mixed material bibliography Amherst Human Resource Development 2000

irr. pages : ring binding Introduction Contents I. Opening and purpuse II. Toolkit organization III.. Toolkit audience IV. Considerations for using the toolkit V. Background of the authors VI. Important definitions VII. Competencies and the human resource management system VIII. Acknowledgement IX. Support for compentency program development Part I : Gaining organizational support for competency identification Contents I. What is in Part 1, and how should it be used? II. Things you should consider III. The Importance of using a consistent vocabulary IV. Conducting a performance diagnosis V. What resources are needed to conduct competency initiatives? VI. Evaluating the results of Part I VII. Laying the groundwork for the management briefing VIII. Preparing to present the management briefing IX. Delivering the management briefing X. Overhead masters Appendices I. Vocabulary and concepts II. Performance diagnosis activity handout III. White Paper for management IV. An organization assessment instrument V. Action planning form Part II : Creating competency models step-by-step Contents I. Introduction II. Relationships among the toolkit parts III. Organizations of part II of the toolkit IV. Expected outcomes V. The Apropriate Conversational use of competency terms VI. An Overview of the steps for identifying competencies and constructing competency models VII. Successfully completing the project steps Step 1 : Identify a competency program manager Step 2 : Identify the organization sponsor Step 3 : Identify target jobs for competency identification and modeling Step 4 : Link competency applications to strategic requirements Step 5 : Establish a project steering commitee Step 6 : Create a project-management plan Step 7 : Conduct information briefings Step 8 : Review performance diagnosis informations : A Go/No-Go decision time Step 9 : Research job outputs/results and job tasks Step 10 : identify key job competencies Step 11 : Identify behavioral indicators Step 12 : Construction the competency model VIII. Evaluating the results of Part II Appendices I. : Twelve-step process road map II. : Vocabulary and concepts III. : Project tasks flow chart IV. : Planning and management self-checklist for compency identification and modeling V. : Project-management planning worksheet VI. : Performance diagnosis activity VII : Sample job description for a fictitious organization VIII : Representative examples of terminal and enabling outputs tied to work activities IX : The Extended DACUM aproach X : A competency menu for persons performing primarily supervisory, managerial, or executive work XI : A competency menu for persons performing individual contributor of staff work XII : A procedure using card-sort activities for competence identification XIII : Creating your own card-sort pack for competency modeling with persons performing primarily supervisory, managerial, or executive work XIV : Creating your own card-sort pack for competency modeling with persons performing individual contributor or staff work XV : A Sample competency identification strategy XVI : Competency model template FBDD 0874255686 Perpustakaan - Sekolah Tinggi Manajemen PPM Pusat Informasi Manajemen FBDD Dub 30258 2005-03-04 00:00:00 2006-07-11 00:00:00 machine generated