Human Resource Development: Perspectives, Roles and Practice Choices
Allen & Unwin, 1999 - 365 σελίδες
The work of HRD has become very complex. The fast pace of change makes it more urgent than ever for HRD to add value to organisations. Managers are now the new HRD practitioners. They must rise to meet new challenges and get results...Part 1 looks at the 'big picture' of HRD - the current international change climate with a particular emphasis on the microeconomic context of Australia. It also addresses the links between HRD and its sibling functions of HRM and IR...Part 2 looks at the key HRD role choices - change agent, analysing needs, designing and developing programs, training, assessing, facilitating, coaching, administering and managing human resources...Part 3 examines current and frequently used practice choices available to professionals working in human relations...Key features.. - The first Australian book to address the theoretical and practical issues of HRD.. - Adopts a choice approach which is new to HRD and enables it to be linked to areas not previously connected in the literature eg. IR, Adult Education, and HRM...This book will be attractive to undergraduate students as well as graduates, practitioners and tertiary staff in TAFE and universities.
Τι λένε οι χρήστες - Σύνταξη κριτικής
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Recent Microeconomic Reforms in Australia
The relationship between knowledge development and research
Competency profiles for research roles
The HRD Practitioners Role as a Change Agent
Total Employee Involvement TEI
Managing Value Through Workshop Facilitation
Using High Performance Technology to Improve
A model for human performance improvement
The Truth About Teams
Developing and Managing Diversity
Management Development Program
Tools for Transforming Organisations
achieve action activities analysis approach areas assessment Australian become behaviour challenges choice client coaching commitment communication competencies competitive concept consultant continuous create critical culture described diversity economic effective employees encourage ensure environment evaluation example expected experience facilitator Figure focus function future global globalisation goals human ideas identify impact implementation important improvement increased individuals industry involves issues knowledge lead leadership learning levels maintained means occurs opportunities organisation outcomes participants performance perspective planning practice practitioners present problem productivity professional programs questions reflection relationships responsibility role shared skills staff strategy structure success task thinking types understanding workers workplace
Σελίδα 250 - A team is a small number of people with complementary skills who are committed to a common purpose, performance goals and approach for which they hold themselves mutually accountable.
Σελίδα 253 - The most important source of satisfaction for this desire is the response we get from the people we are close to, in whom we are interested, and whose approval and support we are eager to have. The face-to-face groups with whom we spend the bulk of our time are, consequently, the most important to us.
Σελίδα 18 - I see by little and little more of what is to be done, and how it is to be done, should I ever be able to do it.
Σελίδα 121 - Training is a planned process to modify attitude, knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities.
Σελίδα 23 - Teleworking is a flexible way of working which covers a wide range of work activities, all of which entail working remotely from an employer, or from a traditional place of work, for a significant proportion of work time.
Σελίδα 6 - The death of distance as a determinant of the cost of communications will probably be the single most important economic force shaping society in the first half of the next century.
Σελίδα 204 - In this context the precise definition of "scenario" is: a tool for ordering one's perceptions about alternative future environments in which one's decisions might be played out.