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Dissertations / Theses on the topic 'The organization of personnel evaluation'

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Published: 30 May 2022

Last updated: 31 July 2025

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1

Provost, J. C. (Jean-Claude). "The evaluation of human resource management in selected large organizations in Québec." Thesis, McGill University, 1995. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=22622.

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The purpose of this descriptive study is to examine how some large organizations selected for the quality of their human resource management (HRM) practices evaluate their human resource (HR) function, and to investigate the purpose and usefulness of HRM evaluation within these organizations. Five questions are investigated: (1) Who decides whether or not to evaluate the HR function? (2) What are the objectives of HRM evaluation? (3) What is the focus of HRM evaluation? (4) What are the means used to evaluate HRM? (5) What is the impact of HRM evaluation on the direction of human resource mana

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2

Armour, Colin Edward. "An Evaluation of Individuals' Construction of Personal Trust in Organizations." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2435.

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Trust is in decline within organizations resulting from poor management and ethical indifference. Failing to address trust perceptions has led to stress between management and employees. Researchers have studied organizational trust as a constant quality within groups but have neglected the uniquely individual constructs of trust that inhibit trust-building efforts. The purpose of this quantitative study was to evaluate how personal constructs of trust may affect outcomes at the organizational level among workers and managers in hierarchal structured organizations. The topics of the research q

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3

Сайфудінова, В. М. "Організація праці на підприємстві та шляхи її удосконалення (на матеріалах ПрАТ «Завод МК і МО»)". Thesis, Чернігів, 2020. http://ir.stu.cn.ua/123456789/19991.

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Сайфудінова, В. М. Організація праці на підприємстві та шляхи її удосконалення (на матеріалах ПрАТ «Завод МК і МО») : магістерська робота : 073 Менеджмент / В. М. Сайфудінова ; керівник роботи Кичко І. І. ; Національний університет «Чернігівська політехніка», кафедра управління персоналом та економіки праці. – Чернігів, 2020. – 83 с.<br>Метою випускної кваліфікаційної роботи є аналіз діючого стану організації праці на підприємстві та виявлення напрямків щодо її покращення. Об’єктом дослідження є стан організації праці на ПрАТ «Завод МК і МО». Предметом дослідження є теоретико-методологічні з

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4

Tornero, Mary Carolyn. "Improving patient satisfaction with a major healthcare organization." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1406.

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5

Palmer, Jerry K. "An examination of contrast effects, halo, and the effectiveness of accountability and debiasing strategies." Diss., Georgia Institute of Technology, 1999. http://hdl.handle.net/1853/28961.

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6

Shilongo, Johannes Angula. "An evaluation of the organizational communication of a performance management system in the city of Windhoek." Thesis, Rhodes University, 2012. http://hdl.handle.net/10962/d1003909.

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This study evaluated how the communication of the new performance management system by the City of Windhoek influenced the beliefs of its employees and consequently to determine the effects of the communication process on the degree to which buy-in and readiness is created. Armenakis, Harris and Field's (1999) five element model of examining the change recipient's beliefs, namely, discrepancy, appropriateness, principal support, efficacy, and valence was used as a framework for this study. These beliefs play a major role in affecting behaviours of the change recipients (employees) toward the i

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7

Radwan, Ali R. A. "An investigation into the approaches to the evaluation of training in Libyan Iron and Steel Company (LISCO)." Thesis, University of Gloucestershire, 2014. http://eprints.glos.ac.uk/2970/.

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This thesis investigated the approaches concepts and techniques concerning Training Evaluation within organisations as a means of contributing to the assertion that training and development can provide added value for an organisation in a non-western context. In light of this the HRD policies and strategies available and the barriers which can exist to these strategies in those countries in the Arab world, like Libya, where considered. Additionally the paradigm that in transitional countries emphasise should be placed on encouraging training and improving performance is investigated. An interp

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8

Goslett, Daniel Gideon. "People management competitive practices in the new economy." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53550.

