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Performance Management by Michael D. Mcmaster

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1Cost Management : Measuring, Monitoring, And Motivating Performance

“Cost Management : Measuring, Monitoring, And Motivating Performance” Metadata:

  • Title: ➤  Cost Management : Measuring, Monitoring, And Motivating Performance
  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 2147.24 Mbs, the file-s for this book were downloaded 80 times, the file-s went public at Wed Sep 16 2020.

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2Computer System Performance Management And Capacity Planning

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  • Title: ➤  Computer System Performance Management And Capacity Planning
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  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 372.67 Mbs, the file-s for this book were downloaded 22 times, the file-s went public at Tue Sep 21 2021.

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3Positive Performance Management : A Guide To "win-win" Reviews

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“Positive Performance Management : A Guide To "win-win" Reviews” Metadata:

  • Title: ➤  Positive Performance Management : A Guide To "win-win" Reviews
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  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 170.75 Mbs, the file-s for this book were downloaded 37 times, the file-s went public at Sat Feb 10 2018.

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4Performance Management For Agile Organizations : Overthrowing The Eight Management Myths That Hold Businesses Back

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pages cm

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  • Title: ➤  Performance Management For Agile Organizations : Overthrowing The Eight Management Myths That Hold Businesses Back
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  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 591.65 Mbs, the file-s for this book were downloaded 9 times, the file-s went public at Thu Nov 16 2023.

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5Performance And Reward Management

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pages cm

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  • Title: ➤  Performance And Reward Management
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  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 421.02 Mbs, the file-s for this book were downloaded 54 times, the file-s went public at Fri Dec 14 2018.

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6Realizing The Promise Of Performance Management

pages cm

“Realizing The Promise Of Performance Management” Metadata:

  • Title: ➤  Realizing The Promise Of Performance Management
  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 391.90 Mbs, the file-s for this book were downloaded 5 times, the file-s went public at Thu Jan 18 2024.

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7Objectives And Standards Of Performance In Financial Management

pages cm

“Objectives And Standards Of Performance In Financial Management” Metadata:

  • Title: ➤  Objectives And Standards Of Performance In Financial Management
  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 280.42 Mbs, the file-s for this book were downloaded 10 times, the file-s went public at Fri May 13 2022.

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8Management Redeemed : Debunking The Fads That Undermine Corporate Performance

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pages cm

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  • Title: ➤  Management Redeemed : Debunking The Fads That Undermine Corporate Performance
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  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 466.65 Mbs, the file-s for this book were downloaded 24 times, the file-s went public at Wed Jan 15 2020.

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9Microsoft Research Audio 104245: Using Extended Set Theory For High Performance Database Management

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We introduce the formal foundations of a set-theoretic data model that can model data at both the logical and physical level. To demonstrate its practical value, we show how to use it to dynamically restructure data based on query requirements. Over time, most queries can be answered by retrieving from disk at most a small superset of the data they actually need, thereby yielding higher performance than conventional methods in today's database systems. The formal foundation defines operations and operands where all data representations belong to the same clan (with set theory being the common formal ancestor), allowing all operations to apply meaningfully to all operands. All data representations, both logical and physical, are treated as mathematical objects, instead of relying solely on the specific physical structure of the data representation. The mathematical mechanism includes extensions to set theory that support a compound set-membership condition, set-theoretic definitions of data representations that faithfully preserve content, structure and behavior, and a homogeneous integration of XML structures and the relational model. ©2006 Microsoft Corporation. All rights reserved.

“Microsoft Research Audio 104245: Using Extended Set Theory For High Performance Database Management” Metadata:

  • Title: ➤  Microsoft Research Audio 104245: Using Extended Set Theory For High Performance Database Management
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  • Language: English

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The book is available for download in "audio" format, the size of the file-s is: 55.87 Mbs, the file-s for this book were downloaded 4 times, the file-s went public at Sat Nov 23 2013.

