Counseling and Human Resource Development [electronic resource] / Robert L. Smith and Garry R. Walz.
This three-part monograph on human resource development is intended for counselors who wish to translate their counseling skills and experience to work with business and industry. Part I presents an overview of the field of human resource development (HRD) emphasizing the counselor as an HRD profess...
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Full Text (via ERIC) |
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| Format: | Electronic eBook |
| Language: | English |
| Published: |
[S.l.] :
Distributed by ERIC Clearinghouse,
1984.
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| Subjects: |
MARC
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| 100 | 1 | |a Smith, Robert L. | |
| 245 | 1 | 0 | |a Counseling and Human Resource Development |h [electronic resource] / |c Robert L. Smith and Garry R. Walz. |
| 260 | |a [S.l.] : |b Distributed by ERIC Clearinghouse, |c 1984. | ||
| 300 | |a 116 p. | ||
| 500 | |a ERIC Document Number: ED252809. | ||
| 500 | |a Availability: ERIC/CAPS, 2108 School of Education, The Univeristy of Michigan, Ann Arbor, MI 48109-1259. |5 ericd. | ||
| 500 | |a Sponsoring Agency: National Inst. of Education (ED), Washington, DC. |5 ericd. | ||
| 500 | |a Contract Number: 400-83-0014. |5 ericd. | ||
| 500 | |a Also distributed on microfiche by U.S. GPO under ED 1.310/2:252809. | ||
| 520 | |a This three-part monograph on human resource development is intended for counselors who wish to translate their counseling skills and experience to work with business and industry. Part I presents an overview of the field of human resource development (HRD) emphasizing the counselor as an HRD professional. Chapter I discusses the application to business of concepts used by the counselor in one-to-one counseling, and elaborates key HRD components, i.e., career planning and development, training and development, and employee assistance programs. Chapter II discusses organizational climate, defining factors that contribute to it, formal and informal assessment, and organizational climate and corporate readiness for HRD. In Part II, the three HRD components briefly described previously are examined in detail as transition points to business and industry for counselors as HRD professionals. Part III examines the consequences of ineffectively maintaining or caring for the human resources in a business setting. Burnout, viewed as the long-range consequence of not implementing HRD activities, is covered from the counselor's point of view through emphasis on assessment of burnout, its causes and costs, and methods to prevent both individual and corporate burnout. The conclusion examines HRD trends and training in relation to those in the counseling profession. (MCF) | ||
| 521 | 8 | |a Counselors. |b ericd. | |
| 521 | 8 | |a Practitioners. |b ericd. | |
| 650 | 0 | 7 | |a Burnout. |2 ericd. |
| 650 | 0 | 7 | |a Business. |2 ericd. |
| 650 | 0 | 7 | |a Career Development. |2 ericd. |
| 650 | 0 | 7 | |a Career Planning. |2 ericd. |
| 650 | 1 | 7 | |a Counselors. |2 ericd. |
| 650 | 1 | 7 | |a Employment Opportunities. |2 ericd. |
| 650 | 0 | 7 | |a Industry. |2 ericd. |
| 650 | 0 | 7 | |a Informal Assessment. |2 ericd. |
| 650 | 1 | 7 | |a Labor Force Development. |2 ericd. |
| 650 | 0 | 7 | |a Organizational Climate. |2 ericd. |
| 650 | 1 | 7 | |a Training. |2 ericd. |
| 700 | 1 | |a Walz, Garry R. | |
| 710 | 2 | |a ERIC Clearinghouse on Counseling and Student Services. | |
| 856 | 4 | 0 | |u http://files.eric.ed.gov/fulltext/ED252809.pdf |z Full Text (via ERIC) |
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