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Thesis (MBA)--Stellenbosch University, 2003.<br>ENGLISH ABSTRACT: People management, as a differentiating factor for an organisation in a competitive environment, has become a reality. This report focuses on practical best practices in making human capital the differentiating factor in any organisation. Eight topics are discussed, after positioning them against existing models and showing their relationship to the MARDEN diagnostic model of change management. The topics are: • Ensuring that your organisation's people management strategy delivers tangible results. • Entrenching a workp

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9

Webb, Janet Marie. "Information about primary care physicians considered most useful by managed health care consumers." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1370.

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10

Normansell, David. "Situational Assessment on Leadership - Student Assessment (SALSA©): An Evaluation of the Convergent Validity with Multi-Source Feedback in Division I Intercollegiate Athletics." TopSCHOLAR®, 2011. http://digitalcommons.wku.edu/theses/1050.

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The current study assessed the convergent validity of the Situational Assessment of Leadership – Student Assessment (SALSA©) and multi-source ratings in Division I intercollegiate athletic teams. Identified student-athlete team leaders were asked to complete the SALSA©, which assesses eight dimensions of leadership. By assessing the relationship between SALSA© scores and multi-source ratings (i.e., self, teammate, and coach), of the same eight leadership dimensions, a unique multi-dimensional perspective of leadership is revealed. Results indicated a significant positive relationship between o

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11

Tamanini, Kevin B. "Evaluating Differential Rater Functioning in Performance Ratings: Using a Goal-Based Approach." Ohio : Ohio University, 2008. http://www.ohiolink.edu/etd/view.cgi?ohiou1222283256.

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12

Poonan, Kumaran. "A critical analysis of Eriez Magnetics' competitive position." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/49684.

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Thesis (MBA)--Stellenbosch University, 2001.<br>ENGLISH ABSTRACT: Eriez Magnetics, a manufacturer of specialized magnetic and associated equipment, is well positioned in terms of image and reputation. However, a growing number of low cost competitors are continuously eroding its Market share. The objective of the study was to perform a comprehensive situational analysis, and identify key issues that are necessary for Eriez to improve its competitive position. Various analytic tools and filters were used to analyse the company information, which was predominantly obtained form structured

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13

Anderson, Suzanne Michelle. "Influences of supervisor and peer support on transfer of training." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2802.

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Student employees (N=86) at a major research institution participated in a new hire orientation training and then responded to questionnaires measuring ten transfer behaviors and eight work environment constructs measuring support, frequency of contact, cohesion, and general means efficacy. Supervisor ratings of trainee performance were used to measure transfer behaviors.

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14

Мяленко, А. Р. "Формування та реалізація креативного середовища на підприємстві як запорука його успішності (на матеріалах ФОП Білецький)". Thesis, Чернігів, 2020. http://ir.stu.cn.ua/123456789/19982.

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Мяленко, А. Р. Формування та реалізація креативного середовища на підприємстві як запорука його успішності (на матеріалах ФОП Білецький) : магістерська робота : 073 Менеджмент / А. Р. Мяленко ; керівник роботи Кирилюк Ю. В. ; Національний університет «Чернігівська політехніка», кафедра управління персоналом та економіки праці. – Чернігів, 2020. – 94 с.<br>Мeтoю дoслiджeння випускної кваліфікаційної роботи виступає тeopeтичнe та пpактичнe oбґpунтування формування та реалізація креативного середовища на підприємстві як запорука його успішності (на матеріалах ФОП Білецький). Oб’єктoм дoслiджeння

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15

Msomi, Sweetness Mbalenhle. "The impact of staff educational levels in ensuring effective health programmes implementation : a comparative study of NPO's in the City of Tshwane." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1020139.