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10The Performance Management Revolution : Business Results Through Insight And Action

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We introduce the formal foundations of a set-theoretic data model that can model data at both the logical and physical level. To demonstrate its practical value, we show how to use it to dynamically restructure data based on query requirements. Over time, most queries can be answered by retrieving from disk at most a small superset of the data they actually need, thereby yielding higher performance than conventional methods in today's database systems. The formal foundation defines operations and operands where all data representations belong to the same clan (with set theory being the common formal ancestor), allowing all operations to apply meaningfully to all operands. All data representations, both logical and physical, are treated as mathematical objects, instead of relying solely on the specific physical structure of the data representation. The mathematical mechanism includes extensions to set theory that support a compound set-membership condition, set-theoretic definitions of data representations that faithfully preserve content, structure and behavior, and a homogeneous integration of XML structures and the relational model. ©2006 Microsoft Corporation. All rights reserved.

“The Performance Management Revolution : Business Results Through Insight And Action” Metadata:

  • Title: ➤  The Performance Management Revolution : Business Results Through Insight And Action
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  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 388.83 Mbs, the file-s for this book were downloaded 34 times, the file-s went public at Wed May 12 2021.

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11Performance Management : A Business Process Benchmarking Approach

We introduce the formal foundations of a set-theoretic data model that can model data at both the logical and physical level. To demonstrate its practical value, we show how to use it to dynamically restructure data based on query requirements. Over time, most queries can be answered by retrieving from disk at most a small superset of the data they actually need, thereby yielding higher performance than conventional methods in today's database systems. The formal foundation defines operations and operands where all data representations belong to the same clan (with set theory being the common formal ancestor), allowing all operations to apply meaningfully to all operands. All data representations, both logical and physical, are treated as mathematical objects, instead of relying solely on the specific physical structure of the data representation. The mathematical mechanism includes extensions to set theory that support a compound set-membership condition, set-theoretic definitions of data representations that faithfully preserve content, structure and behavior, and a homogeneous integration of XML structures and the relational model. ©2006 Microsoft Corporation. All rights reserved.

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  • Title: ➤  Performance Management : A Business Process Benchmarking Approach
  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 684.86 Mbs, the file-s for this book were downloaded 28 times, the file-s went public at Tue Aug 31 2021.

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12Performance Management

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Includes index

“Performance Management” Metadata:

  • Title: Performance Management
  • Author:
  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 337.56 Mbs, the file-s for this book were downloaded 436 times, the file-s went public at Mon Sep 26 2011.

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13Performance Management And Appraisal : A How-to-do-it Manual For Librarians

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Includes index

“Performance Management And Appraisal : A How-to-do-it Manual For Librarians” Metadata:

  • Title: ➤  Performance Management And Appraisal : A How-to-do-it Manual For Librarians
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  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 519.13 Mbs, the file-s for this book were downloaded 34 times, the file-s went public at Fri Jan 24 2020.

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14Enterprise Performance Management Done Right : An Operating System For Your Organization

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Includes index

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  • Title: ➤  Enterprise Performance Management Done Right : An Operating System For Your Organization
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  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 594.80 Mbs, the file-s for this book were downloaded 37 times, the file-s went public at Fri Aug 12 2022.

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15An Investigation Of The Validity Of Certain Aptitude Tests In Predicting Academic Performance In The Navy Management Curriculum Of The United States Naval Postgraduate School

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Various aptitude test scores were correlated with academic grades received by military officers enrolled in the Navy Management Curriculum at the United States Naval Postgraduate School, Monterey, California . The resulting coefficients were analyzed to determine if the particular tests were valid predictors of academic achievement. Additionally,, an analysis of the data was made using regression techniques in an attempt to provide an insight into possible cut-off scores for use in selecting candidates for the Navy Management Curriculum., The tests used in this study were the Navy Officer Classification Battery (OCB), the Graduate Record Examination (GRE), and the Navy Officer Qualification Test (OQT).

“An Investigation Of The Validity Of Certain Aptitude Tests In Predicting Academic Performance In The Navy Management Curriculum Of The United States Naval Postgraduate School” Metadata:

  • Title: ➤  An Investigation Of The Validity Of Certain Aptitude Tests In Predicting Academic Performance In The Navy Management Curriculum Of The United States Naval Postgraduate School
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  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 51.70 Mbs, the file-s for this book were downloaded 38 times, the file-s went public at Tue Feb 02 2021.

