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2. Professional Improvement Needs of Faculty of Postsecondary Technical/Vocational Programs. Summary Report. Professional Improvement Assessment Project.

Author

North Texas Univ., Denton. School of Human Resource Management., Lovelace, Bill E., and LaBrecque, Suzanne V.

Abstract

One part of a five-phase study was conducted to develop a database that identifies the professional improvement needs of postsecondary health occupations educators as expressed by individuals responding to a survey and to disseminate the findings of the needs assessment to the coordinators/directors of local institutions for planning faculty development. Information was gathered through a review of literature that identified competencies/tasks performed by individuals employed as health occupations instructors. These tasks were then validated by practitioners at four Texas colleges. A needs assessment was conducted by mailing questionnaires to coordinators/directors of faculty development asking for the present and desired levels of development of their health occupations instructors for 106 task/competency statements. Biographical information also was collected. The study found that 49 percent of the 673 responding faculty had not completed a professional development course in technical/vocational education, and 51 percent felt that development efforts in their institutions were inadequate. The respondents indicated a need for professional development in all 106 competency/task statements on the questionnaire, with the most pressing needs related to program planning, development, and evaluation. Recommendations were made to develop more extensive professional development programs for postsecondary health occupations instructors. (Appendixes include a job inventory survey and the needs assessment questionnaire.) (KC)

Published
1991

3. Professional Improvement Needs of Postsecondary Career Counselors. Summary Report. Professional Improvement Assessment Project.

Author

North Texas Univ., Denton. School of Human Resource Management., Lovelace, Bill E., and LaBrecque, Suzanne V.

Abstract

One part of a five-phase study was conducted to develop a database that identifies the professional improvement needs of postsecondary career counselors as expressed by individuals responding to a survey and to disseminate the findings of the needs assessment to the coordinators/directors of local institutions for planning faculty development. Information was gathered through a review of literature that identified competencies/tasks performed by individuals employed as postsecondary career counselors. These tasks were then validated by practitioners at four Texas colleges. A needs assessment was conducted by mailing questionnaires to coordinators/directors of faculty development asking for the present and desired levels of development of their career counselors for 92 task/competency statements. Biographical information also was collected. The study found that 54 percent of the 185 responding career counselors felt that development efforts in their institutions were inadequate; however, 73 percent of the respondents had completed a professional development course in technical/vocational education. The respondents indicated a need for professional development in all 92 competency/task statements on the questionnaire, with the most pressing needs related to the implementation of career guidance programs. Recommendations were made to develop more extensive professional development programs for postsecondary career guidance counselors. (Appendixes include a job inventory survey and the needs assessment questionnaire.) (KC)

Published
1991

4. Professional Improvement Needs of Administrators of Postsecondary Technical/Vocational Programs. Summary Report. Professional Improvement Assessment Project.

Author

North Texas Univ., Denton. School of Human Resource Management., Lovelace, Bill E., and LaBrecque, Suzanne V.

Abstract

One part of a five-phase study was conducted to develop a database that identifies the professional improvement needs of postsecondary technical/vocational administrators as expressed by individuals responding to a survey and to disseminate the findings of the needs assessment to the coordinators/directors of local institutions for planning faculty development. Information was gathered through a review of literature that identified competencies/tasks performed by individuals employed in the administration of technical/vocational programs. These tasks were then validated by practitioners at four Texas colleges. A needs assessment was conducted by mailing questionnaires to coordinators/directors of faculty development asking for their present and desired levels of development for 133 task/competency statements. Biographical information also was collected. The study found that 54 percent of the 438 administrators who responded felt that their institutions did not provide assistance in developing a plan for professional development. The respondents indicated a need for professional development in all 133 competency/task statements on the questionnaire, with the most pressing needs related to program planning, development, and evaluation. Recommendations were made to develop more extensive professional development programs for postsecondary administrators. (Appendixes include a job inventory survey and the needs assessment questionnaire.) (KC)

Published
1991

5. A Summary of Reported Policies and Procedures of Institutional Plans for Faculty Development of Postsecondary Technical/Vocational Personnel. Professional Improvement Assessment Project.

