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Author : United States Civil Service Commission. Test Development and Occupational Research Section
Publisher : Unknown
Page : 40 pages
File Size : 45,5 Mb
Release : 1961
Category : Government executives
ISBN : IND:30000090274923
Author : Anonim
Publisher : Unknown
Page : 28 pages
File Size : 53,7 Mb
Release : 1989
Category : Government executives
ISBN : IND:30000065727400
Author : United States. Internal Revenue Service
Publisher : Unknown
Page : 20 pages
File Size : 53,6 Mb
Release : 2024-07-01
Category : Electronic
ISBN : STANFORD:36105127874548
Author : Anonim
Publisher : Unknown
Page : 20 pages
File Size : 52,5 Mb
Release : 1967
Category : Government executives
ISBN : MINN:31951D035626559
Author : United States. Federal Aviation Administration
Publisher : Unknown
Page : 62 pages
File Size : 53,8 Mb
Release : 1970
Category : Government executives
ISBN : MINN:30000011628397
Author : Center for Occupational and Professional Assessment (Educational Testing Service),United States. Bureau of Health Planning and Resources Development. Division of Agency Development
Publisher : Unknown
Page : 120 pages
File Size : 49,7 Mb
Release : 1977
Category : Executives
ISBN : UOM:39015006483708
Author : Valerie I. Sessa,Robert Kaiser,Jodi K. Taylor,Richard J. Campbell
Publisher : Unknown
Page : 0 pages
File Size : 40,7 Mb
Release : 1998
Category : Business & Economics
ISBN : 1882197445
This book presents a study that examined the apparent failures of many top-level executive selections. For the study, information was gathered from 494 top executives. The research's purpose was to determine how executives are defined as successful or unsuccessful, how executive selection takes place in modern organizations, and what determines whether companies look inside or outside for a successor. These questions were addressed through an organizing framework that outlined the domains related to executive selections. These domains were developed by combining what is known about selection at lower levels in the organization with the differences and special needs of selection within the top ranks of the organization. The results indicate that performance measures--how one does the job--do not differentiate between successful and unsuccessful executives. In addition, selection processes are related to the eventual success or failure of executives according to the explicitness of organizational needs, position requirements, and who is selected to be in the candidate pool. The study also found that internal selection processes differ from external selection processes in terms of organizational needs, position requirement, and other factors. Selection processes vary in length of process and number of candidates considered. Two appendices present the study protocols and limitations. (Contains 40 figures and 40 references.) (RJM)
Author : Valerie I. Sessa,Jodi J. Taylor
Publisher : Jossey-Bass
Page : 0 pages
File Size : 51,7 Mb
Release : 2000-07-04
Category : Business & Economics
ISBN : 0787950203
Strong leadership is essential for survival in today's competitive business environment. Yet it has been estimated that from 25 to 75 percent of top executives hired today fail. Such failures can cripple the organization and adversely affect its stakeholders. So how can senior-level positions be filled with leaders who fit the bill? The Center for Creative Leadership has studied executive selection for years. Its researchers have interviewed hundreds of executives, analyzed the decision-making styles of the people who make selections, and studied the latest management and psychological literature on the subject. Executive Selection draws on this research, and on the extensive experience of the authors in working with top-level management, to offer a series of steps that decision makers can follow to make better hiring decisions. After detailing who should be on the selection team, the book shows how this group of people can develop a systematic way to look at the organization, its environment, the open position, and the candidate requirements. The team thereby develops an image of the ideal candidate that can be used throughout the selection process. Next, advice is given on the best way to develop a good candidate pool and how to gather and use the right information to determine who should be hired. Finally, Executive Selection makes recommendations that will help ensure the new executive's successful transition into the organization and his or her continued development. In all, these steps represent a comprehensive, easy-to-follow system that takes the mystery out of selecting for success. The book's strategies for pinpointing the right person for the job apply to the selection of CEOs, officers, and others in the executive suite. Executives, boards of directors, and HR professionals can use these strategies to improve their selection processes. Investors can use them to assess the executive selections being conducted within companies of interest. And researchers can use them to garner ideas for additional work in the field.
