 6. Skill and knowledge levels for other jobs ...
الصفحة 31
... employees can be away from the job without disrupting their work day . No more than 10 incidents are collected from any one individual so that the data are not biased by talkative people . In order to obtain a comprehensive sample of ...
... employees can be away from the job without disrupting their work day . No more than 10 incidents are collected from any one individual so that the data are not biased by talkative people . In order to obtain a comprehensive sample of ...
الصفحة 259
... employees for surveys that can help us assess training needs ? 4. Do employees and the organization have clear goals for the training that is undertaken ? 5. Do employees have concrete plans for future professional growth that are ...
... employees for surveys that can help us assess training needs ? 4. Do employees and the organization have clear goals for the training that is undertaken ? 5. Do employees have concrete plans for future professional growth that are ...
المحتوى
Section I | 3 |
Guide for Designing Training Programs | 18 |
How to Determine the Training Needs of Your SupervisorsWhen | 49 |
حقوق النشر | |
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The Training and Development Sourcebook <span dir=ltr>Craig Eric Schneier</span> معاينة محدودة - 1994 |
عبارات ومصطلحات مألوفة
achieve activities analysis apply appraisal approach areas assessment center B.F. Skinner behavior career development change agents competency control group cost course determine Development Journal discussion effective effort employees environment evaluation example experience external validity factors feedback Figure function goals gram human resources identify impact important improve individual input instructional instructor involved job rotation knowledge learner learning theory Malcolm Knowles managerial mance materials measures ment methods objectives organization development organizational outcomes participants performance performance appraisal person personnel planning present problems procedures productivity question recipients reinforcement Reprinted response rights reserved role selection session situation skills social learning theory specific staff strategy supervisors supervisory training task task analysis techniques tion tive top management training and development training director training needs training program transfer transfer of learning variables workshop