Human competence is a vital element for any organization that expects to survive and then thrive. Developing individual performance ability is necessary but not sufficient because trained people alone will not make an organization successful. We must determine what people should deliver and why it should be delivered in order to add measurable…

Performance appraisals traditionally have been studied quantitatively, from the manager's point of view, without considering their value or lack of value to workers. The absence of this information indicates that workers' perceptions and feelings have not always been considered. Therefore, the purpose of this phenomenological study was…

The paper considers the extent to which the education sector has embraced performance management and performance-related pay. It contemplates the transfer and adaptation of performance management by the public sector as an audit mechanism for improving the performance, productivity, accountability and transparency of public services. The paper…

High on any Top 10 list of the most frequent advice offered to young faculty members is this: No good deed goes unpunished. The aphorism at first seems cynical, pessimistic, dysfunctional. Doing good, as members of a higher-education community, is their job. What if everyone just looked out for No. 1? The entire promotion-and-tenure system--which…

Theory at both the micro and macro level predicts that investments in superior human capital generate better firm-level performance. However, human capital takes time and money to develop or acquire, which potentially offsets its positive benefits. Indeed, extant tests appear equivocal regarding its impact. To clarify what is known, we…

These four papers are from a symposium that was facilitated by Richard J. Torraco at the 1995 conference of the Academy of Human Resource Development (HRD). "Performance Technology--Isn't It Time We Found Some New Models?" (William J. Rothwell) reviews briefly two classic models, describes criteria for the high performance workplace…

Within the realm of the knowledge-based economy, technology is considered as one of the main force for the contemporary organizational developments. EPSS provides solution when there are specific needs for performing job task effectively. Generally, it provides help, demonstrations, advice, customized templates, access to database, or any other…

Multisource assessment is a tool for obtaining quality performance feedback by collecting performance information from multiple work associates. Topics include performance facilitation; performance feedback; assessing training effectiveness; continuous learning; and development or performance management. (AEF)

This guide offers a comprehensive set of practical tools to lead novice and veteran practitioners through the complexities of business process redesign. This hands-on kit integrates systems theory, economics, and psychology to provide the detailed procedures, checklists, data analysis worksheets, and other resources essential to identify, analyze,…

These five papers are from a symposium that was facilitated by Elwood F. Holton, III at the 1995 conference of the Academy of Human Resource Development (HRD). "HRD Alignment: A Systemic Assessment of HRD in Organizations" (Richard J. Torraco) describes the HRD alignment model as a model for evaluation that offers a systemwide perspective on HRD…

This document contains four papers from a symposium on performance, productivity, and continuous improvement. "Investigating the Association between Productivity and Quality Performance in Two Manufacturing Settings" (Constantine Kontoghiorghes, Robert Gudgel) summarizes a study that identified the following quality management variables…