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Seite 322
In L. Cummings & B. 57-60 . Klieger , W. A. , & Mosel , J. N. ( 1953 ) . The effect of opportunity to observe and rater status on the ment : An alternative definition based on raters ' determinants 322 Borman.
In L. Cummings & B. 57-60 . Klieger , W. A. , & Mosel , J. N. ( 1953 ) . The effect of opportunity to observe and rater status on the ment : An alternative definition based on raters ' determinants 322 Borman.
Seite 390
ment center in the measurement of potential for business management . Psychological Monographs , 80 ( 17 , Whole No. 625 ) . Brennan , R. L. ( 1983 ) . Elements of generalizability theory . Iowa City , IA : American College Testing ...
ment center in the measurement of potential for business management . Psychological Monographs , 80 ( 17 , Whole No. 625 ) . Brennan , R. L. ( 1983 ) . Elements of generalizability theory . Iowa City , IA : American College Testing ...
Seite 941
See Compensation Employee flows , defined , 627,687–688 external employee movement , 693–698 and internal employee move ment , 698-706 and recruitment , 690-693 utility analysis of , 687-690 Employee stocks , 627 utility analysis of ...
See Compensation Employee flows , defined , 627,687–688 external employee movement , 693–698 and internal employee move ment , 698-706 and recruitment , 690-693 utility analysis of , 687-690 Employee stocks , 627 utility analysis of ...
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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