Author

North Texas Univ., Denton. School of Human Resource Management., Lovelace, Bill E., and LaBrecque, Suzanne V.

Abstract

One phase of a five-phase professional improvement assessment project developed a database that identified the professional improvement needs of postsecondary technical/vocational personnel and the policies and procedures of the institutional plans for faculty development in Texas. Following a review of the literature, a questionnaire was prepared and mailed to the coordinator or director of the institutional plan for faculty development of the 70 campuses of the 55 community colleges and technical districts in Texas; 47 of the districts responded (86 percent). The study found that each of the two-year postsecondary institutions had a functional institutional plan for faculty development. Sixty-four percent of the responding institutions used a committee to advise and/or assist with the professional development activities. The data revealed that policies of the institutional plans provided equal requirements and provisions for technical/vocational personnel and all other professional personnel of the institution. The study reached three conclusions: (1) each institution is making an active and sincere effort to plan and conduct faculty development activities to meet personnel needs; (2) institutions need technical assistance in maintaining a current assessment of the professional development needs of technical/vocational personnel; and (3) there is a need for assistance in planning and conducting activities to meet the identified professional development needs. The study recommended that the research and personnel development activities be continued. (The questionnaire is appended.) (KC)

Published
1991

6. Exemplary Strategies for Elimination of Sex Bias in Vocational Education Programs. Final Report.

Author

Human Resources Management, Inc., Washington, DC. and Maher, Sheila M.

Abstract

This report identifies and reviews projects and strategies that have proved successful in eliminating sex bias in vocational education. The information is intended to facilitate the development of affirmative measures by the States to eliminate sex discrimination in vocational education programs and to aid them in complying with regulations of Title IX of the Education Amendments of 1972. The 24 projects described are grouped into four categories according to major purpose: (1) To increase career awareness, (2) to recruit women into non-traditional vocational training, (3) to increase commitment and concern of education personnel through conferences, and/or (4) to develop materials for use by students, parents, and community. Some of the projects are in various stages of completion: Developing materials, evaluating project successes, and/or writing final reports. For each project a contact person, address, and telephone number are provided and the funding source is identified. General conclusions drawn from the analysis of the projects reviewed are presented, and four other lists of resources are included (with addresses and phone numbers): (1) Individuals and organizations, materials, projects, and studies. (HD)

Published
1976

7. Vocational Instructional Materials for Business and Office Education Available from Federal Agencies.

Author

Human Resources Management, Inc., Washington, DC. and Hill, Carol L.

Abstract

This listing of federally produced curriculum and instructional materials for business and office education is one of eight annotated bibliographies that provide information for vocational educators at the secondary, postsecondary, and adult levels. Introductory information given includes a description of how to use the listing and sources and ordering information. The remainder of the guide is comprised of citations of printed and audiovisual materials in the following subject areas: general references, accounting and bookkeeping, data programming and systems analysis, receptionist and other business communication, business law, general office typing and related secretarial and word processing, banking and finance, personnel and training programs, and office management and budget analysis. Also included are sections containing general vocational education materials and career education materials. The basic format for each entry is comprised of three sections: (1) bibliographical information, listing the title, publication number, type of material, personal author, federal sponsor, publisher, publication date, number of pages, and the price; (2) a source code, which gives the federal organization from which the material can be ordered; and (3) an annotation or explanatory notes describing the use and intended users of the material. An order form is appended. (LRA)

Published
1980

8. Vocational Instructional Materials for Allied Health Education Available from Federal Agencies.

Author

Human Resources Management, Inc., Washington, DC. and Hill, Carol L.

Abstract

This listing of federally produced curriculum and instructional materials for allied health education is one of eight annotated bibliographies that provide information for vocational educators at the secondary, postsecondary, and adult levels. Introductory information given includes a description of how to use the listing and sources and ordering information. The remainder of the guide is comprised of citations of printed and audiovisual materials in the following subject areas: general references; dental programs; medical laboratory, diagnostic, and treatment services; nuclear medical technology; emergency medical technology; nursing programs; mental health/human services programs; community health worker; rehabilitation programs; environmental health; and veterinarian and related services. Also included are sections containing general vocational education materials and career education materials. The basic format for each entry is comprised of three sections: (1) bibliographical information, listing the title, publication number, type of material, personal author, federal sponsor, publisher, publication date, number of pages, and the price; (2) a source code, which gives the federal organization from which the material can be ordered; and (3) an annotation or explanatory notes describing the use and intended users of the material. An order form is appended. (LRA)

Published
1980

9. Vocational Instructional Materials for Agriculture and Agribusiness Education Available from Federal Agencies.

Author

Human Resources Management, Inc., Washington, DC. and Hill, Carol L.

