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Factors relating workforce developme...

Gruber, Anthony Mark.

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Factors relating workforce development management systems of training, mentoring, wellness, and recognition effects on competitive advantage, return on investment, retention, worker productivity, worker perception of organizational leadership, and worker absenteeism.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Factors relating workforce development management systems of training, mentoring, wellness, and recognition effects on competitive advantage, return on investment, retention, worker productivity, worker perception of organizational leadership, and worker absenteeism./
Author:	Gruber, Anthony Mark.
Description:	157 p.
Notes:	Source: Dissertation Abstracts International, Volume: 76-09(E), Section: A.
Contained By:	Dissertation Abstracts International76-09A(E).
Subject:	Business education. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3703447
ISBN:	9781321752793

Factors relating workforce development management systems of training, mentoring, wellness, and recognition effects on competitive advantage, return on investment, retention, worker productivity, worker perception of organizational leadership, and worker absenteeism.
Gruber, Anthony Mark.

Factors relating workforce development management systems of training, mentoring, wellness, and recognition effects on competitive advantage, return on investment, retention, worker productivity, worker perception of organizational leadership, and worker absenteeism. - 157 p.

Source: Dissertation Abstracts International, Volume: 76-09(E), Section: A.

Thesis (D.B.A.)--Alliant International University, 2015.

THE PROBLEM. This study aimed to examine the factors that relate to the development of highly performing and effective workforce development management systems (WDMS).

ISBN: 9781321752793Subjects--Topical Terms:

543396
Business education.

Factors relating workforce development management systems of training, mentoring, wellness, and recognition effects on competitive advantage, return on investment, retention, worker productivity, worker perception of organizational leadership, and worker absenteeism.
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020 $a 9781321752793
035 $a (MiAaPQ)AAI3703447
035 $a AAI3703447
040 $a MiAaPQ $c MiAaPQ
100 1 $a Gruber, Anthony Mark. $3 3194882
245 1 0 $a Factors relating workforce development management systems of training, mentoring, wellness, and recognition effects on competitive advantage, return on investment, retention, worker productivity, worker perception of organizational leadership, and worker absenteeism.
300 $a 157 p.
500 $a Source: Dissertation Abstracts International, Volume: 76-09(E), Section: A.
500 $a Adviser: Gregory Lorton.
502 $a Thesis (D.B.A.)--Alliant International University, 2015.
520 $a THE PROBLEM. This study aimed to examine the factors that relate to the development of highly performing and effective workforce development management systems (WDMS).
520 $a METHOD. This study incorporated a survey that measured WDMS environmental turbulence, WDMS strategic aggressiveness, WDMS responsiveness of capabilities, and WDMS impacts on worker productivity, perception of organizational leadership, and absenteeism rates. Pearson r correlation statistical processes were utilized to assess relationships between the two selected variables in each hypothesis.
520 $a RESULTS. Results did not indicate that aligning WDMS strategic aggressiveness to match environmental turbulence would have the desired effect of increasing competitive advantage or return on investment (ROI). Additionally, the research did not indicate that aligning WDMS responsiveness of capabilities to match environmental turbulence would result in greater competitive advantage or ROI. Research results indicated no real linkage between investing in the optimum amount of WDMS resources given the competitive environment and positive increase in worker perception of organizational leadership or worker retention. Findings that WDMS-Training, WDMS-Mentoring, and WDMS-Recognition had correlated positive impacts on worker productivity were supported. WDMS-Wellness did not correlate with increased work productivity. The research did not indicate a significant relationship between the amount of resources a firm invested in WDMS-Wellness and a resultant reduction in worker absenteeism.
590 $a School code: 1634.
650 4 $a Business education. $3 543396
650 4 $a Labor relations. $3 3172144
650 4 $a Management. $3 516664
650 4 $a Occupational psychology. $3 2122852
690 $a 0688
690 $a 0629
690 $a 0454
690 $a 0624
710 2 $a Alliant International University. $b San Diego-ASM. $3 2104108
773 0 $t Dissertation Abstracts International $g 76-09A(E).
790 $a 1634
791 $a D.B.A.
792 $a 2015
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3703447