Im Buch
Ergebnisse 1-3 von 79
Seite 534
Similarly , if the purpose of the analysis is to determine which tasks should be learned on the job and which should be learned in training , then answers to questions about how difficult it is to learn the KSAs associated with the task ...
Similarly , if the purpose of the analysis is to determine which tasks should be learned on the job and which should be learned in training , then answers to questions about how difficult it is to learn the KSAs associated with the task ...
Seite 557
One of the purposes of a needs assessment is to determine the KSAs required for successful job performance . As shown in the instructional model presented in Figure 1 , this information must provide direct input into the training ...
One of the purposes of a needs assessment is to determine the KSAs required for successful job performance . As shown in the instructional model presented in Figure 1 , this information must provide direct input into the training ...
Seite 670
In the imperfect information model , one uses Bayesian probability relationships to determine how imperfect information changes the a priori probability estimates , the decisions implied by these changes , and the expected consequences ...
In the imperfect information model , one uses Bayesian probability relationships to determine how imperfect information changes the a priori probability estimates , the decisions implied by these changes , and the expected consequences ...
Was andere dazu sagen - Rezension schreiben
Es wurden keine Rezensionen gefunden.
Andere Ausgaben - Alle anzeigen
Häufige Begriffe und Wortgruppen
ability activities actual Applied Psychology approach assessment attributes behavior chapter characteristics cognitive concept concern considered constructs correlation costs criteria criterion decision defined described determine dimensions discussed effects empirical employees estimates evaluation examined example exist expected factors Figure force function human human factors identify important increase individual industrial influence involved issues job analysis Journal of Applied judgments knowledge learning less managers mean measures memory ment methods needs noted observed operations organization organizational outcomes percent performance person Personnel positive possible practice predict predictor presented problem procedures produce question ratings recruitment refers reflect reported represent responses role sample scale Schmidt scores selection similar situations skills social sources specific standard structure studies suggests task theory tion training program types utility validity variables