Relevant bibliographies by topics / Development of employee

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Development of employee'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Development of employee.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Journal articles on the topic "Development of employee"

1

CROUCHER, RICHARD, and MICHAEL BROOKES. "German Employers’ Inputs to Employee Skills Development." Industrial Relations: A Journal of Economy and Society 48, no. 2 (April 2009): 231–36. http://dx.doi.org/10.1111/j.1468-232x.2009.00555.x.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Lee, Chay Hoon, and Norman T. Bruvold. "Creating value for employees: investment in employee development." International Journal of Human Resource Management 14, no. 6 (September 2003): 981–1000. http://dx.doi.org/10.1080/0958519032000106173.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Jangbahadur, Uttara, and Vandna Sharma. "Measuring Employee Development." Global Business Review 19, no. 2 (November 23, 2017): 455–76. http://dx.doi.org/10.1177/0972150917713548.

Full text
Abstract:
The aim of this study is to identify the factors of employee development (ED) and to validate those identified set of factors using confirmatory factor analysis (CFA). Data were collected personally from employees of manufacturing industries. Factor analysis was carried out to explore the factors and CFA was carried out to check the reliability, validity and the model fitness. The scale had a high degree of reliability and validity and ensured the presence of both convergent and discriminant validity. The scale developed in this study is based on only four factors of ED as identified by different authors. In future, other factors, such as knowledge management and management development programmes, can also be included in the study. The instrument developed in the study for ED provides a basis for most of the academicians and the researchers to empirically test the relationship between ED, individual performance and organizational effectiveness, which has become an important area of interest among the researchers in recent years. The study is based on identifying the measures/factors of ED and validate those factors.
APA, Harvard, Vancouver, ISO, and other styles
4

James, Philip. "Employee development programmes." Personnel Review 25, no. 2 (April 1996): 35–49. http://dx.doi.org/10.1108/00483489610110078.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Castillo, Victoria, Lucas Figal Garone, Alessandro Maffioli, Sofia Rojo, and Rodolfo Stucchi. "Knowledge Spillovers through Labour Mobility: An Employer–Employee Analysis." Journal of Development Studies 56, no. 3 (May 3, 2019): 469–88. http://dx.doi.org/10.1080/00220388.2019.1605057.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Philpot, Denise R., and Mariya Gavrilova Aguilar. "Post-Leave (Return to Work) Training Needs and Human Resource Development." Advances in Developing Human Resources 23, no. 2 (March 5, 2021): 171–84. http://dx.doi.org/10.1177/1523422320982935.

Full text
Abstract:
The Problem Employee leave is impacted by a variety of laws that address employer obligations and employee responsibilities. While the employee leave process is managed by an organization’s Human Resource Management (HRM) function, in most cases these laws and internal organizational policies and procedures do not address the training needs related to the employee’s return to work and subsequent integration into the workplace. Training, and Development is a component of Human Resource Development (HRD) and thus HRD should be largely involved in the employee’s transition back to work. In addition, supervisors/managers should examine their role in to evaluating the training needs of the employee and facilitating a successful post-leave return to work. The HRD literature can benefit from an integrated model of. The Solution This article reviews an important workplace phenomenon existing at the intersection of Human Resource Management (HRM) policies related to employee leave and HRD practices related to addressing training needs upon return to work and emphasizing employee orientation and integration back into the workforce. As a major component of HRD, Organization Development (OD) can also be employed to create a supportive organizational culture for employees on leave. We synthesize existing research on post-leave and rely on the HRD literature to propose solutions that highlight employee training and development interventions. Recommendations for practitioners include how to improve the workplace environment for employees prior to their leave as well as upon return, how to enhance the existence of orientation programs, and how to properly train managers to work well with employees and assess their training needs upon return from leave. The Stakeholders HRD practitioners that are looking to improve leave policies and documented practices as they pertain to the performance and training needs of leave-taking employees upon returning to work as well as managers that strive to ensure returning employees have the knowledge and skills necessary to regain previous levels of competence and productivity will be interested in this research.
APA, Harvard, Vancouver, ISO, and other styles
7

Noe, Raymond A. "Employee Training & Development." NHRD Network Journal 2, no. 4 (January 2009): 87–88. http://dx.doi.org/10.1177/0974173920090420.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Stofkova, Zuzana, and Viera Sukalova. "Sustainable Development of Human Resources in Globalization Period." Sustainability 12, no. 18 (September 17, 2020): 7681. http://dx.doi.org/10.3390/su12187681.