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16Performance Management In Nonprofit Organizations : Global Perspectives

Various aptitude test scores were correlated with academic grades received by military officers enrolled in the Navy Management Curriculum at the United States Naval Postgraduate School, Monterey, California . The resulting coefficients were analyzed to determine if the particular tests were valid predictors of academic achievement. Additionally,, an analysis of the data was made using regression techniques in an attempt to provide an insight into possible cut-off scores for use in selecting candidates for the Navy Management Curriculum., The tests used in this study were the Navy Officer Classification Battery (OCB), the Graduate Record Examination (GRE), and the Navy Officer Qualification Test (OQT).

“Performance Management In Nonprofit Organizations : Global Perspectives” Metadata:

  • Title: ➤  Performance Management In Nonprofit Organizations : Global Perspectives
  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 1167.45 Mbs, the file-s for this book were downloaded 19 times, the file-s went public at Thu Jul 13 2023.

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17Mayo V. Performance Property Management INC

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“Mayo V. Performance Property Management INC” Metadata:

  • Title: ➤  Mayo V. Performance Property Management INC
  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 0.02 Mbs, the file-s for this book were downloaded 5 times, the file-s went public at Thu Mar 19 2020.

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18PERFORMANCE MANAGEMENT CONSULTING, LLC V. U.S. CITIZENSHIP AND IMMIGRATION SERVICES

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  • Title: ➤  PERFORMANCE MANAGEMENT CONSULTING, LLC V. U.S. CITIZENSHIP AND IMMIGRATION SERVICES
  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 0.03 Mbs, the file-s for this book were downloaded 7 times, the file-s went public at Sun Mar 22 2020.

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19Performance Management For An Ethical Culture

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  • Title: ➤  Performance Management For An Ethical Culture
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  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 217.46 Mbs, the file-s for this book were downloaded 7 times, the file-s went public at Mon Apr 17 2023.

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20Winning Management : 6 Fail-safe Strategies For Building High-performance Organizations

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  • Title: ➤  Winning Management : 6 Fail-safe Strategies For Building High-performance Organizations
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  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 825.45 Mbs, the file-s for this book were downloaded 30 times, the file-s went public at Wed Jan 09 2019.

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21Performance Management In Local Government

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The book is available for download in "texts" format, the size of the file-s is: 479.34 Mbs, the file-s for this book were downloaded 22 times, the file-s went public at Sat Sep 17 2022.

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22BPM 2884 - Performance Management

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TRI 1 2016/2017

“BPM 2884 - Performance Management” Metadata:

  • Title: ➤  BPM 2884 - Performance Management
  • Author:
  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 2.10 Mbs, the file-s for this book were downloaded 14 times, the file-s went public at Sun May 05 2024.

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23Motivational Management : Inspiring Your People For Maximum Performance

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TRI 1 2016/2017

“Motivational Management : Inspiring Your People For Maximum Performance” Metadata:

  • Title: ➤  Motivational Management : Inspiring Your People For Maximum Performance
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  • Language: English

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The book is available for download in "texts" format, the size of the file-s is: 589.92 Mbs, the file-s for this book were downloaded 79 times, the file-s went public at Sat Dec 28 2019.

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24Management By Objectives And Performance Appraisal: 3 --

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TRI 1 2016/2017

“Management By Objectives And Performance Appraisal: 3 --” Metadata:

  • Title: ➤  Management By Objectives And Performance Appraisal: 3 --
  • Authors: ➤  
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25Leveraging The Private Sector : Management-based Strategies For Improving Environmental Performance

By

TRI 1 2016/2017

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26Data Base Management System Analysis And Performance Testing With Respect To NASA Requirements

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Several candidate Data Base Management Systems (DBM's) that could support the NASA End-to-End Data System's Integrated Data Base Management System (IDBMS) Project, later rescoped and renamed the Packet Management System (PMS) were evaluated. The candidate DBMS systems which had to run on the Digital Equipment Corporation VAX 11/780 computer system were ORACLE, SEED and RIM. Oracle and RIM are both based on the relational data base model while SEED employs a CODASYL network approach. A single data base application which managed stratospheric temperature profiles was studied. The primary reasons for using this application were an insufficient volume of available PMS-like data, a mandate to use actual rather than simulated data, and the abundance of available temperature profile data.