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This research study investigated the impact of staff education levels in ensuring implementation of effective health programmes: A comparative study of NPOs in City of Tshwane Metropolitan Municipality. The literature that was consulted explains the current level of education, worldwide and South Africa, challenges and reasons for lack of critical skills among health professionals and social workers. An exploratory approach was used in the study; by conducting a case study on two selected Non Profit Orgaisations (NPOs) namely, Hope for Life and Bophelong Life Community Hospice, both receiving

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16

Travisano, Jacqueline Anne. "Evaluation of the Relationship Between Employee Engagement and Student Engagement and Student Retention at a Large, Private, Not-for-Profit Research University." Thesis, NSUWorks, 2016. https://nsuworks.nova.edu/fse_etd/30.

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Research on employee engagement revealed a positive correlation between employee engagement and positive business outcomes. Within a university setting, positive business outcomes can be measured and demonstrated through higher-than-benchmarked employee engagement, student engagement, and student retention. To effect these desired outcomes, the literature revealed the need for employees to work together; to be fully invested in their work; and to advance the university’s mission, vision, and core values towards positive student success outcomes. There is a full complement of research regarding

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17

El, messnaoui Hamid. "La réadaptation à base communautaire - gouvernance et évaluation." Thesis, Lyon 2, 2011. http://www.theses.fr/2011LYO20103.

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La notion de Réadaptation à Base Communautaire (RBC), promue par l'OMS, a pour objectif de favoriser l'intégration des personnes en situation de handicap. Cette stratégie est née du constat de la nécessité de conjuguer les efforts des différents acteurs (les personnes handicapées et leurs familles, la communauté, les services sociaux, les services de santé, d'éducation et de formation) pour assurer la réussite et la pérennité des actions. Développé dans les pays en voie de développement, le concept de Réadaptation à Base Communautaire s'applique également aux pays industrialisés, où il est sou

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18

Fourie, Andries J. "Total quality management : middle and top management perceptions of the successful application of a quality management system from a general management, strategic management, quality management and human resources management view." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/836.

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Thesis (MBA (Business Management))--University of Stellenbosch, 2009.<br>ENGLISH SUMMARY: Total quality management (TQM) can be defined as a systemic approach on a global level, based on process management of continuous quality improvement by all human resources within the business or company environment, with the specific intent to satisfy the implicit expectations of all stakeholders in the specific business environment. Various factors play a role in the active drive towards a quality-driven learning environment. These factors include increasingly changing market forces, changes in cu

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19

Bolanowski, Daniel. "The Leadership Perspective of Promoting Creativity and Innovation : A case study of an R&D organization." Thesis, Uppsala University, Department of Business Studies, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-9385.

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<p>This paper focuses on leadership problems and possibilities regarding creativity in a specific R&D organization. This is done with the help of a model consisting of four domains of special interest for R&D leaders. A survey in the form of personal interviews was conducted with leaders and staff members of two R&D sections in the organization. The analysis pointed towards problems on work load and stress issues. Furthermore the organizational structure of the two sections provided a discussion on optimal structural build‐up in order to maximize creativity. Trust issues arose because of the a

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20

Burlacu, Gabriela. "Supervisor-Subordinate Directional Age Differences and Employee Reactions to Formal Performance Feedback: Examining Mediating and Moderating Mechanisms in a Chinese Sample." PDXScholar, 2013. https://pdxscholar.library.pdx.edu/open_access_etds/662.

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As a result of changing demographic trends in today's workforce, employees of all ages can now be found in all career stages. Consequently, the pairing of a younger supervisor with a relatively older employee is becoming increasingly more common. Research in the United States has shown that such demographically "non-normative" pairings have negative implications for employee attitudes and behaviors, and thus for employee performance management. However, little is known about the effects of such pairings in other nations and cultures, despite the fact that these demographic shifts are occurring

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21

Porfírio, Ana Teresa Filipe. "Avaliação de desempenho: Avaliador vs. avaliado: Que diferenças?" Master's thesis, Instituto Superior de Psicologia Aplicada, 2006. http://hdl.handle.net/10400.12/820.