Full text
Abstract:
The article deals with human resource management, its theoretical principles, and its use in practice in the era of globalization. The main goal of this paper is to analyze and describe human resource management focused on the process of human resource development and education. The article shows how the principles are applied in a selected Information-Communication Technologies (ICT) company in Slovakia as an attractive employer who is interested in satisfaction, education, and growth of its employees, thus employer branding. The data was collected through a questionnaire survey with employees in the selected company. Secondary data from corporate sources were used, too. The aim of the survey was to point out the human resources management in a selected company and to examine the perception of the impact of employees development on their performance and to design effective approaches to personnel development in a selected company with an impact on employee performance. The aim of the survey was to find out whether there was a dependence between the subjectively perceived performance of the employees and individual aspects, which are the completion of technical training programs, individual evaluation of the employee, relocation of the employee, and the number of completed training activities. A questionnaire survey was used to achieve this goal.
APA, Harvard, Vancouver, ISO, and other styles
9

Мазур, Е. Ю., and И. П. Матвеева. "Psychological Characteristics of Employer-Employee Interaction." Психолого-педагогический поиск, no. 1(53) (June 27, 2020): 99–109. http://dx.doi.org/10.37724/rsu.2020.53.1.013.

Full text
Abstract:
В статье рассматривается роль руководителя при общении с подчиненными как один из факторов, детерминирующих возникновение синдрома эмоционального выгорания. Анализируются концептуальные подходы к изучению синдрома эмоционального выгорания. Недостаточная осведомленность руководителя о синдроме и его симптомах снижает эффективность бизнес-процессов. Вместе с тем информированность о проявлениях эмоционального выгорания помогает руководителю правильно выстроить коммуникативный процесс в организации, что способствует не только налаживанию благоприятного климата в коллективе, но и развитию организации. Данные выводы экспериментально подтверждены на примере исследования, проведенного среди провизоров и руководителей аптечной сети. The article focuses on the employers’ contribution to their employees’ emotional exhaustion. It analyzes conceptual approaches to the investigation of burnout syndrome. Employers’ lack of awareness of burnout and its symptoms decreases the efficiency of business processes. Employers’ awareness of burnout symptoms ensures efficient employer-employee interaction, which helps improve psychological climate and ensures company development. The conclusions have been tested on pharmacists and heads of pharmacy networks.
APA, Harvard, Vancouver, ISO, and other styles
10

Burden, Johann, and Gert Roodt. "The Development of an Organisational Redesign Model." SA Journal of Human Resource Management 6, no. 3 (March 30, 2009): 22–33. http://dx.doi.org/10.4102/sajhrm.v6i3.160.

Full text
Abstract:
The objective of this study was twofold: Firstly, to explore and describe the perceived fairness of a disciplinary procedure in the workplace and, secondly, to develop guidelines that could be used by managers to provide a fairer experience of the disciplinary procedure. A qualitative research design was employed. In-depth interviews were conducted with participants who were purposely divided into two groups (an employee participant group and an expert participant group). Results indicated that employees experienced the disciplinary procedure as traumatic, unfair and not reliable. Guidelines were formulated to manage employee discipline more effectively.
APA, Harvard, Vancouver, ISO, and other styles
More sources

Dissertations / Theses on the topic "Development of employee"

1

Beck, Karen. "The development of affective organisational commitment /." Title page, contents and summary only, 1997. http://web4.library.adelaide.edu.au/theses/09PH/09phb3933.pdf.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Hall, Marvin D. "Relationship between Employee Development, Employee Burnout, and Employee Turnover Intentions." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6571.

Full text
Abstract:
Employee turnover is a concern for the highway maintenance leaders in the construction industry because employees with turnover intentions may exhibit decreased commitment and increased cynicism towards the organization, which may affect business profits. The purpose of this correlational study was to examine the relationship between employee development, employee burnout, and employee turnover intentions in highway maintenance organizations in the United States. Hobfoll's conservation of resources theory was the framework for this study. A convenience sampling of participants, which included a target audience who accessed the paper-based surveys from 6 field offices and the central office building within the northwestern region of Pennsylvania, returned 68 useable surveys for a response rate of approximately 33%. The data from the 68 participants were analyzed using multiple linear regression analysis. The population for the study consisted of supervisors, foremen, executive staff, and full-time management personnel. Results of the multiple linear regression analysis indicated a statistically significant relationship between employee development and employee turnover intentions (p < 0.05, β = 0.360) and between employee burnout and employee turnover intentions (p < 0.05, β = 0.512). The results of this study may contribute to positive social change by reducing employee turnover in the construction industry, keeping skilled employees within local communities, and helping employees accomplish career goals while increasing economic value. Highway maintenance leaders could use the money saved from turnover to invest in employee development and employee wellness programs.
APA, Harvard, Vancouver, ISO, and other styles
3

