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Human Resource Development Review (HRDR) is an international quarterly peer-reviewed academic journal whose main goal is to promote theory and theory building in human resource development (HRD) and related fields.
A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...
360-degree feedback (also known as multi-rater feedback, multi-source feedback, or multi-source assessment) is a process through which feedback from an employee's colleagues and associates is gathered, in addition to a self-evaluation by the employee.
While the planned development of human resources on a regional level has arguably existed since at least the Middle Ages, [5] the first known use of the term “human resource development” in reference to an entire region or nation was in Harbison and Myers’s (1964) publication entitled Education, Manpower, and Economic Growth: Strategies of Human Resource Development which considered the ...
The planning processes of most best practice organizations not only define what will be accomplished within a given time-frame, but also the numbers and types of human resources that will be needed to achieve the defined business goals (e.g., number of human resources; the required competencies; when the resources will be needed; etc.).
In organizational theory, organizational analysis or industrial analysis is the process of reviewing the development, work environment, personnel, and operation of a business or another type of association. [1]
Managing Human Resources in Small & Mid-Sized Companies. AMACOM Div American Mgmt Assn. ISBN 9780814473115. Shawn A. Smith & Rebecca A. Mazin (2004). "Training and Development". The HR Answer Book. AMACOM Div American Mgmt Assn. ISBN 9780814472231. Cohn JM, Khurana R, Reeves L (October 2005). "Growing talent as if your business depended on it".
At the heart of realistic job previews are the employee exchange or psychological contract between employer and employee. [2] By being hired after use of the RJP, the employee enters the contract aware of what the organization will provide to them (pay, hours, schedule flexibility, culture, etc.) as well as what will be expected from them (late hours, stress, customer interaction, high urgency ...