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27ACCA. Paper P5 Advanced Performance Management : Exam Kit

1 volume (various pagings) : 30 cm

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28Case Studies In Financial Control And Performance Measurement In Leisure And Recreation Management : With Suggested Answers

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1 volume (various pagings) : 30 cm

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29Performance And Asset Management Advisory Council Report As Presented To The MassDOT Board On November 19, 2018

By

MassDOT Board of Directors meeting

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30Performance Management

MassDOT Board of Directors meeting

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31Performance Management System Guide

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A companion volume to the Dept.'s Performance management system procedures manual

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32Paying For Performance : A Guide To Compensation Management

A companion volume to the Dept.'s Performance management system procedures manual

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33Paper P5 : Advanced Performance Management: Exam Kit

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A companion volume to the Dept.'s Performance management system procedures manual

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34Performance Evaluation : A Management Basic For Librarians

A companion volume to the Dept.'s Performance management system procedures manual

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35Performance Management Pocketbook, 2nd Edition : A Pocketful Of Tips, Tools And Techniques That Will Enable Individuals, Teams And Organisations To Excel

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A companion volume to the Dept.'s Performance management system procedures manual

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36Advanced Performance Management

A companion volume to the Dept.'s Performance management system procedures manual

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37Office Of Personnel Management : Accompanying Report Of The National Performance Review

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A companion volume to the Dept.'s Performance management system procedures manual

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38The Management Of Ineffective Performance. --

By

A companion volume to the Dept.'s Performance management system procedures manual

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39Acca Part 3 - 3.3 Performance Management (Acca Revision Kits)

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A companion volume to the Dept.'s Performance management system procedures manual

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40Performance-based Project Management : Increasing The Probability Of Project Success

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A companion volume to the Dept.'s Performance management system procedures manual

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41An Investigation Of The Validity Of The Graduate Record Examination And Certain Personality Of Interest Tests In Predicting Academic Performance In The Management Curriculum Of The United States Naval Postgraduate School

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A companion volume to the Dept.'s Performance management system procedures manual

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42Goldilocks’ Goes People Management: Too Much, Too Little, Or Just Right? A Quantitative Study On The Optimal Level Of People Management For Well-being And Performance In The Dutch Healthcare Sector

By

Over the past decades, the role of line managers in determining the effectiveness of HRM has been a key focus for both scholars and practitioners (Kurdi-Nakra et al., 2022; Purcell & Hutchinson, 2007; Trullen et al., 2020). People management—which is a combination of two key elements: (1) the implementation of HR practices by line managers and (2) their supportive leadership behavior (Knies et al., 2020; Purcell & Hutchinson, 2007)—is shown to be positively related to employee and organizational outcomes. However, emerging research also highlights cases where people management, despite being well-intentioned, does not yield beneficial effects (e.g. Van Harten, 2016). These contrasting findings present an interesting avenue for further investigation. This project explores the possibility that the inconsistent effects of people management on employee well-being and performance stem from a nonlinear relationship. Specifically, we draw on the Too-Much-of-a-Good-Thing (TMGT) principle, which posits that high levels of a typically beneficial factor—such as people management—can reach an inflection point (an optimal level) beyond which the positive effects diminish or even turn negative (Pierce & Aguinis, 2013). Some empirical studies support the existence of the TMGT principle (Molines et al., 2020; Yu et al., 2022). However, this field of research remains in its infancy, and there is limited knowledge about the factors that determine the optimal level of people management (Mulder et al., under review). Our project aims to address this gap by investigating the nonlinear relationship between people management and outcomes and the factors under which people management reaches its optimal effectiveness, offering new insights into how managers can balance their efforts to maximize employee and organizational outcomes. One of these explanatory factors we aim to study in this project is the difference between the needed and offered people management support employees perceive. We propose that when employees perceive an ‘overinvestment’ - more support offered than needed – or ‘underinvestment’ - less support offered than needed – the impact of people management could be negative (Buunk et al., 1993; Deelstra et al., 2003).

