- THE SELECTION OF GENERAL DIRECTORS OF INDUSTRIAL ENTERPRISES AND THE CHANGING ROLE OF THE INDUSTRIAL ENTERPRISE. Najduchowska, Halina // International Studies of Management & Organization;Fall73, Vol. 3 Issue 3, p9
In this article (2) I would like to show the reader the influence ï¿½ both in the past and in the present ï¿½ on the selection process of candidates for the post of enterprise general director of the government's concept of the enterprise and its position in the management of industry. The...
- HR qualifications. // Personnel Today;1/21/2003, p28
Presents information about the degree master in science in human resource management and business. Entry requirements of the degree; Modules of the degree; Career opportunities from the degree.
- The Benefit of a Degree in I-O Psychology or Human Resources. Xuan Wang; Yancey, George B. // TIP: The Industrial-Organizational Psychologist;Jul2012, Vol. 50 Issue 1, p45
The article discusses research indicating the benefits of having a degree in industrial-organizational (I-O) psychology or human resources. One study found that more sophisticated employee selection methods are used by human resource executives with either degree and who belong to the Society...
- Organization Gap: Implications for Manpower Planning. Staszak, F. James; Mathys, Nicholas J. // California Management Review;Spring75, Vol. 17 Issue 3, p32
Internal labor supplies have been neglected because of the absence of criteria specified for higher-level managerial positions and the difficulty of identifying incumbents in lower-level positions who possess managerial potential. These difficulties led to an increased reliance on persons who...
- The Degree Is Doomed. Staton, Michael // Harvard Business Review Digital Articles;1/8/2014, p2
The article offers outlook on higher education degree or certificate as it is viewed to be losing relevance due to unbundling and decline in the value of paper degrees when employers or other evaluators avail of more efficient and holistic ways for applicants to demonstrate aptitude and skill.
- Quality Hires. Salzwedel, David // Executive Excellence;Mar2002, Vol. 19 Issue 3, p13
Advises executives on hiring the best job applicants. Use of an automated assessment tools; Asking of candidates to write a one-page report on some aspect of a certain business or industry that will force them to do some research.
- Look Right Look Left Recruit! Doyle, David // Chartered Accountants Journal;Jul2000, Vol. 79 Issue 6, p17
Presents advice on employee selection and management. Standardization of the hiring process; Documentation needed from applicants; Use of structured and competency-based interviewing; Guide to effective interview questioning; Reference checking; Performance management; Response to results of...
- Applicant Tracking Reports Make Data Meaningful. Dickmeyer, William // Workforce;Feb2001, Vol. 80 Issue 2, p64
Explains how human resource professionals can benefit from the data collected by applicant tracking systems. Meaningful data which applicant tracking systems can produce; Aspects of human resource management which can be helped by the tracking systems; Description on how applicant tracking...
- 'Resurrection is Tougher Than Birth' // Training & Development Journal;May83, Vol. 37 Issue 5, p11
Focuses on the management, selection and assessment of employees within an organization as part of its human resource development. Criticality of the issue of executive selection; Criteria on which promotions within companies are usually based; Trend in human resource development.