Shelton, Karen. "The effects of employee development programs on job satisfaction and employee retention." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001sheltonk.pdf.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Shuler, Cynthia Jenkins. "Telecommunication Organization Employee Development Program's Role in Employee Engagement." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7897.

Full text
Abstract:
The risk of losing the most talented workers due to limited career opportunities had become an issue for telecommunication organizations. Talented workers became disengaged when there were limited opportunities for growth and development. To address this issue, human resource practitioners created employee development programs aimed at increasing employee engagement to help retain talented workers. However, data to determine the link between employee development programs, engagement, and retention were limited. The purpose of this qualitative study was to explore managers' and employees' perceptions of how a telecommunication organization's employee development program contributes to employee engagement and to explore employees' experiences resulting from the transfer of learning. Kahn's engagement model and Kirkpatrick's and Phillips's and Phillips's evaluation models provided the conceptual framework for this study. The guiding research questions focused on employees' and managers' perceptions of how the telecommunication organization's employee development program contributes to employee engagement and on employees' experiences resulting from the transfer of learning engagement concepts and activities. Using purposeful sampling, 10 employees who attended the employee development program and 5 managers shared their perceptions and experiences. The thematic analysis of the interview data uncovered 3 themes that are critical for engagement – employee-centric culture, support for career development, and management knowledge needed for real-time support. The implication of the project study was a 3-day professional development workshop for managers. Understanding how the employee development program contributes to employee engagement could offer better ways to retain talents.
APA, Harvard, Vancouver, ISO, and other styles
5

Marquis, Geraldine L. "Development of handbook addressing self-efficacy and intrinsic motivation in the corporate training setting." [Denver, Colo.] : Regis University, 2005. http://165.236.235.140/lib/GMarquis2005.pdf.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Hobson, Nicole DeJarnett Beyerlein Michael Martin. "Succession planning and situational engagement." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-5168.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

McCargar, Cindy L. "Development and evaluation of a train-the-trainer program for subject matter experts at Company X." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999mccargarc.pdf.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Herb, Kelsey Cristine. "Investigating the Impact of Employee Development Activities on Employee Well-being." University of Akron / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=akron1429216423.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Ntile, Zukiswa. "Assessing the personal development of employees in a municipal environment." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020420.

Full text
Abstract:
Skills transfer to Municipal employees is lacking due to management delays in acknowledging and understanding its importance to the affected employees. These result in poor work performance and services delivery to the communities. In the research design the Job Performance in any organisation is expected to be releasing good results or outcomes. Employees expect to be recognised in their work they perform. The employers’ responsibility is to ensure that the employee’s interests are taken care of reasonably. Scarce skill is a very important aspect in the career of specialised skilled employees and expectations are very high in this kind of environment. Globally the scarce skill is one of the aspects that is encouraged that organisations should take cognisance of. When staff is recruited and works for the Municipality it is vital that they are retained and capacitated through trainings. The employees that have worked for the Municipality a longer period should or must at least transfer those skills for the preparation of the succession planning and continuity in the organisation. The data was collected in a form of a questionnaire where respondents indicated their responses based on the questions formulated to measure their job performance, scarce skills, retention of staff, recruitment and selection, on-the-job training for skills transfer and training in relevant field. The data collected was analysed and presented in the form of tables and percentages. The study has revealed that the clear strategies recommended are essential in the personal development of employees through training, recognition inthe institution by way of remuneration or awards and ensuring to retain staff for a longer period for succession planning in a municipal environment.
APA, Harvard, Vancouver, ISO, and other styles
10

Dachner, Alison M. "Self-Guided Development: A proactive approach to employee development." The Ohio State University, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=osu1366142796.