Abstract

This listing of federally produced curriculum and instructional materials for agriculture and agribusiness education is one of eight annotated bibliographies that provide information for vocational educators at the secondary, postsecondary, and adult levels. Introductory information given includes a description of how to use the listing and sources and ordering information. The remainder of the guide is comprised of citations of printed and audiovisual materials in the following subject areas: general references; agricultural production; agricultural supplies and marketing; agricultural mechanics; agricultural structures and facilities; agricultural products, processing, and marketing; plant disease and pest control; horticulture; renewable natural resources; and forestry. Also included are sections containing general vocational education materials and career education materials. The basic format for each entry is comprised of three sections: (1) bibliographical information, listing the title, publication number, type of materials, personal author, federal sponsor, publisher, publication date, number of pages, and the price; (2) a source code, which gives the federal organization from which the material can be ordered; and (3) an annotation or explanatory notes describing the use and intended users of the materials. An order form is appended. (LRA)

Published
1980

10. Vocational Instructional Materials for Trade and Industrial Education Available from Federal Agencies.

Author

Human Resources Management, Inc., Washington, DC. and Hill, Carol L.

Abstract

This listing of federally produced curriculum and instructional materials for trade and industrial education is one of eight annotated bibliographies that provide information for vocational educators at the secondary, postsecondary, and adult levels. Introductory information given includes a description of how to use the listing and sources and ordering information. The remainder of the guide is comprised of citations of printed and audiovisual materials in subject areas such as appliance and business machine maintenance and repair, building and construction programs, communications electronics, custodial services, industrial hygiene and safety, lineworker, maritime programs, firefighting, law enforcement, transportation operation and maintenance, and meatcutting. Also included are sections containing general vocational education materials and career education materials. The basic format for each entry is comprised of three sections: (1) bibliographical information, listing the title, publication number, type of material, personal author, federal sponsor, publisher, publication date, number of pages, and the price; (2) a source code, which gives the federal organization from which the material can be ordered; and (3) an annotation or explanatory notes describing the use and intended users of the material. An order form is appended. (LRA)

Published
1980

11. Vocational Instructional Materials for Special Needs Groups: Handicapped, Disadvantaged, Older Americans, Youth Employment, Displaced Homemakers; Available from Federal Agencies.

Author

Human Resources Management, Inc., Washington, DC. and Hill, Carol L.

Abstract

This listing of federally produced curriculum and instructional materials for special needs groups is one of eight annotated bibliographies that provide information for vocational educators at the secondary, postsecondary, and adult levels. Introductory information given includes a description of how to use the listing and sources and ordering information. The remainder of the guide is comprised of citations of printed and audiovisual materials in the following subject areas: handicapped, disadvantaged, older Americans, youth employment, and displaced homemakers. Also included are sections containing general vocational education materials and career education materials. The basic format for each entry is comprised of three sections: (1) bibliographical information, listing the title, publication number, type of material, personal author, federal sponsor, publisher, publication date, number of pages, and the price; (2) a source code, which gives the federal organization from which the material can be ordered; and (3) an annotation or explanatory notes giving the use and intended users of the material. An order form is appended. (LRA)

Published
1980

12. Vocational Instructional Materials for Marketing and Distributive Education Available from Federal Agencies.

Author

Human Resources Management, Inc., Washington, DC. and Hill, Carol L.

