The book is a thorough, perhaps even exhaustive look at Supervisory Skills, and this puts Bittel in a training class by. .While I did not adopt everything in this book, it certainly gave me a creative nudge in the direction I needed to go.
The book is a thorough, perhaps even exhaustive look at Supervisory Skills, and this puts Bittel in a training class by himself. There are many references for additional sources that could be beneficial. 12 people found this helpful.
Goodreads helps you keep track of books you want to read. Start by marking The Complete Guide To Supervisory Training And Development as Want to Read: Want to Read savin. ant to Read. Details (if other): Cancel. Thanks for telling us about the problem. The Complete Guide To Supervisory Training And Development.
Published 1987 by Addison-Wesley in Reading, Mass. Bibliography: p. 323-325.
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Improving supervisory performance. ISBN 9780070054516 (978-0-07-005451-6) Hardcover, McGraw-Hill, 1976. Find signed collectible books: 'Improving supervisory performance'. Coauthors & Alternates.
Training and development handbook. Robert Lloyd Craig, Lester R. Bittel. Part I: Supervisory Management and Human Relations. Management by exception : systematizing and simplifying the managerial job. Lester R. New Dimensions for Supervisory Training and Development. Bittel, Jackson Eugene Ramsey. What every supervisor should know : the complete guide to supervisory management. Bittel, John W. Newstrom. Part II: Planning and Control. Part III: Organizing, Staffing and Training. Part IV: Activating the Work Force. Part V: Coping with Problem.
Select Format: Hardcover. ISBN13:9780201122206.
It features two unique new sections that help you take charge of your professional growth and plan for career advancement. Часто встречающиеся слова и выражения.
Bittel, Lester . Newstrom, John . Newstorm, John. About the Author: McGraw-Hill authors represent the leading experts in their fields and are dedicated to improving the lives, careers, and interests of readers worldwide.
Training and development functions need to have goals, and ideally, a strategy. Many training functions lack strategic direction, which limits their effectiveness and does not support the business as much as it could. When creating goals for your training and development function, consider the following questions: What does it set out to achieve? How will it support the business and its strategy?
1980 Joseph S. Johnston, Jr. 1986 Victor Z. Brink.
1980 Joseph S.