Full text
APA, Harvard, Vancouver, ISO, and other styles
More sources

Books on the topic "Development of employee"

1

Harrison, Rosemary. Employee development. London: Institute of Personnel and Development, 1997.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
2

Management, Institute of Personnel, ed. Employee development. Wimbledon, London: Institute of Personnel Management, 1993.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
3

Pettinger, Richard. Mastering employee development. Basingstoke: Palgrave, 2002.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
4

Employee training and development. Boston: Irwin/McGraw-Hill, 1999.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
5

Noe, Raymond A. Employee training and development. Boston: Irwin/McGraw-Hill, 2002.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
6

Employee training and development. 6th ed. New York: McGraw-Hill/Irwin, 2013.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
7

Employee training and development. 5th ed. New York: McGraw-Hill Irwin, 2010.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
8

C, Messinger Rhonda, ed. Strategic employee development guide. San Francisco: Jossey-Bass/Pfeiffer, 1999.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
9

Noe, Raymond A. Employee training and development. 5th ed. Boston: McGraw-Hill/Irwin, 2010.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
10

Brinkerhoff, Robert O. Strategic employee development guide. San Francisco: Jossey-Bass/Pfeiffer, 1999.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
More sources

Book chapters on the topic "Development of employee"

1

Charman, Tony, Susan Hepburn, Moira Lewis, Moira Lewis, Amanda Steiner, Sally J. Rogers, Annemarie Elburg, et al. "Employee Development." In Encyclopedia of Autism Spectrum Disorders, 1098. New York, NY: Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4419-1698-3_100530.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Hall, David, Clare Matton, and Gary Rees. "Employee Development." In Contemporary Themes in Strategic People Management, 156–65. London: Macmillan Education UK, 2013. http://dx.doi.org/10.1007/978-1-137-27224-9_15.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Nieto, Michael L. "Integrated Employee Development." In An Introduction to Human Resource Management, 163–82. London: Macmillan Education UK, 2006. http://dx.doi.org/10.1007/978-0-230-21623-5_9.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Dresang, Dennis L. "Employee Training and Development." In Personnel Management in Government Agencies and Nonprofit Organizations, 229–47. Sixth edition. | New York : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315545387-12.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Riggio, Ronald E. "Employee Training and Development." In Introduction to Industrial/Organizational Psychology, 178–212. Seventh Edition. | New York : Routledge, [2017] | Revised edition of the author’s Introduction to industrial/organizational psychology, 2013.: Routledge, 2017. http://dx.doi.org/10.4324/9781315620589-7.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Burt, Christopher D. B. "The Initial Employment Period: Behaviors, Familiarity, Adaptation and Trust Development." In New Employee Safety, 91–107. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-18684-9_7.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Roberts, Gary E. "Employee Training and Development Principles." In Servant Leader Human Resource Management, 199–214. New York: Palgrave Macmillan US, 2014. http://dx.doi.org/10.1057/9781137428370_9.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Mendenhall, Mark E., Torsten M. Kühlmann, Günther K. Stahl, and Joyce S. Osland. "Employee Development and Expatriate Assignments." In The Blackwell Handbook of Cross-Cultural Management, 155–83. Oxford, UK: Blackwell Publishing Ltd, 2017. http://dx.doi.org/10.1002/9781405164030.ch9.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Valentin, Claire. "Employee Engagement Interventions: HRD, Groups and Teams." In Human Resource Development, 305–27. London: Macmillan Education UK, 2014. http://dx.doi.org/10.1007/978-1-137-36133-2_14.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Cunningham, J. Barton. "Encouraging Employee Development in Reviewing Performance." In Strategic Human Resource Management in the Public Arena, 157–84. London: Macmillan Education UK, 2016. http://dx.doi.org/10.1007/978-1-137-43241-4_8.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Conference papers on the topic "Development of employee"