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Dissertação de Mestrado em Comportamento Organizacional<br>Este estudo teve como objectivo compreender em que medida o papel desempenhado por um indivíduo num processo de avaliação de desempenho e o facto de ter tido ou não formação nesse sistema, interagem na percepção das três vertentes da justiça organizacional {distributiva, procedimental e interaccional) e consequentemente na satisfação com esse mesmo sistema. O estudo foi conduzido numa organização multinacional de serviços em Portugal, tendo sido utilizado um grupo de 256 indivíduos, aos quais foi solicitada a opinião através do preenc

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22

Stankiewicz-Mroz, Anna, and Maciej Bielecki. "FEATURES OF THE MANAGEMENT PERSONNEL EVALUATION." Thesis, НАУ, 2015. http://er.nau.edu.ua/handle/NAU/16983.

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23

Pokela, S. (Saara). "Strategic management of personnel productivity:case study in Finnish healthcare organization." Master's thesis, University of Oulu, 2016. http://urn.fi/URN:NBN:fi:oulu-201606072418.

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The modern management theories show that workers perform best when they are happily engaged in what they do. The management of human productivity is all about advancing human factors which cause the employees’ welfare and reasonableness at work. These factors combine the context of work suction: the gumption, devote and getting absorbed in work. Single human competencies and human resource development of employees have strong connection not only to the organizational business performance, but also the quality of working life and organizational development, organizational creativity and innovat

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24

Marshall, Carol. "Modelling the shift in the balance of care in the NHS." Thesis, University of Stirling, 2013. http://hdl.handle.net/1893/20350.

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The concept of Shifting the Balance of Care was first introduced to NHS Scotland in 2005 through the Kerr Report. The key messages from the report were to: ensure sustainable and safe local services, which are supported by the right skills, change the emphasis of care into the community, provide preventative reactive care, and fully integrate the system to tackle the changes, use technology more effectively, and involve the public in finding solutions to change. Following the report, a framework was developed which highlighted and prioritised eight areas of improvement. These areas for improve

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25

Peters, Sylvia Chigozirim, and Oskar Olsson. "Efficient purchasing in an organization : The importance of qualified purchasing personnel." Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-6092.

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<p><strong>Title:</strong> Efficient purchasing in an organization: the importance of qualified purchasing personnel (A case study of ABB, Västerås)</p><p> </p><p> </p><p><strong>Purpose:</strong> The purpose of this research is to learn and present how ABB (Västerås) perceives the role of the purchasing function, and the importance of involving qualified purchasing personnel in the purchasing process. By evaluating their:</p><p>· Level of participation in the overall corporate planning process,</p><p>· Relationship to suppliers and other internal units,</p><p>· R

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26

Othmane, Jamel. "L'employabilité : définition, création d'une échelle de mesure et contribution à l'étude des déterminants." Thesis, Lyon 3, 2011. http://www.theses.fr/2011LYO30022/document.

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Depuis les années 90, l’employabilité est devenue un objet de recherche. Cependant, malgré l’engouement suscité en sa faveur, elle est encore peu étudiée. Le présent travail résulte de ce constat, avec pour objectifs de proposer une définition de l’employabilité et de bien cerner ses dimensions, de développer une échelle de mesure de ce concept, et d’identifier ses déterminants. Sur la base d’une d’arguments théoriques et de conclusions d’une étude qualitative exploratoire avec les acteurs de l’emploi, une définition de l’employabilité a été proposée et ses dimensions ont été ont été précisées

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27

Sommers, Carol A. "Designing a performance evaluation system how common is a good performance evaluation model? /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1995.<br>Source: Masters Abstracts International, Volume: 45-06, page: 2962. Abstract precedes thesis as preliminary leaves [1-2]. Typescript. Includes bibliographical references (leaves 75-79).

