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Finally , most skills begin in the controlled state , but may become progressively more automatic with practice . Two critical variables in this process are ( a ) the consistency with which stimulus and response elements of a task are ...
Finally , most skills begin in the controlled state , but may become progressively more automatic with practice . Two critical variables in this process are ( a ) the consistency with which stimulus and response elements of a task are ...
Seite 443
Recruiting policies and practices . Washington , DC : Bureau of National Affairs . Olian , J. D. , & Rynes , S. L. ( 1984 ) . Organizational staffing : Integrating practice with strategy . Industrial Relations , 23 , 170–183 .
Recruiting policies and practices . Washington , DC : Bureau of National Affairs . Olian , J. D. , & Rynes , S. L. ( 1984 ) . Organizational staffing : Integrating practice with strategy . Industrial Relations , 23 , 170–183 .
Seite 556
All practice items must include feedback . Examples Not applicable Examples show all critical characteristics required for classification , nonexamples show absence of critical characteristics Application of the procedure must be shown ...
All practice items must include feedback . Examples Not applicable Examples show all critical characteristics required for classification , nonexamples show absence of critical characteristics Application of the procedure must be shown ...
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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