Promotion features the functions of screening talents and rewarding employees and is very influential to an organization or a person¡¦s future development. Thus, this study aimed to investigate the factors considered in promoting subordinates, identify the constraints of superiors¡¦ decisions, and construct the process of how superiors make promotion decisions. In-depth interview was adopted in this study. The roles involved in a promotion case, including the superior, the subordinate to be promoted, and colleagues of the promoted subordinate were respectively interviewed to collect success factors considered from various perspectives. By purposive sampling, 30 people in 10 groups serving in general industries and non-profit organizations were interviewed. Through an analysis of the critical behavioral events, a total of 215 behavioral events were collected and the success factors of promotion were divided into 3 constructs and 7 concepts. The 3 constructs were professional performance (professional knowledge and performance appraisal), capabilities (work capability, work behavior, and interpersonal communication), and personality trait (personal traits and human capital). Employees equipped with these conditions could present better performance, form positive interactions and trust with superiors, and meet the requirement of promotion determined by superiors. However, affected by the imminence of filling up a vacancy and diversity of vacant positions, superiors would be subject to 4 types of decision constraints. Based on the conditions that employees acquired, interactive behaviors between subordinates and superiors, and types of decision constraints, a dynamic model of how superiors select subordinates for promotion was proposed.

The implementation of National Healthcare Insurance (NHI) Policy has greatly enlarged the coverage of the healthcare needs of the Taiwanese people. However, the Global Budget, a capped operational budget for hospitals, has forced the healthcare providers and pharmaceutical and medical device companies to operate in a much more cost efficient way than ever before. To survive, companies must find a better strategy than simply compete on price. Human resource is the key driver for business growth in any industry. It goes without saying that talents not only drive the business performance and but also create sustainable competitiveness for companies. Under-performed employees, largely due to in-appropriate job fit, however, would hinder both business development and employee¡¦s career development. It is imperative to put the most suitable people on the right position with adequate training. Sales person in the healthcare industry shares the same story. They work very independently and call on a variety of customers in hospitals. Level of competencies will decide their job performance. This study tries to identify the core competencies for sales person in healthcare industry. Through the analysis of job content, we have identified the competencies required to be successful in the job: the impact and influence cluster, achievement drive, aggressiveness, EQ, customer service, self-confidence, relationship build-up, analytical thinking, conceptual thinking, information gathering, organizational commitment, and expertise. With the reference to other studies, we established a core competencies table. After conducting survey and applying statistical methodology, our findings show: 1. Sales person¡¦s competencies and performance are highly correlated. 2. Sales person¡¦s age, level of education, working experience are highly correlated to their performance. The core competencies table developed in this study is aimed to provide companies a guide for talent selection, people development, and training. This systematic way of selecting, developing, and training people would, hopefully, improve the company¡¦s overall performance.

No description available.

Diss., Univ.--Paris, 2003.

Wirtschaftsuniv., Diplomarbeit--Wien, 2006.

Reproduction de : Thèse de doctorat : Sociologie : Lyon 2 : 2005. / Titre provenant de l'écran-titre. Bibliogr. Index.

Thesis (M.A.) in Communication--University of Maine, 2009. / Includes vita. Includes bibliographical references (leaves 102-107).

Thesis (M.S. in Management)--Naval Postgraduate School, December 2009. / Thesis Advisor(s): Nussbaum, Daniel A. ; Hildebrandt, Gregory G. "December 2009." Description based on title screen as viewed on January 29, 2010. Author(s) subject terms: Maintenance, ground equipment, descriptive statistics, Table of Authorized Material Control Number. Includes bibliographical references (p. 69-71). Also available in print.

Thesis (M. Psych. Org.)--University of Queensland, 2002. / Includes bibliographical references.

Thesis (M.A.)--Miami University, Dept. of Speech Communication, 2003. / Title from first page of PDF document. Document formatted into pages; contains iii, 35 p. Includes bibliographical references (p. 20-24).