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Showing 1 to 15 of 33 results Save | Export
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Collins, Brian J. – Human Resource Development Quarterly, 2010
The authors of this featured article (Joo, Jeung, & Yoon, 2010) respond to calls for further examination of how individual differences and workplace environment jointly impact organizational behavior. The authors integrate social psychology and management research to examine employee behavior and its relation to human resource development.…
Descriptors: Self Evaluation (Individuals), Personal Autonomy, Motivation, Job Performance
McGrath, Mary Jo – School Administrator, 2007
The author of this article, an education attorney, begins by describing a case where, a school superintendent of personnel for a rural school district in Michigan had just received a performance evaluation with high marks and a new three-year contract. Two months later the school board called him into a closed session and presented him with…
Descriptors: Evaluation, Superintendents, Feedback, Fear
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Swanson, Richard A. – Human Resource Development Quarterly, 1995
This human resource development model includes the external environment (economic, political, and cultural forces) and organizational mission, strategy, structure, technology, and human resources. It highlights the fundamental role of performance and its improvement to maintaining the integrity of the individual, the process, and the organization.…
Descriptors: Job Performance, Models, Organizational Effectiveness, Personnel Management
Langdon, Danny – Training and Development, 1999
Argues that objectives are not specific enough for the design and development of performance-improvement activities. Describes the Proforma model, a prescription of the behavior, standards, support, and noise requirements that mirror the action elements of performance at the individual, work-group, business unit, and process levels of an…
Descriptors: Adult Education, Behavioral Objectives, Job Performance, Models
Nickols, Frederick W. – Training, 1991
Effective problem solving depends on adopting the appropriate frame of reference to guide the search for solutions. If the problem is mislabeled or the wrong frame of reference used, the chances for success are lower. (SK)
Descriptors: Critical Thinking, Investigations, Job Performance, Models
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Holton, Elwood F., III; Kirkpatrick, Donald L. – Human Resource Development Quarterly, 1996
Holton critiques Kirkpatrick's four-level evaluation model and presents a new model that accounts for primary intervening variables. Kirkpatrick argues that the criticism fails to account for his model's practical utility. Holton elaborates on the distinction between a model and a taxonomy. (SK)
Descriptors: Classification, Evaluation Methods, Job Performance, Models
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Anderson, Geoff – Journal of European Industrial Training, 1994
A deficiency approach to training is inadequate. A proactive approach views training as deliberate organizational strategy that involves organizational scanning, focus/data collection, data interpretation, and action. This action research method anticipates future trends and prepares people for the challenges. (SK)
Descriptors: Action Research, Corporate Education, Educational Environment, Job Performance
Murphy, Sheila E. – Performance and Instruction, 1988
Discussion of effective performance supervision emphasizes measurability, communication, follow through, and revision, and provides a generic model applicable to a variety of supervisory settings. Highlights include observation and documentation of actual performance; communicating variance between performance standards and actual performance;…
Descriptors: Interpersonal Communication, Job Performance, Models, Personnel Evaluation
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Allan, Ann; Reynolds, Kathy J. – Journal of Academic Librarianship, 1983
Proposes a systematic procedure for analyzing performance problems in the library which is intended to minimize costly misjudgments and guide the manager toward remedial steps likely to resolve the problem(s). The nature of performance discrepancies, skill deficiencies, job descriptions, and personal problems is discussed. (EJS)
Descriptors: Flow Charts, Job Performance, Job Skills, Libraries
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Moonie, Neil – Educational and Training Technology International, 1992
Discusses the role of knowledge in supporting attainment and assessment of outcomes in light of occupational standards set by the National Council for Vocational Qualifications. Topics addressed include competent performance; tacit knowledge; paradigms for interpreting knowledge bases; static knowledge; metacognition; and the role of knowledge in…
Descriptors: Competence, Educational Objectives, Foreign Countries, Job Performance
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Danley, Karen S.; Anthony, William A. – American Rehabilitation, 1987
The "place-train" model of supported employment, appropriate for developmental disability, must be replaced by a "choose-get-keep" model for supported employment of people with psychiatric disabilities. Key model concepts include client job choice, development of job seeking skills, and application of appropriate job behaviors. (Author/DB)
Descriptors: Adults, Career Choice, Employment Potential, Job Performance
Sheppeck, Michael A.; Cohen, Stephen L. – Training and Development Journal, 1985
Various types of human resource accounting systems are described and analyzed: asset models, expense models, the utility formula, cost/benefit analysis, and a comprehensive program design. Steps in this last design (e.g., review all jobs in the organization, analyze training needs for targeted jobs, determine training programs that have the…
Descriptors: Cost Effectiveness, Educational Needs, Job Performance, Models
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Henry, Gary T.; Dickey, Kent C. – Public Administration Review, 1993
A research and development approach to performance monitoring in public agencies involves establishing objectives, selecting indicators, establishing criteria for comparison, and using information. Examples from Virginia education agencies indicate that performance monitoring requires commitment, patience, openness to ideas, and risk taking. (SK)
Descriptors: Accountability, Educational Change, Elementary Secondary Education, Job Performance
Turner, Dorothy Earnest; Connors, Maureen R. – NSPI Journal, 1980
Offers a performance appraisal process for client and consultant to shape the way they work together. The process includes recruitment and marketing/proposal development, selection and acceptance procedures, setting objectives and determining performance standards, and incorporation of a continuous performance review. Checklists for managing…
Descriptors: Check Lists, Consultants, Consultation Programs, Evaluation Criteria
Herem, Maynard A. – Improving Human Performance Quarterly, 1979
A model to guide the search for types of performance deficiencies is set forth within the general framework of systems theory. Five types of problems, singly or in combination, are discussed as causes of deficiencies. (Author)
Descriptors: Employment Problems, Essays, Job Analysis, Job Performance
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