Purpose: Although conducting a needs assessment has been accepted as the first step in solving performance problems, many human resource development (HRD) and training professionals find it still difficult to conduct an effective and efficient needs assessment. The primary reasons are the lack of a guiding model based on empirical evidence and the…

The purpose of this study is to explore the strongest areas of all prime theories of job satisfaction and motivation to create a new multidimensional model. This model relies on all explored areas from the logical comparison of content and process theories to understand the phenomenon of job satisfaction and motivation of employees. The model…

Purpose: The purpose of this conceptual paper is to illuminate the problems that are associated with defining and identifying talent and to discuss the development of talent as a contributor to employability. Design/methodology/approach: The world of work is characterised by new and rapidly changing demands. Talent management has recently been the…

Several teacher models exist for using high-stakes testing outcomes to make continuous employment decisions for principals. These models are reviewed, and specific flaws are noted if these models are retrofitted for principals. To address these flaws, a different methodology is proposed on the basis of actual field data. Specially addressed are…

Newcomer adjustment, the process an individual goes through within the first year at a new organization, can be a challenging transition for traditionally aged recent college graduates. Unsuccessful adjustment can have profound negative consequences for young adults, organizations, and undergraduate institutions. Gaps exist in the human resource…

Previous research pertaining to job performance and voluntary turnover has been guided by 2 distinct theoretical perspectives. First, the push-pull model proposes that there is a quadratic or curvilinear relationship existing between these 2 variables. Second, the unfolding model of turnover posits that turnover is a dynamic process and that a…

Suggests that measurement of performance is difficult and imprecise. Offers questions for consideration before designing and implementing measurement systems and describes new tools for measuring and managing human capital. (JOW)

Competence models have evolved into a link between organizational strategy and organizational and individual performance. Training professionals use them to synthesize individual capabilities and organizational core competencies. Educators and policymakers use them to link workplace requirements to educational programs and curricula. (SK)

The work of the human resource development (HRD) practitioner is continuously evolving. Human resource development is now expected to make a strategic level contribution and contribute to individual and organizational effectiveness. Human resource development practitioners are increasingly required to network and build relationships to obtain…

This article explores some of the major issues in developing and implementing a competency-based human resource development strategy. The article summarizes a brief literature review on how competency models can be developed and implemented to improve employee performance. A case study is presented of American Medical Systems (AMS), a mid-sized…

Describes the current state of Japanese human resource development, influenced by lifetime employment and seniority practices, and the emerging system, shifting to long-term and performance-based practices. Addresses critical issues: linkages with business strategies, changes in organizational structure, and new evaluation practices. (SK)

The purpose of this paper is to identify some critical dimensions in specifying a model of group performance. In the first section, the boundaries of the paper, e.g., work groups that produce some identifiable good or service, are discussed. In the second section some models of group performance are explored in order to illustrate theories of…

This document consists of three papers presented at a symposium on transfer of training moderated by Gene Roth at the 1996 conference of the Academy of Human Resource Development (AHRD). "Validation of a Transfer Climate Instrument" (Reid A. Bates et al.) reports a study that attempted to validate Rouiller and Goldstein's (1993) eight-factor…

This book is intended for the practitioner of evaluation or for the student about to do his or her first formal evaluation. Chapter 1 sets the role of evaluating within the context of an organization and discusses a critical role of evaluation: changing people, programs, and organizations. Chapter 2 discusses personnel appraisals from an…

This document contains three papers from a symposium on leadership and executive development. "Leading and Managing in a Service Organization: An Examination of Line vs. Staff Effectiveness" (Allan H. Church, Janine Waclawski) presents an analysis of differences in managerial strengths and weaknesses between 45 line managers and 52 human resources…