Author : David L. DeVries
Publisher : Unknown
Page : 78 pages
File Size : 41,9 Mb
Release : 1993
Category : Business & Economics
ISBN : IND:30000043736390
This report, an expanded version of the working document that anchored the 1992 Center for Creative Leadership conference on executive selection, summarizes and evaluates the contributions of research and practice to the understanding of how to choose the most effective leaders for organizations. Following a brief look at the realities of organizational performance that have led to the growing interest in executive selection, an overview of executive selection is presented in the form of nine observations. Each observation is comprised of a literature review and recommendations to improve practice. The observations are summarized as follows: (1) There is much new research from the last 30 years to help increase the odds of picking successful executives; (2) corporate executives are not using personnel selection tools; (3) a holistic context-rich approach is most significant; (4) opportunities for managerial growth should be maximized throughout the careers of all candidates; (5) more accurate and detailed performance measures of how executives perform must be developed; (6) assessment models must be appropriate to the 21st century; (7) hiring external candidates poses risks to both the candidate and the organization; (8) organizations must promote diversity in leadership by including women and people of color; and (9) there is a need to get past ennui and miscommunication about executive selection. Appendices contain a list of the conference's principal speakers, definitions, and list of further questions. Contains 108 references. (LMI)
Author : Anonim
Publisher : Unknown
Page : 288 pages
File Size : 55,7 Mb
Release : 1962
Category : Civil service
ISBN : WISC:89011554300
Author : Michael J. Klarman
Publisher : Oxford University Press
Page : 240 pages
File Size : 51,5 Mb
Release : 2016-09-16
Category : History
ISBN : 9780199942046
Americans revere their Constitution. However, most of us are unaware how tumultuous and improbable the drafting and ratification processes were. As Benjamin Franklin keenly observed, any assembly of men bring with them "all their prejudices, their passions, their errors of opinion, their local interests and their selfish views." One need not deny that the Framers had good intentions in order to believe that they also had interests. Based on prodigious research and told largely through the voices of the participants, Michael Klarman's The Framers' Coup narrates how the Framers' clashing interests shaped the Constitution--and American history itself. The Philadelphia convention could easily have been a failure, and the risk of collapse was always present. Had the convention dissolved, any number of adverse outcomes could have resulted, including civil war or a reversion to monarchy. Not only does Klarman capture the knife's-edge atmosphere of the convention, he populates his narrative with riveting and colorful stories: the rebellion of debtor farmers in Massachusetts; George Washington's uncertainty about whether to attend; Gunning Bedford's threat to turn to a European prince if the small states were denied equal representation in the Senate; slave staters' threats to take their marbles and go home if denied representation for their slaves; Hamilton's quasi-monarchist speech to the convention; and Patrick Henry's herculean efforts to defeat the Constitution in Virginia through demagoguery and conspiracy theories. The Framers' Coup is more than a compendium of great stories, however, and the powerful arguments that feature throughout will reshape our understanding of the nation's founding. Simply put, the Constitutional Convention almost didn't happen, and once it happened, it almost failed. And, even after the convention succeeded, the Constitution it produced almost failed to be ratified. Just as importantly, the Constitution was hardly the product of philosophical reflections by brilliant, disinterested statesmen, but rather ordinary interest group politics. Multiple conflicting interests had a say, from creditors and debtors to city dwellers and backwoodsmen. The upper class overwhelmingly supported the Constitution; many working class colonists were more dubious. Slave states and nonslave states had different perspectives on how well the Constitution served their interests. Ultimately, both the Constitution's content and its ratification process raise troubling questions about democratic legitimacy. The Federalists were eager to avoid full-fledged democratic deliberation over the Constitution, and the document that was ratified was stacked in favor of their preferences. And in terms of substance, the Constitution was a significant departure from the more democratic state constitutions of the 1770s. Definitive and authoritative, The Framers' Coup explains why the Framers preferred such a constitution and how they managed to persuade the country to adopt it. We have lived with the consequences, both positive and negative, ever since.
Author : Anonim
Publisher : Unknown
Page : 44 pages
File Size : 48,5 Mb
Release : 1984
Category : Civil service
ISBN : MINN:30000011056482
Author : Anonim
Publisher : Unknown
Page : 128 pages
File Size : 52,5 Mb
Release : 1992
Category : Electronic
ISBN : OCLC:154250948
Author : Donn Vickers,Cindy Hilsheimer
Publisher : Unknown
Page : 80 pages
File Size : 48,5 Mb
Release : 2006-09
Category : Business & Economics
ISBN : 0970603967
The Search Book: A Guide to Executive Selection guides board members through the challenges and opportunities of an executive search process. Designed to lead readers through each step, it offers organizational tools, resources, and firsthand knowledge. This book focuses on the practical and illuminates how the finer details of an executive transition lead to valuable perspectives on the mission and future of an organization faced with the selection of new leadership.
Author : Pramila Rao
Publisher : IAP
Page : 121 pages
File Size : 42,6 Mb
Release : 2012-02-01
Category : Business & Economics
ISBN : 9781617357305
The main objective of this book is to provide students, scholars, and practitioners a detailed background on the human resource management (HRM) practices in Mexico. This book provides ten distinguishing chapters focusing on the core functions of HRM in Mexico. The writing and researching for this book took almost a year (June 2010 to May 2011). Scholarly databases of ABI Global Inform, Business Source Complete, Google Scholar among several others were diligently searched for relevant articles for each chapter. A comprehensive bibliography is provided at the end of the book. Each chapter has its learning goals, discussion questions, and team activities to engage students in active learning. Each chapter also provides an implication section for multinational practitioners. The chapter on "best practices" includes qualitative interviews with the HRM leaders of the "best companies." This book has 15 tables and two appendices that provide important information on the main concepts from the various chapters.. There is paucity in the literature in obtaining consolidated information on Mexican HRM practices. This book addresses this dearth in the international literature by providing individual chapters on the different HRM practices adopted in Mexico. The information in this book provided will be beneficial for both scholars and practitioners.