Hemeroteca

Resultados de búsqueda

SUCCESSFULLY USING TEAMS TO ASSIST IN STRUCTURAL REALIGNMENTS OR DOWNSIZING INITIATIVES

WINCHELL, T.E.

Public Personnel Management, n.º 2/2001, pág. 261

1. The Value of Teams. 2. The Diversity of FederalOrganizations. 3. The Goodness Paradox. 4. Using TeamsEffectively in a Realignment or Downsizing Environment. 5.In Closing.

SURVEY FINDINGS OF THE EFFECTIVENESS OF EMPLOYEE RECOGNITION IN THE PUBLIC SECTOR

SAUNDERSON, ROY

Public Personnel Management, n.º 3/2004, pág. 255

Sumario

1. OVERALL PERFORMANCE WITH EMPLOYEE RECOGNITION. 2. WHAT RESPONDENTS BELIEVE ABOUT THE IMPACT OF EMPLOYEE RECOGNITION. 3. RESPONDENT'S PERCEPTION OF THE EFFECTIVENESS OF RECOGNITION IN THEIR ORGANIZATION. 4. FORMAL, INFORMAL AND EVERYDAY RECOGNITION EFFECTIVENESS. 5. INSIGHTS ON RECOGNITION RESPONDENTS HAVE RECEIVED. 6. EFFECTIVENESS IN COMMUNICATING TYPES OF RECOGNITION. 7. MANAGEMENT SUPPORTS AND ACCOUNTABILITY FOR RECOGNITION GIVING. 8. OVERVIEW OF ORGANIZATIONAL CULTURE. 9. CONSISTENCY IN LIVING THE ORGANIZATIONAL VALUES. 10. DOES SENIOR MANAGEMENT HAVE A ROLE IN RECOGNITION GIVING?. 11. BEYOND BORDERS - SIMILARITIES AND DIFFERENCES BETWEEN U.S. AND CANADIAN PUBLIC SECTOR.

TEACHING EVALUATION AT A PUBLIC INSTITUTION OF HIGHER EDUCATION: FACTORS RELATED TO THE OVERALL TEACHING EFFECTIVENESS

LI-PING TANG, THOMAS

Public Personnel Management, n.º 3/1997, pág. 379

Sumario

1. Method. a) Subjects. b) Measurement. c) Results. d) Discussion.

TECHNOLOGY FOR HUMAN RESOURCES MANAGEMENT: SEVEN QUESTIONS AND ANSWERS

ASHBAUGH, SAM;MIRANDA, ROWAN

Public Personnel Management, n.º 1/2002, pág. 7

Sumario

1. Challenges and State of HRMS Technology. 2. ERP and HRMS. 3. Technology Features. 4. Modern HRMS Components. 4. Strategic Application of HRMS. 5. Implementation Risk Considerations. 6. Conclusions.

THE AMERICANS WITH DISABILITIES ACT: A NOTE ON PERSONNEL POLICY IMPACTS IN STATE GOVERNMENT

KELLOUGH, J. EDWARD

Public Personnel Management, n.º 2/2000, pág. 211

Sumario

1. The ADA and personnel management: reviewingpossible effects. 2. Data and method. 3. Results. 4. Summaryand conclusion.

THE APPLICATION OF ASSESSMENT CENTER TECHNOLOGY TO THE EVALUATION OF PERSONNEL RECORDS

THORNTON III, GEORGE C.;MORRIS, DAVID M.

Public Personnel Management, n.º 1/2001, pág. 55

Sumario

1. Strengths and Limitations of TraditionalMethods. 2. Errors in Prediction. 3. A New Method forEvaluating Past Performance. 4. Assessment Center PrinciplesApplied. 5. Statistical Analyses of Personnel RecordsReviews. 6. Potential Problems and Solutions. 7.Conclusions.

THE COACHABILITY AND FAKABILITY OF PERSONALITY-BASED SELECTION TESTS USED FOR POLICE SELECTION

MILLER, COREY E.; BARRETT, GERALD V.

Public Personnel Management, n.º 3/2008, pág. 339 a 351

Sumario

I. Method. II. Results. 1. Hypothesis 1. 2. Hypothesis 2. III. Discusion.

THE CONNECTICUT VOCATIONAL-TECHNICAL SCHOOLS LABOR-MANAGEMENT COOPERATIVE EFFORT REVISITED

BILOON, SANDRA;QUINN, MARILYN

Public Personnel Management, n.º 1/1998, pág. 77

Sumario

1. Background. 2. Why and how the effort began. 3. Key elements. 4. Problems encountered. 5. Outcomes. 6. Human resources' role. 7. Next steps.

THE EFFECT OF SUPERLEADER BEHAVIOR ON AUTONOMOUS WORK GROUPS IN A GOVERNMENT OPERATED RAILWAY SERVICE

ELLOY, DAVID F.;RANDOLPH, ALAN

Public Personnel Management, n.º 2/1997, pág. 257

Sumario

1. Autonomous work groups and the external leader. 2. Hypotheses. 3. Method. 4. Results. 5. The effect of the superleadership style upon work attitudes. 6. Discussion.

THE EFFECTS OF ORGANIZATION-BASES SELF-ESTEEM ON WORKPLACE OUTCOMES: AN EXAMINATION OF EMERGENCY MEDICAL TECHNICIANS

CARSON, KERRY D.;PHILLIPS CARSON, PAULA;LANFORD, HAL

Public Personnel Management, n.º 1/1997, pág. 139

Sumario

1. Hypotheses development. 2. Method. 3. Measures. 4. Results. 5. Post hoc analysis. 6. Conclusion.

Página 16 de 22

Hemeroteca

Resultados de búsqueda

El Centro

Formación

Doc. y Publicaciones

Investigación