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28

Bennett, Nathan. "Personnel/human resource departments and uncertainty : a test of Thompson's model of boundary spanning units." Diss., Georgia Institute of Technology, 1989. http://hdl.handle.net/1853/30069.

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29

Zhou, Ying Jie. "Efficient query evaluation using hybrid index organization." Thesis, University of Macau, 2011. http://umaclib3.umac.mo/record=b2492931.

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30

AlmÃ¥s, Johannes. "Building Performance Evaluation: An Organization for Documentation." Digital WPI, 2003. https://digitalcommons.wpi.edu/etd-theses/954.

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"An organization of a variety of useful references and tools for evaluating typical situations that have to be addressed in a performance based fire safety design are structured in this project. The chapters in this paper are arranged the same way as the situations may appear in fire scenarios. Each chapter discusses relevant issues for regulatory required sub evaluations in fire safety engineering. In this paper the sub evaluations are named; Fire spread within the origin, Barriers and fire spread beyond the origin, Fire detection and initial action, Automatic sprinkler systems, Smoke movemen

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Alms̊, Johannes. "Building performance evaluation an organization for documentation." Link to electronic thesis, 2002. http://www.wpi.edu/Pubs/ETD/Available/etd-0822102-183645.

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Thesis (M.S.)--Worcester Polytechnic Institute.<br>Keywords: building performance -- fire safety -- fire spread -- fire detection and initial action -- automatic sprinkler systems -- smoke movement, control and toxicity -- structural frame -- fire brigade intervention -- life safety. Includes bibliographical references.

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32

Novotná, Alena. "Evaluation of Personnel Activities in Pollmann CZ, Ltd." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-12451.

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The diploma thesis considers the question of personal activities in POLLMANN CZ s.r.o. company, which specializes in assembling processes in car industry. In the beginning, I described the company as such and then focused on the analysis of individual personal activities. In the end, I made a summary and suggested measures for improvement of the human resources situation in the company. During working on the diploma thesis, I used specialized literature, the internet, internal documents of the company and the information given by company's employees.

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33

Cheng, Li Kam-fun Eva, and 鄭李錦芬. "Behavioural trends in a multi-level marketing organization, with focuson the Amway Hong Kong distributor organization." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B31264281.

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34

Gibbons, Theresa. "Engagement, motivation, and performance in a multigenerational organization /." Burnaby B.C. : Simon Fraser University, 2005. http://ir.lib.sfu.ca/handle/1892/3627.

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35

Straker, Howard O. "Experience of Commitment| A Phenomenological Study of the Lived Experience of Primary Care Physician Commitment for Practice in Urban Medically Underserved Communities." Thesis, The George Washington University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10786279.

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<p> Nationally, over 84 million Americans live in areas that do not have access to a sufficient number of primary care providers, with the majority being in low socioeconomic urban areas. Many physicians who are recruited or choose to practice in these areas leave after several years, while others remain. Limited empirical research has addressed the experiences of the physicians who choose to stay. </p><p> Choosing to maintain a career practice in these communities indicates a commitment. For this study, commitment is defined as the psychological force that binds an individual to a target or

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Snyder, Hal Steven 1959. "AN EVALUATION OF COUNSELING SERVICES FOR FIRE DEPARTMENT PERSONNEL." Thesis, The University of Arizona, 1986. http://hdl.handle.net/10150/276426.

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Sheehan, Mary Kathleen. "A test of a multilevel model of personnel selection in a customer service organization." Texas A&M University, 2004. http://hdl.handle.net/1969.1/1556.

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The objective of the current study was to provide an initial empirical test of the Schneider, Smith, and Sipe (2000) multilevel model of personnel selection. The Schneider et al. (2000) model expanded the traditional approach to validating selection systems to include the impact that selection systems have on the broader organizational system. The current project provided an empirical test of this model by extending the traditional individual-differences approach to validation research and including group- and organization-criteria (e.g., unit-level performance and customer satisfaction). Usin

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38

Panmanee, Nuananong. "An Analysis of the Student Personnel Services Organization of Prasarnmitr, Srinakharinwirot University, Bangkok, Thailand." Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc332022/.