Abstract

This listing of federally produced curriculum and instructional materials for marketing and distributive education is one of eight annotated bibliographies that provide information for vocational educators at the secondary, postsecondary, and adult levels. Introductory information given includes a description of how to use the listing and sources and ordering information. The remainder of the guide is comprised of citations of printed and audiovisual materials in the following subject areas: general references; advertising; marketing research; floristry, farm, and garden supplies marketing; banking; securitites and commodities; food marketing; sales; purchasing; home and office products marketing; building materials marketing; recreational products marketing; real estate marketing; transportation and travel marketing; and international trade. Also included are sections containing general vocational education materials and career education materials. The basic format for each entry is comprised of three sections: (1) bibliographical information, listing the title, publication number, type of material, personal author, federal sponsor, publisher, publication date, number of pages, and the price; (2) a source code, which gives the federal organization from which the material can be ordered; and (3) an annotation or explanatory notes describing the use and intended users of the material. An order form is appended. (LRA)

Published
1980

13. Vocational Instructional Materials for Vocational Home Economics Education Available from Federal Agencies.

Author

Human Resources Management, Inc., Washington, DC. and Hill, Carol L.

Abstract

This listing of federally produced curriculum and instructional materials for vocational home economics education is one of eight annotated bibliographies that provide information for vocational educators at the secondary, postsecondary, and adult levels. Introductory information given includes a description of how to use the listing and sources and ordering information. The remainder of the guide is comprised of citations of printed and audiovisual materials in the following subject areas: general references, child development; clothing and textiles; consumer education; family living and parenthood education; family and individual health; food and nutrition, dietetics; home management; housing, home furnishing, and equipment; child care; and food services and related occupations. Also included are sections containing general vocational education materials and career education materials. The basic format for each entry is comprised of three sections: (1) bibliographical information, listing the title, publication number, type of material, personal author, federal sponsor, publisher, publication date, number of pages, and the price; (2) a source code, which gives the federal organization from which the material can be ordered; and (3) an annotation or explanatory notes describing the use and intended users of the material. An order form is appended. (LRA)

Published
1980

14. Revision and Updating of Listings of Vocational Instructional Materials Available from Federal Agencies. Final Report.

Author

Human Resources Management, Inc., Washington, DC. and Hill, Carol L.

Abstract

This document reports a survey of curriculum and instructional materials readily available from over ninety-two federal organizations which could be utilized by vocational educators. Chapters 1 and 2 (Executive Summary and Introduction) summarize this survey conducted by Human Resources Management, Inc., from 1979-80, which resulted in listings of available items. Chapter 3, Development of the Listing Plan, reviews the foundation for project implementation, use of an advisory group, and the work plan developed to guide project activities. Chapter 4, Sources and Collection of Materials, discusses types of sources used, source selection, means for contacting sources and recording information gathered, and material transport. Chapter 5, Processing of Materials, details the system developed for materials processing, process steps, and citation development and format. Chapter 6, Organization and Compilation of the Listings, describes actual packaging and contents of the eight listings including materials for seven traditional vocational program areas and for special needs groups--see note. Chapter 7, Awareness Building, Printing, and Distribution, discusses brochures and other mechanisms used to create awareness and their distribution. Chapter 8, Observations and Recommendations, provides insights into issues confronted, what was learned, and recommendations for future activities. Chapter 9 is a summary. (YLB)

Published
1980

15. Resource Manual of Jointly Planned/Funded Programs/Services/Activities To Serve Special Populations.

Author

North Texas Univ., Denton. School of Human Resource Management. and LaBrecque, Suzanne V.

Abstract

This document is intended to aid those in Texas doing joint planning of vocational and technical education programs with programs conducted under the Job Training Partnership Act (JTPA), the Adult Education Act, Chapter I of the Education Consolidation and Improvement Act, the Education of the Handicapped Act, the Rehabilitation Act of 1973, and apprenticeship training programs. The document is the result of an assessment of the impact of two regional workshops that were held in 1987-88 and 1988-89 to inform postsecondary personnel of the need for and process of joint planning. Section 1 provides a list of programs, services, and activities that were in place in 1988-89 as a result of the workshop conducted early in 1988. Twelve jointly planned programs for at-risk youth and hard-to-serve adults and those exclusively for hard-to-serve adults are described. Provided are contact person, program goals, program description, and evaluation information. Section 2 provides a listing and brief description of programs, services, and activities that have been planned and are using or expect to be using multiple resources for implementation as a result of the 1988-89 workshops. The 64 programs serve the handicapped, at-risk youth and hard-to-serve adults. Program descriptions include information on contact persons, program goals, target populations, planned activities, and resources. (CML)

Published
1989

16. SHRM Work & Family Survey Report, 1992.

Author

Society for Human Resource Management, Alexandria, VA.

