Competencies (knowledge, skills, and dispositions) enable employers and educators to speak a common language regarding what computing graduates are expected to demonstrate on the job. This study focuses on competencies required by managers in the computing industry, based on semi-structured interviews of ten individuals in managerial roles, such…

This study applies the knowledge, skills, and abilities (KSA) framework for eScience professionals to data service positions in academic libraries. Understanding the KSAs needed to provide data services is of crucial concern. The current study looks at KSAs of data professionals working in the United States academic libraries. An exploratory…

"You're hired!" Those two words are easy to say, but it's not always easy to find the right employee. Success hinges on hiring interviews--and they require quite a bit of training to get right. Much of the work in identifying the best people for open positions falls to line-of-business managers. In this article, Verizon Wireless, Umpqua Bank,…

As employers scan the current workforce and anticipate future workforce needs, they frequently find that employees are not well-equipped with core content knowledge and 21st century workplace competencies, the combination of which the William and Flora Hewlett Foundation defines as "deeper learning." The cumulative effect of these…

As the task of running universities becomes increasingly multifaceted, more governing boards are hiring presidents whose career achievements occurred outside of classrooms, labs and think tanks, experts say. Today's presidents must manage multimillion dollar operations while juggling duties as varied as fundraising, legislative relations and…

The author describes use of a personnel assessment center, a process that identifies managerial potential for purposes of selection, placement, promotion, development, or a combination of these factors. Elements of the process (determining skills to be assessed, evaluating skills, job skills exercises, interview exercises, written exercises) are…

The purpose of Project COMPETE is to use previous research and exemplary practices to develop and validate a model and training sequence to assist retarded youth to make the transition from school to employment in the most competitive environment possible. The study reported in this project working paper sought to identify potential factors that…

An examination of the goals of an effective employee appraisal system of an effective employee evaluation procedure is the focus of this paper.The paper discusses the purposes of the appraisal system and its objectivity (or lack of it), the selection of items to be judged, the standards for judging the performance of an employee, and the person…

Two industrial programs designed to validly select employees for first line supervisory positions are examined in order to determine the capability of these selection programs to institutionalize the upward mobility of the disadvantaged into management positions. One program analyzed--assessment center--is a selection process specifically designed…

A study was conducted to use the SCANS (Secretary's Commission on Achieving Necessary Skills) employability skills to identify the criteria used for hiring and employment retention by companies in Southeastern Pennsylvania. Results were intended to help personnel development and training institutions in the region align their training outcomes and…

Focusing on assessment centers, this chapter is one of seven in a report that examines the assessment of occupational competence. Assessment centers are presented first in a historical context (their origins in personality theory), through which their evolution is traced and examined. What follows is a description of current assessment center…

The United States Training and Employment Service General Aptitude Test Battery (GATB), first published in 1947, has been included in a continuing program of research to validate the tests against success in many different occupations. The GATB consists of 12 tests which measure nine aptitudes: General Learning Ability; Verbal Aptitude; Numerical…

One of seven sections of a report that examines the assessment of occupational competence, this chapter presents competence assessment as it is defined in practice by selection techniques currently used by employers. The chapter begins with a discussion of the major techniques used in employee selection, focusing on the competencies employers…

These five papers are from a symposium that was facilitated by Darlene Russ-Eft at the 1995 conference of the Academy of Human Resource Development (HRD). "The Setting of Goals for Skill Acquisition" (Howard J. Klein, Peg Thoms) reports a study of hospital managers that found that goal manipulation did not lead to significant main…

The United States Training and Employment Service General Aptitude Test Battery (GATB), first published in 1947, has been included in a continuing program of research to validate the tests against success in many different occupations. The GATB consists of 12 tests which measure nine aptitudes: General Learning Ability; Verbal Aptitude; Numerical…