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The purposes of the study are to (1) compare the opinions of faculty members and students concerning the present operation of student personnel services at Prasarnmitr, Srinakharinwirot University, and (2) to propose organizational principles appropriate for student personnel services. A survey instrument developed with the consultation of five professors who are experts in this particular area (See Appendix A) was used to collect the data. The data consist of responses from questionnaires that were administered at Prasarnmitr, Srinakharinwirot University to two hundred and sixteen undergradua

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39

Rosaz, Julie. "Evaluation et Information Imparfaite." Thesis, Lyon 2, 2010. http://www.theses.fr/2010LYO22017/document.

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Cette thèse présente trois expériences sur l'évaluation de la performance des employés.L’évaluation est un outil de management très important dans un environnement où l'employeur a une croyance initiale imparfaite de la performance de ses employés. Elle permet, entre autres, à l'employeur d'améliorer son information sur la performance de ses employés. Le premier essai porte sur la phase initiale du processus d’évaluation : Comment l'employeur révise-t-il sa croyance sur la performance de son employé à l'aide d'un signal imparfait? Les résultats montrent, qu'en moyenne, l'utilisation d'un signa

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40

Manning, Amy. "Evaluation of the Junior Leader Organization in Southwestern Indian." TopSCHOLAR®, 1987. https://digitalcommons.wku.edu/theses/2560.

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Samples from three groups--Junior Leaders, 4-H members, and Non-4-H members--were compared to determine the effectiveness of the Junior Leader organization in Southwestern Indiana. Each sample in the three groups was given the Michigan Leadership Scale and a background information sheet. Comparisons were made between the groups and within each group. The study indicated that the Junior Leader group did not show a significant difference on enough of the variables in the study to conclude the members' skills could be directly attributed to the organization. The Junior Leader group was found to b

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41

Tronconi, Claudia <1979&gt. "Intangible resources and organization capital: measurement and economic evaluation." Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2008. http://amsdottorato.unibo.it/763/1/Tesi_Tronconi_Claudia.pdf.

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Intangible resources have raised the interests of scholars from different research areas due to their importance as crucial factors for firm performance; yet, contributions to this field still lack a theoretical framework. This research analyses the state-of-the-art results reached in the literature concerning intangibles, their main features and evaluation problems and models. In search for a possible theoretical framework, the research draws a kind of indirect analysis of intangibles through the theories of the firm, their critic and developments. The heterodox approaches of the evolut

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Tronconi, Claudia <1979&gt. "Intangible resources and organization capital: measurement and economic evaluation." Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2008. http://amsdottorato.unibo.it/763/.

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Intangible resources have raised the interests of scholars from different research areas due to their importance as crucial factors for firm performance; yet, contributions to this field still lack a theoretical framework. This research analyses the state-of-the-art results reached in the literature concerning intangibles, their main features and evaluation problems and models. In search for a possible theoretical framework, the research draws a kind of indirect analysis of intangibles through the theories of the firm, their critic and developments. The heterodox approaches of the evolut

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Kumar, Riya. "The Use of Personality Testing in Personnel Selection." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2038.

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Research has shown that more than 45% of American companies are opting to integrate personality tests in their recruitment processes. Given this surge in personality testing, this thesis examines whether personality testing is a valid predictor of job-fit and performance in the context of personnel selection. A large proportion of this paper is focused upon the Big-Five factor model, its limitations, and derivative tests of the model. The impact of technology upon personality testing is also discussed as an emerging field. By tracing and examining the history of personality testing to current

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Spanos, Bill. "Performance evaluation of non-academic personnel in a Quebec University." Thesis, McGill University, 1990. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=22397.