1

Sudjiwanati and Nindita Pinastikasari. "Employee Performance and Employee Engagement Towards Job Satisfaction." In International Conference on Community Development (ICCD 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.201017.150.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Arrasyid, Muhammad, and Amaliyah Amaliyah. "Sustainability Development of Employee Using Kaizen." In International Conference on Environmental Awareness for Sustainable Development in conjunction with International Conference on Challenge and Opportunities Sustainable Environmental Development, ICEASD & ICCOSED 2019, 1-2 April 2019, Kendari, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.1-4-2019.2287262.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Wang, Hao, Jiamin Liu, Erbao Wang, Jiting Li, Tao Wang, and Yingwu Chen. "Predicting Employee Career Development based on Employee Personal Background and Education Status." In DSIT 2019: 2019 2nd International Conference on Data Science and Information Technology. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3352411.3352451.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Jensen, Kent Wickstrøm, and Torben Andersen. "Social Network Effects on Supervisor-Employee Performance Assessment." In 2nd Human Resource Management & Professional Development. Global Science Technology Forum, 2012. http://dx.doi.org/10.5176/2251-2449_hrmpd12.51.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Titan, Andy Effendi, and Trivena. "Online training effect on employee skills development." In 2014 2nd International Conference on Information and Communication Technology (ICoICT). IEEE, 2014. http://dx.doi.org/10.1109/icoict.2014.6914081.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Tay, Angeline. "Recent development in research on employee commitment." In 2009 International Conference on Management Science and Engineering (ICMSE). IEEE, 2009. http://dx.doi.org/10.1109/icmse.2009.5318146.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Xuanfang, Hou, and Yuan Qiao. "The Review of Employee Silence." In Proceedings of the 2019 4th International Conference on Social Sciences and Economic Development (ICSSED 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icssed-19.2019.151.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Mindasova, Dominika. "ASSESSING THE DEVELOPMENT CENTRE IMPACT ON THE EMPLOYEE COMPETENCE DEVELOPMENT." In 14th SGEM GeoConference on ECOLOGY, ECONOMICS, EDUCATION AND LEGISLATION. Stef92 Technology, 2014. http://dx.doi.org/10.5593/sgem2014/b53/s22.074.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Bartik, D., A. Hoeltl, and R. Brandtweiner. "The leverage of corporate environmental protection concepts on employee motivation." In SUSTAINABLE DEVELOPMENT AND PLANNING 2013. Southampton, UK: WIT Press, 2013. http://dx.doi.org/10.2495/sdp130051.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Ghozali, Mohammad, Hamid Zarkasyi, Kurnia Jayanti, and Yunita Wulandari. "Employee Performance Appraisal in Business." In The First International Conference On Islamic Development Studies 2019, ICIDS 2019, 10 September 2019, Bandar Lampung, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.10-9-2019.2289352.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Reports on the topic "Development of employee"

1

McCracken, Arienne, Chunhui Xiang, Ellen Carol McKinney, Ling Zhang, Rachel Eike, and Sarah Bennett. Product Development Competencies: Analysis of Employer Needs. Ames (Iowa): Iowa State University. Library, January 2019. http://dx.doi.org/10.31274/itaa.8435.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Gordon, Eleanor, and Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, April 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

Full text
Abstract:
The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.
APA, Harvard, Vancouver, ISO, and other styles
3

Maguire, Sheila Maguire, and Kim Berman Berman. Working with Employers: Skills and Strategies for Job Development Success - Facilitator Guide. Philadelphia, PA United States: Public/Private Ventures, August 2008. http://dx.doi.org/10.15868/socialsector.14062.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

McCall, Jamie. Piedmont Community College: Partnering to Help Small Businesses. Carolina Small Business Development Fund, January 2021. http://dx.doi.org/10.46712/pcc.case.study.

Full text
Abstract:
North Carolina’s community college system is a vital component of the state’s economic development strategy. With their unique knowledge of employer talent needs, these institutions are primary actors in the promotion of local economic growth and sustainable development. Using a combination of semi-structured interviews and focus group data, we assess how Piedmont Community College is following best practices in this area of policy. The college’s use of strategic partnerships and focus on small business development offer an example of innovative community development strategy.
APA, Harvard, Vancouver, ISO, and other styles
5

Petersen, Rodney, Danielle Santos, Matthew C. Smith, Karen A. Wetzel, and Greg Witte. Workforce Framework for Cybersecurity (NICE Framework). National Institute of Standards and Technology, November 2020. http://dx.doi.org/10.6028/nist.sp.800-181r1.

Full text
Abstract:
This publication from the National Initiative for Cybersecurity Education (NICE) describes the Workforce Framework for Cybersecurity (NICE Framework), a fundamental reference for describing and sharing information about cybersecurity work. It expresses that work as Task statements and describes Knowledge and Skill statements that provide a foundation for learners including students, job seekers, and employees. The use of these statements helps students to develop skills, job seekers to demonstrate competencies, and employees to accomplish tasks. As a common, consistent lexicon that categorizes and describes cybersecurity work, the NICE Framework improves communication about how to identify, recruit, develop, and retain cybersecurity talent. The NICE Framework is a reference source from which organizations or sectors can develop additional publications or tools that meet their needs to define or provide guidance on different aspects of cybersecurity education, training, and workforce development.
APA, Harvard, Vancouver, ISO, and other styles
6