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43In Pursuit Of Performance : Management Systems In State And Local Government

Over the past decades, the role of line managers in determining the effectiveness of HRM has been a key focus for both scholars and practitioners (Kurdi-Nakra et al., 2022; Purcell & Hutchinson, 2007; Trullen et al., 2020). People management—which is a combination of two key elements: (1) the implementation of HR practices by line managers and (2) their supportive leadership behavior (Knies et al., 2020; Purcell & Hutchinson, 2007)—is shown to be positively related to employee and organizational outcomes. However, emerging research also highlights cases where people management, despite being well-intentioned, does not yield beneficial effects (e.g. Van Harten, 2016). These contrasting findings present an interesting avenue for further investigation. This project explores the possibility that the inconsistent effects of people management on employee well-being and performance stem from a nonlinear relationship. Specifically, we draw on the Too-Much-of-a-Good-Thing (TMGT) principle, which posits that high levels of a typically beneficial factor—such as people management—can reach an inflection point (an optimal level) beyond which the positive effects diminish or even turn negative (Pierce & Aguinis, 2013). Some empirical studies support the existence of the TMGT principle (Molines et al., 2020; Yu et al., 2022). However, this field of research remains in its infancy, and there is limited knowledge about the factors that determine the optimal level of people management (Mulder et al., under review). Our project aims to address this gap by investigating the nonlinear relationship between people management and outcomes and the factors under which people management reaches its optimal effectiveness, offering new insights into how managers can balance their efforts to maximize employee and organizational outcomes. One of these explanatory factors we aim to study in this project is the difference between the needed and offered people management support employees perceive. We propose that when employees perceive an ‘overinvestment’ - more support offered than needed – or ‘underinvestment’ - less support offered than needed – the impact of people management could be negative (Buunk et al., 1993; Deelstra et al., 2003).

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44Management Of Physical Education And Sport With PowerWeb: Health And Human Performance

By

Over the past decades, the role of line managers in determining the effectiveness of HRM has been a key focus for both scholars and practitioners (Kurdi-Nakra et al., 2022; Purcell & Hutchinson, 2007; Trullen et al., 2020). People management—which is a combination of two key elements: (1) the implementation of HR practices by line managers and (2) their supportive leadership behavior (Knies et al., 2020; Purcell & Hutchinson, 2007)—is shown to be positively related to employee and organizational outcomes. However, emerging research also highlights cases where people management, despite being well-intentioned, does not yield beneficial effects (e.g. Van Harten, 2016). These contrasting findings present an interesting avenue for further investigation. This project explores the possibility that the inconsistent effects of people management on employee well-being and performance stem from a nonlinear relationship. Specifically, we draw on the Too-Much-of-a-Good-Thing (TMGT) principle, which posits that high levels of a typically beneficial factor—such as people management—can reach an inflection point (an optimal level) beyond which the positive effects diminish or even turn negative (Pierce & Aguinis, 2013). Some empirical studies support the existence of the TMGT principle (Molines et al., 2020; Yu et al., 2022). However, this field of research remains in its infancy, and there is limited knowledge about the factors that determine the optimal level of people management (Mulder et al., under review). Our project aims to address this gap by investigating the nonlinear relationship between people management and outcomes and the factors under which people management reaches its optimal effectiveness, offering new insights into how managers can balance their efforts to maximize employee and organizational outcomes. One of these explanatory factors we aim to study in this project is the difference between the needed and offered people management support employees perceive. We propose that when employees perceive an ‘overinvestment’ - more support offered than needed – or ‘underinvestment’ - less support offered than needed – the impact of people management could be negative (Buunk et al., 1993; Deelstra et al., 2003).