Abstract

In March 1992, a random sample of 5,600 human resource professionals was selected from the membership of the Society for Human Resource Management (SHRM) and surveyed regarding family issues in the workplace. Respondents were asked to provide information on the size and other characteristics of their organization and workplace practices, and were surveyed about issues concerning child care and care of elder and disabled family members. The study replicated a 1988 survey to identify important trends in family-related workplace issues over the past 4 years. Study findings, based on an 18% response rate (n=1,004), included the following: (1) 29% of the organizations represented were providing child care services, up from 10% in 1988; (2) while 45% of companies with more than 5,000 employees provided child care, only 11% of those with fewer than 100 employees did so; (3) 13% of the companies were currently providing elder care, 17% were currently exploring the need for elder care, and 64% were not involved; (4) 14% were currently providing care for disabled family members, 13% were exploring the possibility, and 68% were not involved; (5) child care was the most commonly cited cause of workplace problems, resulting in absenteeism, tardiness, scheduling problems, and reluctance to travel; and (6) the most common obstacles to implementing child, elder, and disabled care were expense, liability, complexity, and lack of employer interest. (AC)

Published
1992

17. Negotiating Early Job Insecurity

Author

Edited by Bjørn Hvinden, Professor, Oslo Metropolitan University, Norway, Jacqueline O’Reilly, Professor of Comparative Human Resource Management, The University of Sussex Business School, Mi Ah Schoyen and Christer Hyggen, Senior Researchers, Norway Contributors: D.S. Abebe, S. Ayllón, K.K. Bøhler, M. Bussi, D. Buttler, L.A. Helbling, B. Hvinden, and C. Hyggen

Subjects
050903 gender studies, 05 social sciences, 050602 political science & public administration, 0509 other social sciences, 0506 political science
Published
2019
Full Text
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18. Corruption and Its Effects on Sustainable Economic Performance

Author

Appiah, Michael; School of Management Science & Engineering Department of Finance & Economics Jiangsu University, Yaw Idan Frowne, Derrick; Department of Accounting University of Cape Coast, Idan Frowne, Anita; Department of Human Resource Management African University College of Communication, Appiah, Michael; School of Management Science & Engineering Department of Finance & Economics Jiangsu University, Yaw Idan Frowne, Derrick; Department of Accounting University of Cape Coast, and Idan Frowne, Anita; Department of Human Resource Management African University College of Communication

Abstract

The study examines corruption and its effects on achieving sustainable economic performance in Africa with a data set from 2002-2017. The Hausman Test for determining the appropriate model selection between Random and Fixed effects was employed with the fixed effects model of estimation chosen to be the appropriate method of estimation indicating that the degree of relationship and significant between corruption and sustainable economic performance in negative. The R² explains that 95% of variations in sustainable economic performance in the estimation of prime independent variables. Aside corruption having a negative and insignificant impact on sustainable economic performance, an increase in human development and labour resulted in a positive and significant relations on sustainable economic performance, with the rest of the explanatory variables having a poor and negative affiliation with sustainable economic performance. The above therefore follows the empirical, conventional and theoretical perspective that corruption declines growth and sustainability both domestically and globally.

Published
2019

19. SAVE* Your Schools *(Strategies to Achieve Vocational Equality).

Author

Human Resources Management, Inc., Washington, DC. and Maher, Sheila M.

Abstract

In a project to review and analyze successful strategies to eliminate sex bias in vocational education, five basic approaches were derived from an analysis of the goals and objectives of relevant projects: (1) Increasing career awareness, (2) recruitment to non-traditional training, (3) conferences to increase commitment, concern, and activities, (4) materials development, and (5) materials review and revision. This report lists four to six projects under each category (with project directors, addresses, and phone numbers) and provides a brief summary of strategies for each type of project. (HD)

Published
1976

20. Carl D. Perkins Vocational Education Act--Job Training Partnership Act (JTPA) Joint Planning: The How-To Manual for Postsecondary Institutions. A Supplement to 'Navigating the Labyrinth.'

