This article presents evaluative criteria guidelines for the process of human resource development. These guidelines discuss the importance of considering the following aspects: Relevant needs, clear objectives, accomplishment, uniqueness, flexibility, skill orientation, professional leadership, future perspective, a value system, evaluation of an…

Human resources development must be oriented toward the achievement of all objectives of organizational performance: Quality, efficiency, societal impact, employee impact. Three fundamental phases in developing a work design strategy (for improving organizational effectiveness) are explained. (BM)

This book describes and analyzes the background, creation, and initial development of the Council for Higher Education Accreditation (CHEA) and the players instrumental in its creation. The CHEA plays an important role in the accrediting process for colleges and universities as the entity that recognizes accrediting agencies for institutions…

This paper discusses the integration of information services in the Parliament of Zimbabwe (PoZ). An organizational chart of the information systems at PoZ in 1999 is provided, and each of the four departments managing information services are described, i.e., the library, the research department, public relations, and information technology. An…

A look at accountability as an organizational commitment, manifest in policies and procedures that lead to four types of actions. The four R's of accountability are interdependent stages of designating responsibility, conducting internal program reviews, ensuring external reviews and instituting program refinements. (Author)

Office employees and supervisors need to recognize and deal with the sociological aspects of coalition behavior. The office is no longer a passive participant in organizational affairs. Top-level administrators need to recognize this changed relationship and restructure their policies to deal with the office as an organizational entity. (Author/SC)

Reports on the history, rationale, procedures, and results of a 4-day meeting of some 96 administrators from two large school systems. The meeting was part of a large-scale organization development effort to begin and sustain organizational renewal processes in the entire system. (Author)

The growing concern with governance in higher education has focuses attention on the concepts of influence, power, authority, and control as defined on the educational setting. (Author)

Reports on the first part of a research study in various educational organizations in Britain engaged in Management by Objectives (MBO). Data are reported not only on the technical aspects of MBO; but also on the whole question of the leadership process, situational variables, and resistance to change and innovation. (Author)

Report on how one organization successfully overcame the back-home application problem. (Editor)

By picking and choosing the methods that suit them best, managers can make OD work best for their companies. (Author)

Multidimensional Scaling (MDS) is proposed as a viable research methodology for use by organizational scientists. Presents a brief description of the method and discusses past uses of the methodology. Describes possible uses for MDS in the areas of construct development and schema recovery. (Author)

Human Resource Development (HRD) includes activities that integrate the occupational and personal development needs of those working in an organization with the mission and goals of that organization. The author offers reasons why it is important to relate adult and continuing education to HRD. (JOW)

A special type of meeting between a new school principal and the school staff resulted in clarification of concerns and expectations, reduction of stress, and establishment of the new leadership. (MLF)