Purpose: There is an ongoing shortage of talented supply chain managers with the necessary skills and business-related competencies to manage increasingly complex and strategically important supply chain processes. The purpose of this paper is to propose that organizations can create and maintain competitive advantage by leveraging the expertise…

To develop codes of ethics for their profession, college human resources personnel must first understand their primary job-related responsibilities. These include being alert to evolving organizational needs; coordinating needed training of employees; appreciating the nuances of psychology, communication, and motivation; and observing employee…

Human resources management personnel have been encouraged to develop a job analysis approach capable of grasping work situations that are more complex, less defined, and in a state of flux. In France, this perspective has given rise to Emploi Type Etudie dans sa Dynamique (ETED) or "typical job studied in its dynamic," an approach that…

New information about interorganizational collaboratives for job training and economic development was obtained through case studies analyzing six organizations with innovative job creation practices including (1) assistance to small businesses; and (2) benefits to low-income, hard-to-place workers. (SLD)

In a high performance work organization (HPWO), employee basic skills are just one of many components. HPWOs feature the following: they have flatter organizational structures, have work done by teams of highly skilled workers, and have a focus on quality, customer service, and continuous improvement. The collaborative approach to workplace…

This monograph explains the new economy from the point of view of people at work. It begins by providing an overview of the new economy and places the United States in it. Separate aspects of the new economy are elaborated in five parts. Part I presents the competitive standards that provide the cornerstone for the new economic reality: robust…

This packet contains three papers from a symposium on developing employee competence. The first paper, "Coaching in Organizations: Self-Assessment of Competence" (Gary N. McLean, Min-Hsun [Christine] Kuo), reports on development and pilot-testing of an instrument to identify the developmental needs of managers and peers to function more…

This paper discusses human resources development (HRD) in Japanese industry. Chapter I addresses changing industrial and occupational structures as a foundation for planning and constructing management strategy, especially for business restructuring. The actual situation regarding business diversification is considered, and an attempt is made to…

This book is intended to help managers, supervisors, and employees in U.S. organizations achieve full job performance by acquiring and applying effective strategies to transfer the knowledge and skills learned in training to the workplace. The book is divided into four parts. Part 1 covers the following aspects of the groundwork of transfer of…

Despite increased attention to learning within the workplace and investigation into the distribution and nature of learning-related activities, how these trends have impacted the role of human resource (HR) professionals has been less extensively examined. Studies examining their role indicate that HR development (HRD) positions name traditional…

A study identified the structural conditions for workers' perceptions of the need for qualifications and education. It defined qualification requirements based on evaluations of work organization in three workplaces in two companies. Evaluations were used to develop a reference framework for understanding workers' subjective value criteria linked…

These four papers are from a symposium on integrating learning and performance. "Identifying the Skill Requirements and Performance Needs of Small Manufacturers" (Julie A. Furst-Bowe) reports a survey to identify needs of small manufacturers in northwestern Wisconsin and to determine whether a university-based performance improvement…

The Workforce Virginia 2000 Advocacy Council committee recommends that for Virginia to respond effectively to the growing global challenge, it must take positive action aimed at improving the productivity and skills of its work force and establishing high performance work organizations. Virginia must shift to a high performance work organization…

This handbook introduces a new training model that reflects the complexity of organizational life, changes in the human resources (HR) function, and the need to involve line management. Part I outlines the new context in which training must be delivered. It discusses the changing organizational requirements for training and the changing position…

This paper demonstrates that production life-cycle models provide a conceptual framework to analyze systematically the interrelationships between industrial and technological change and human resources. Section II presents the life-cycle model, focusing on its implications for the types and level of employment and skill requirements in an area.…