Author

North Texas Univ., Denton. School of Human Resource Management. and Lovelace, Bill E.

Abstract

This manual was developed to help expedite the efforts of postsecondary vocational education and Job Training Partnership Act (JTPA) programs in developing comprehensive strategies, by joint planning, to serve the common targeted populations of the Carl D. Perkins Vocational Education Act of 1984 and JTPA. It is a supplement to "Navigating the Labyrinth: The Connection between the Carl D. Perkins Vocational Education Act and the Job Training Partnership Act." The manual is organized in six sections. The first section asserts the necessity for joint planning to serve the targeted population without duplication of effort and provides a glossary of terms. The second section discusses the barriers to coordination, linkage, and joint planning, and the third section reviews the planning process. The fourth and fifth sections explain the advantages of joint planning and plot strategies to achieve such planning. The final section describes coordination and linkage activities. Appendixes profile model programs in Texas and four programs in other states. (KC)

Published
1988

21. Improving Sex Equity in Postsecondary Vocational/Technical Programs: A Resource Manual.

Author

North Texas Univ., Denton. School of Human Resource Management. and Lovelace, Bill E.

Abstract

This manual was developed to assist postsecondary administrators, faculty, staff, and students by providing materials specifically designed to eliminate sex bias and stereotyping of students and to recruit students into nontraditional careers and vocational-technical programs. The manual is organized in six sections. The first section introduces the problem of sex discrimination in education and employment and substantiates the need for methods of promoting sex equity. Section II documents the process of becoming aware of the need for sex equity, and Section III provides a program model for planning a program to promote sex equity in vocational education. Section IV outlines the role of the counselor; Section V presents strategies for creating a program to improve sex equity. The final section lists resources, such as agencies, articles and periodicals, books, films, pamphlets, videos, and contacts that can be useful in building a sex-fair vocational education program. Extensive appendixes contain materials for use in workshops on sex equity. (KC)

Published
1988

22. SHRM 2015-2016 Human Capital Benchmarking : 6 Industries, 5 Geographic Regions, and 4 Employee Sizes

Author

Society for Human Resource Management and Society for Human Resource Management

Subjects
Human capital--Statistics, Personnel management--Statistics
Abstract

The purpose of this book is to provide HR professionals and other business executives with key human capital measures. Yet for some HR professionals, when it comes to measuring activities around human capital, concrete measures can feel elusive. Numbers that relate to the context of a specific business, particularly the same industry, employee size, and geographic location, are usually difficult to find. But it is precisely this organizational profiling that is most beneficial to enable similar organizations to compare themselves to each other. The 2015-2016 Human Capital Benchmarking book contains more than 40 metrics about human capital, such as turnover, cost-per-hire and salary increases, which are detailed enough to assist HR professionals in managing HR initiatives for their organization.

Published
2016

25. State librarian : State of Utah library director recruitment brochure

Author

Utah. Department of Heritage and Arts, Utah. State Library Division, Utah. Department of Human Resource Management, Kingsbury, Patricia, Utah. Department of Heritage and Arts, Utah. State Library Division, Utah. Department of Human Resource Management, and Kingsbury, Patricia

Abstract

Employment recruitment brochure for the new State Librarian who serves as the director of the Utah State Library Division.

Published
2017

30. One Layer of Talent Management

Author

Roulin, Nicolas (Business Administration), Renaud, Robert (Department of Education), Budworth, Marie-Helene (School of Human Resource Management, York University), Neville, Lukas (Business Administration), Cadigan, Francoise, Roulin, Nicolas (Business Administration), Renaud, Robert (Department of Education), Budworth, Marie-Helene (School of Human Resource Management, York University), Neville, Lukas (Business Administration), and Cadigan, Francoise

