This study explores the factors that affect the accumulation of employee emotional capital and the subsequent returns generated in an organisation. It uses qualitative research methods based on interpretative phenomenological analysis (IPA) to collect data which enables an in-depth investigation of the lived experience of the participants. This…

The SEED (Supervisory Effectiveness in Employee Development) model outlines seven steps for managers responsible for personnel development: (1) orientation, (2) assessment of needs and goals, (3) planning of developmental strategies, (4) provision of formal learning experiences, (5) assistance with transfer of training, (6) task assignments for…

Because of the trend toward using temporary workers and outsourcing, companies often no longer develop people. This causes a problem because managers are often not in charge of hiring, firing, and promoting staff. Knowledge based companies must pay closer attention to the health and well-being of their work force. (JOW)

The advent of a nationwide service economy is having profound effects on the relationship between workers and the workplace. Trainers and chief executive officers alike need to plan for the inevitable. (Author)

To attract capable people, organizations must have managers who support employee career development. The author describes a three-day course for managers on dealing with employee needs. (JOW)

Discusses job satisfaction in classified support staff (primarily clerical and secretarial) of colleges and universities. Notes that these staff are frequently the first representatives of the institution encountered by prospective students, parents, and others. Finds that rewards and recognition, opportunities for feedback, and help with…

This report describes and analyzes the principal findings of a research project into contemporary employment relations in maintained secondary schools in England and Wales. The report identifies problems and issues relating to staff management of current concern to school personnel and to local education authorities (LEAs), and further identifies…

This paper describes an experiment with background material designed to promote problem (learning disabled) employees as human resources rather than rejects. The material is presented in the form of the transcript of a fictional advisory committee meeting attended by the human resources manager, assistant corporate counsel, training director, line…

The concept of human resource development includes all the traditional responsibilities of personnel administration but goes beyond them into total career development for both hourly and salaried employees. (Author/MLF)

Gives suggestions for early childhood program directors who seek to develop people-centered environments where the needs of staff as well as children will be recognized and met. (NH)

College development administrators are wise to make special efforts to keep their best contact staff, those who have significant contact with major gift prospects. However, those officers are likely to be recruited away. When they do leave, a structured transition is best for all parties. (MSE)

A well-understood camp philosophy motivates the entire staff to work toward a common purpose, which is more meaningful than money. Camp administrators can ensure that staff members implement the camp philosophy by interviewing prospective staff members with the mission in mind, teaching staff the camp's vision, praising staff with specifics,…

This guide presents ideas for staff development for managers who work with young or entry-level workers in small businesses. The guide is designed to help managers (1) get new workers to do their jobs well consistently; (2) devise a plan of action that will broaden the worker's job skills; and (3) evaluate the worker's progress to spot problems…

One of the working papers in the final report of the Arizona Board of Regents' Task Force on Excellence, Efficiency and Competitiveness this study presents the results of meetings with representative staff advisory bodies, staff groups, and individuals at Arizona's three public universities to discuss their views of their role within the system.…

Components of an effective human resource management function are identified and the position a personnel administrator must hold in the organizational structure in order to provide these services is discussed. Functions include personnel selection, institutional research and human resource planning, human resource development, and labor…