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Thesis (Ph. D.)--University of Wisconsin--Madison, 1984. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 87-89).

M.Com. (Industrial Psychology) / The need for efficient managers is ever increasing. If any company wants to make use of its managers' full potential it is important that it should have an effective management development programme. Although many companies do have such programmes, their effectiveness is not always clear. Management development, as applied by the South African Transport Services is presented, followed by a survey of the literature on the evaluation of management development. On the basis of the foregoing. a questionnaire was designed to measure management's perception regarding management development within South African Transport Services. The questionnaire was administered to 444 managers within the organization and the findings suggested that more attention should be given to the selling of management development to all managerial levels and the refinement of current development techniques. Furthermore research should also be directed at the learning-, work behaviour- and output levels of evaluation. as well as at better methods of self-development.

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The purpose of the present study was to investigate the effect of ease of evaluation of dimensions on the construct validity of a selection assessment center conducted in 1993. High ease of evaluation dimensions, operationalized as the greatest proportion of highly diagnostic behaviors, were expected to demonstrate greater construct and criterion related validity. Multitrait-multimethod analysis and confirmatory factor analysis results indicated that high ease of evaluation dimensions demonstrated greater convergent and discriminant validity than low ease of evaluation dimensions. Contrary to predictions, however, there was little difference in the criterion related validity of the high versus low ease of evaluation dimensions. Moreover, the entire assessment center yielded extremely low predictive validity using both dimension and exercise scores as predictors. The implications of the findings from this study are discussed. / Ph. D.

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In the 21st century, one of the greatest challenges that the firms face is the rapidly changing environment. Under this circumstance, to continuously improve their performance to become more productive and competitive is very crucial for the firms to be sustainable. People is the key factor for success. How to select the right people by using a scientific and effective assessment tool becomes very important for a firm in its human resource management. This study is to understand and evaluate how the Assessment Centers are developed and used in the firms in Taiwan, how the Assessment Centers can further improve the effectiveness in the firms. This study aims to promote the use of Assessment Centers and to help the firms to increase their managerial capacity and competitiveness. This study used three studies of the firms who use Assessment Centers and explored various papers for references to get an integrated model of the Assessment Center. There are four major aspects for the firms to examine before they adopt the Assessment Centers approach: organization structures¡Bthe people¡Bthe flows and the resources in order to develop the most effective human resources management.