Abstract

The talent management literature remains rife with confusion stemming in part from misdefinitions of the field and in part from overlapping and conflicting messages within the literature. In the research, I parsed down the definition of talent and talent management into two recurring themes – pivotal positions and pivotal people. I used the theory of lay beliefs, which describe people’s inherent beliefs about the fixedness (i.e., entity theorists) vs. malleability (i.e., incremental theorists) of human attributes to investigate my second category of pivotal people and introduce a model of talent identification – one component of talent management and a central and critical issue. In study 1, I used an experiment to examine the effects of performance (high vs. average), potential (high vs. average), and managers’ level of incremental theory on managers’ ratings and rankings about which employees to include in exclusive talent programs. I found that performance and potential positively predicted talent ratings, but that incremental theory did not predict the relationships between either performance or potential and talent ratings, nor did they affect how managers ranked the different employee profiles. In study 2, I used two surveys to examine perceived organizational lay beliefs’ influence on managers’ talent identification and high potential decisions and how they interacted with managers’ lay beliefs. I found that the perceived level of organizational incremental theory positively predicted the value placed on potential compared to performance, but that individual incremental theory had no effect. I also found that individual incremental theory positively predicted the value placed on learning agility compared to ability, and this relationship became stronger as organizations were perceived to hold more incremental theories. Overall, I found partial support for the theory of lay beliefs in organizational contexts. Managers seemed to make talent decisions about the

Published
2017

31. SHRM® 2012-2013 Human Capital Benchmarking : 6 Industries, 5 Geographic Regions, and 4 Employee Sizes

Author

Society for Human Resource Management and Society for Human Resource Management

Subjects
Human capital--Statistics, Personnel management--Statistics
Abstract

The purpose of this book is to provide HR professionals and other business executives with key human capital measures. In business, where the need to measure is strong, benchmarking can help identify an organization's human capital strengths and weaknesses, create a framework for managing change and encourage employees toward continuous improvement. Yet for some HR professionals, when it comes to measuring activities around human capital, concrete measures can feel elusive. Numbers that relate to the context of a specific business, particularly the same industry, employee size, and geographic location, are usually difficult to find. But it is precisely this organizational profiling that is most beneficial to enable similar organizations to compare themselves to each other. This book contains more than 40 metrics about human capital, such as turnover, cost-per-hire and salary increases, which are detailed enough to assist HR professionals in managing HR initiatives for their organization. The data is organized by total and individual industry sectors (finance, government, health care, high-tech, durable goods manufacturing, non-durable goods manufacturing), 5 geographic regions, and by employer size.

Published
2012

32. Workflex : The Essential Guide to Effective and Flexible Workplaces

Author

Families and Work Institute, Society for Human Resource Management, Families and Work Institute, and Society for Human Resource Management

Subjects
Work environment, Flextime, Job satisfaction
Abstract

For today's fast-paced and diverse workforce, workplace flexibility is a crucial element for success on and off the job. Employers who recognize this new and profound reality are a step ahead of the competition in recruiting and retaining high performing talent. A forward-looking and important benchmark resource for organizations, business leaders, and employees, this account provides comprehensive and in-depth information on how to implement a flexible workplace. It is filled with examples, how-to information, advice from experts, and tools to help employers and HR professionals set up and maintain flexible work arrangements that help meet their needs and the needs of their employees.

Published
2012

37. Human Resources in Research and Practice : The RQ Reader

Author

Society for Human Resource Management and Society for Human Resource Management

Subjects
Personnel management, Human capital
Abstract

Covering a broad spectrum of topics on HR management that are essential in today's global world, this compilation includes real-life experiences and perspectives of HR professionals to illustrate the many challenges and opportunities encountered in the field. These articles offer insight into many aspects of the HR profession, including organization development, staffing management, employee relations, and effective communication. Demonstrating how HR can contribute to the success of the company's strategy, mission, and goals, this record will be of interest to professionals and academics who will value the scope and depth of information.