Zabneva, E. I. Theoretical and methodological approaches to the study of the development of professionalism of municipal employees as a factor of social efficiency of the local government system. Ljournal, 2019. http://dx.doi.org/10.18411/kuznecova-klimuk-rej-2019.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Zabneva, E. I. Theoretical and methodological approaches to the study of the development of professionalism of municipal employees as a factor of social efficiency of the local government system. Ljournal, 2018. http://dx.doi.org/10.18411/zabneva-teoretiko_metodologich.podhod-2018.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Ceia, Vanessa, Benji Nothwehr, and Liz Wagner. Gender and Technology: A rights-based and intersectional analysis of key trends. Oxfam, May 2021. http://dx.doi.org/10.21201/2021.7598.

Full text
Abstract:
This report employs an intersectional feminist framework to identify and analyze key trends related to gender and technology. It aims to provide a holistic picture of how gender and technology are embedded in and influenced by a myriad of intersecting issues and challenges that complicate how ICT for development (ICT4D) initiatives concretely impact women’s lives. Based on synthesized research, the report provides recommendations for relevant stakeholders on how to approach the field of international development using technology as a tool for social good in ways that benefit the most marginalized members of our global community.
APA, Harvard, Vancouver, ISO, and other styles
9

Mracek Dietrich, Anna, and Ravi Rajamani. Unsettled Issues Regarding the Certification of Electric Aircraft. SAE International, March 2021. http://dx.doi.org/10.4271/epr2021007.

Full text
Abstract:
The aerospace industry is beginning to grapple with the reality of certifying electric aircraft (EA), signaling the maturing of the field. Many players are ramping up their activities to respond to imminent technical, safety, and regulatory requirements. While there are gaps in EA knowledge as well as the processes for certifying them, some leading standards development organizations (SDOs) such as SAE International, ASTM International, and RTCA—ably supported by representatives from regulatory agencies—are stepping in to address many of these issues. Of special importance are the new rule changes in the normal category (14 CFR Part 23, Amendment 64) that shift from a prescriptive philosophy to “performance-based rules.” Regarding system knowledge, there has been a trend in the use electrical energy to power systems that have long employed mechanical hydraulics. In the new EA paradigm, these components will be employed at criticality levels not previously witnessed in conventional aircraft, calling for a specific set of certification demands. Unsettled Issues Regarding the Certification of Electric Aircraft tackles the certification challenges faced by EA manufacturers in both the small (normal) and large (transport) categories, addressing technical, business, and process issues.
APA, Harvard, Vancouver, ISO, and other styles
10

O’Brien, Tom, Deanna Matsumoto, Diana Sanchez, Caitlin Mace, Elizabeth Warren, Eleni Hala, and Tyler Reeb. Southern California Regional Workforce Development Needs Assessment for the Transportation and Supply Chain Industry Sectors. Mineta Transportation Institute, October 2020. http://dx.doi.org/10.31979/mti.2020.1921.

Full text
Abstract:
COVID-19 brought the public’s attention to the critical value of transportation and supply chain workers as lifelines to access food and other supplies. This report examines essential job skills required of the middle-skill workforce (workers with more than a high school degree, but less than a four-year college degree). Many of these middle-skill transportation and supply chain jobs are what the Federal Reserve Bank defines as “opportunity occupations” -- jobs that pay above median wages and can be accessible to those without a four-year college degree. This report lays out the complex landscape of selected technological disruptions of the supply chain to understand the new workforce needs of these middle-skill workers, followed by competencies identified by industry. With workplace social distancing policies, logistics organizations now rely heavily on data management and analysis for their operations. All rungs of employees, including warehouse workers and truck drivers, require digital skills to use mobile devices, sensors, and dashboards, among other applications. Workforce training requires a focus on data, problem solving, connectivity, and collaboration. Industry partners identified key workforce competencies required in digital literacy, data management, front/back office jobs, and in operations and maintenance. Education and training providers identified strategies to effectively develop workforce development programs. This report concludes with an exploration of the role of Institutes of Higher Education in delivering effective workforce education and training programs that reimagine how to frame programs to be customizable, easily accessible, and relevant.
APA, Harvard, Vancouver, ISO, and other styles
You might also be interested in the extended bibliographies on the topic 'Development of employee' for particular source types:
Journal articles Dissertations / Theses Books
We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!

To the bibliography