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The purpose of this study was to find out if the performance appraisal system (the PMP) of non-academic nonunionized personal of a Quebec university was developed, implemented, administered and maintained adequately.<br>The literature emphasizes certain elements essential to the successful or adequate development, implementation and administration of a performance appraisal system, and it is in reference to this body of literature that the PMP was examined. To find out how the PMP was developed, implemented and administered in practical terms, the researcher interviewed four Human Resources st

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Feltham, Robert T. "An evaluation of Home Office extended interviews for police personnel." Thesis, Aston University, 1986. http://publications.aston.ac.uk/12304/.

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In this thesis the validity of an Assessment Centre (called 'Extended Interview') operated on behalf of the British police is investigated. This Assessment Centre (AC) is used to select from amongst internal candidates (serving policemen and policewomen) and external candidates (graduates) for places on an accelerated promotion scheme. The literature is reviewed with respect to history, content, structure, reliability, validity, efficiency and usefulness of ACs, and to contextual issues surrounding AC use. The history of, background to and content of police Extended Interviews (Els) is describ

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SHAVER, KAY A. "Activity-based Evaluation of Operations Management within Service Operations Organization." NCSU, 1998. http://www.lib.ncsu.edu/theses/available/etd-19980408-101235.

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<p>SHAVER, KAY ALBRIGHT. Activity-based Evaluation of Operations Management within Service Operations Organization. (Under the direction of John Dutton.) The purpose of this study is to use historical cross-sectional data including order characteristics to predict the time requirements of the indirect activity of managing. The subject of the study is the Operations Manager, who manages the supervision of engineering and installation of orders. Predictions of time estimates for the Operations Manager will provide information for staffing and workforce planning of the indirect activities require

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RIGUEIRA, ADRIANA MESQUITA. "TEXTS ABOUT CINEMA: RHETORICAL ORGANIZATION AND EVALUATION IN FILM REVIEWS." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2010. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=16659@1.

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COORDENAÇÃO DE APERFEIÇOAMENTO DO PESSOAL DE ENSINO SUPERIOR<br>São muitos os gêneros textuais com os quais lidamos no nosso dia a dia e a resenha de filme constitui um desses gêneros. No entanto, apesar de se tratar de textos sobre assunto de interesse geral, cinema, é notória a falta de pesquisas sobre resenhas de filme na área de gêneros textuais. O presente estudo objetiva, assim, contribuir para preencher essa lacuna, buscando compreender o funcionamento de resenhas de filme em português, desde sua organização retórica até o modo como seus autores avaliam obras cinematográficas, tendo em

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Nuckolls, Ida Jeanette Thomas Clayton F. "Practices used in Illinois school districts for recruitment, selection, and assignment of instructional personnel." Normal, Ill. Illinois State University, 1993. http://wwwlib.umi.com/cr/ilstu/fullcit?p9323739.

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Thesis (Ed. D.)--Illinois State University, 1993.<br>Title from title page screen, viewed February 15, 2006. Dissertation Committee: Clayton F. Thomas (chair), Ronald L. Laymon, Patricia A. O'Connell, Jeffrey B. Hecht, Leslie L. O'Melia. Includes bibliographical references (leaves 122-132) and abstract. Also available in print.

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Drengler, Eric. "Evaluation of a manufacturer's sales representative training program." Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009drenglere.pdf.

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Kuei-Ming, Lu, and 魯桂民. "A Study on Evaluation Module toward Comprehensive Capability of Human Resources in Organization- The case study of Military Personnel Recruitment." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/50051078774110683136.

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碩士<br>中原大學<br>企業管理研究所<br>96<br>「The function of Human Resources is to improve the productivity and efficiency of the organization through talent source or manpower quality.」It’s one of important foundation in building up the human resources function. Human Resources is becoming to be a key advantage while most of enterprises are face keen competition in today’s rapid changing international society environment. The military intend to build up a 「less quantity, high quality, plenty fight」national defense force. Recruiting high quality and long service years of manpower to enhance main fight forc

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