Published
2011

38. Individual reactions of HR managers and professionals to corporate sustainability

Author

UCL - SSH/ILSM - Louvain School of Management Research Institute, Guerci, Marco, Decramer, Adelien, Van Waeyenberg, Thomas, Ehnert, Ina, 2nd International workshop of Sustainable Human Resource Management, UCL - SSH/ILSM - Louvain School of Management Research Institute, Guerci, Marco, Decramer, Adelien, Van Waeyenberg, Thomas, Ehnert, Ina, and 2nd International workshop of Sustainable Human Resource Management

Published
2015

41. Worklife elevated : State of Utah employee newsletter (May/June 2015)

Author

Magee, Tammy, Nicholls, April, Whipple, Chris, Utah. Department of Human Resource Management, Cox, Kristen, Recupero, Sue, Buys, Benn, Dougherty, Joe, Cragun, Debbie, Magee, Tammy, Nicholls, April, Whipple, Chris, Utah. Department of Human Resource Management, Cox, Kristen, Recupero, Sue, Buys, Benn, Dougherty, Joe, and Cragun, Debbie

Abstract

Newsletter for employees of the State of Utah.

Published
2015

43. Corporate India and HR Management : Creating Talent Pipelines, Leadership Competencies, and Human Resources

Author

Society Human Resource Management, Rohini Anand, Society Human Resource Management, and Rohini Anand

Subjects
Personnel management--India, Leadership--India, Management--India
Abstract

Based on extensive research and interviews with leading Indian organizations in different sectors, this primer to the Indian corporate culture and community outlines the rapid changes occurring in the country's business environment, illustrating their profound impact on the nature of its HR practices. Taking today's challenging economy into account, this reference demonstrates how developing diverse talent pipelines, fostering sustainable leadership competency, and appreciating the role of employer branding is a trying but vital priority for Indian businesses as well as international companies managing an Indian workforce.

Published
2010

44. Justice Perceptions of Vietnamese Employees: Understanding Vietnamese Cultural and Managerial Practices

Author

UCL - SSH/ILSM - Louvain School of Management Research Institute, Louvain School of Management - Strategy and Organisation, Lê, Thi Thu Thao, de Nanteuil, Matthieu, De Broux, Philippe, HRM in Asia, Distinctiveness of Asian Human Resource Management, UCL - SSH/ILSM - Louvain School of Management Research Institute, Louvain School of Management - Strategy and Organisation, Lê, Thi Thu Thao, de Nanteuil, Matthieu, De Broux, Philippe, and HRM in Asia, Distinctiveness of Asian Human Resource Management

Abstract

This paper examines the influence of cultural context on justice perceptions of Vietnamese employees. We focused on vocational training practice in the Vietnamese firms. We conducted 23 semi-structured interviews (with 5 human resources directors and 18 employees) in order to analyze their judgments about the justice of vocational training practice within their firm. This article argues that in the Vietnamese context, the employees give more importance to distributive and interpersonal justice than procedural justice. It then discusses the impact of cultural values, especially Confucian values on managerial practices.

Published
2014

45. Affordable Care Act (ACA) Update

Author

Utah. Department of Health, Medicaid Expansion Options Workgroup (Utah), Utah. Division of Medicaid and Health Financing, Utah. Department of Human Resource Management, Utah. Department of Health, Medicaid Expansion Options Workgroup (Utah), Utah. Division of Medicaid and Health Financing, and Utah. Department of Human Resource Management

Abstract

Presentation to the Health Reform Task Force, June 12, 2014

Published
2014

49. Worklife elevated : State of Utah employee newsletter (January/February 2014)

Author

Kula,Angela, Inoway, Winston, Magee,Tammy, Tan,Fay, Nicholls, April, Utah. Department of Human Resource Management, Recupero, Sue, Whipple, Christopher, Cragun, Debbie, Kula,Angela, Inoway, Winston, Magee,Tammy, Tan,Fay, Nicholls, April, Utah. Department of Human Resource Management, Recupero, Sue, Whipple, Christopher, and Cragun, Debbie

Abstract

Newsletter for employees of the State of Utah.

Published
2014

50. Worklife elevated : State of Utah employee newsletter (March/April 2014)

Author

Magee, Tammy, Inoway, Winston, Tan, Fay, Nicholls, April, Whipple, Chris, Utah. Department of Human Resource Management, Recupero, Sue, Kula, Angela, Cragun, Debbie, Magee, Tammy, Inoway, Winston, Tan, Fay, Nicholls, April, Whipple, Chris, Utah. Department of Human Resource Management, Recupero, Sue, Kula, Angela, and Cragun, Debbie

Abstract

Newsletter for employees of the State of Utah.

Published
2014

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