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45The Management Audit An Appraisal Of Management Methods And Performance

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Over the past decades, the role of line managers in determining the effectiveness of HRM has been a key focus for both scholars and practitioners (Kurdi-Nakra et al., 2022; Purcell & Hutchinson, 2007; Trullen et al., 2020). People management—which is a combination of two key elements: (1) the implementation of HR practices by line managers and (2) their supportive leadership behavior (Knies et al., 2020; Purcell & Hutchinson, 2007)—is shown to be positively related to employee and organizational outcomes. However, emerging research also highlights cases where people management, despite being well-intentioned, does not yield beneficial effects (e.g. Van Harten, 2016). These contrasting findings present an interesting avenue for further investigation. This project explores the possibility that the inconsistent effects of people management on employee well-being and performance stem from a nonlinear relationship. Specifically, we draw on the Too-Much-of-a-Good-Thing (TMGT) principle, which posits that high levels of a typically beneficial factor—such as people management—can reach an inflection point (an optimal level) beyond which the positive effects diminish or even turn negative (Pierce & Aguinis, 2013). Some empirical studies support the existence of the TMGT principle (Molines et al., 2020; Yu et al., 2022). However, this field of research remains in its infancy, and there is limited knowledge about the factors that determine the optimal level of people management (Mulder et al., under review). Our project aims to address this gap by investigating the nonlinear relationship between people management and outcomes and the factors under which people management reaches its optimal effectiveness, offering new insights into how managers can balance their efforts to maximize employee and organizational outcomes. One of these explanatory factors we aim to study in this project is the difference between the needed and offered people management support employees perceive. We propose that when employees perceive an ‘overinvestment’ - more support offered than needed – or ‘underinvestment’ - less support offered than needed – the impact of people management could be negative (Buunk et al., 1993; Deelstra et al., 2003).

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46Strategic Human Resource Management: People And Performance Management In The Public Sector

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Over the past decades, the role of line managers in determining the effectiveness of HRM has been a key focus for both scholars and practitioners (Kurdi-Nakra et al., 2022; Purcell & Hutchinson, 2007; Trullen et al., 2020). People management—which is a combination of two key elements: (1) the implementation of HR practices by line managers and (2) their supportive leadership behavior (Knies et al., 2020; Purcell & Hutchinson, 2007)—is shown to be positively related to employee and organizational outcomes. However, emerging research also highlights cases where people management, despite being well-intentioned, does not yield beneficial effects (e.g. Van Harten, 2016). These contrasting findings present an interesting avenue for further investigation. This project explores the possibility that the inconsistent effects of people management on employee well-being and performance stem from a nonlinear relationship. Specifically, we draw on the Too-Much-of-a-Good-Thing (TMGT) principle, which posits that high levels of a typically beneficial factor—such as people management—can reach an inflection point (an optimal level) beyond which the positive effects diminish or even turn negative (Pierce & Aguinis, 2013). Some empirical studies support the existence of the TMGT principle (Molines et al., 2020; Yu et al., 2022). However, this field of research remains in its infancy, and there is limited knowledge about the factors that determine the optimal level of people management (Mulder et al., under review). Our project aims to address this gap by investigating the nonlinear relationship between people management and outcomes and the factors under which people management reaches its optimal effectiveness, offering new insights into how managers can balance their efforts to maximize employee and organizational outcomes. One of these explanatory factors we aim to study in this project is the difference between the needed and offered people management support employees perceive. We propose that when employees perceive an ‘overinvestment’ - more support offered than needed – or ‘underinvestment’ - less support offered than needed – the impact of people management could be negative (Buunk et al., 1993; Deelstra et al., 2003).

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47Strategic Performance Management Evaluation For The Navy's SPLICE Local Area Networks.

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Available from National Technical Information Service, Springfield, Va

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48Mid-Year Performance Management Update

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Join us today for our FY2020 Mid-Year Performance Management Update. We're scheduled to start the presentation at 1pm.

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49Public Performance & Management Review 1997 - 1998: Vol 21 Index

Public Performance & Management Review 1997 - 1998: Volume 21 , Issue Index. Digitized from IA1631309-01 . Previous issue: sim_public-performance-management-review_1997-06_20_4 . Next issue: sim_public-performance-management-review_1997-09_21_1 .

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50Public Performance & Management Review 1998 - 1999: Vol 22 Index

Public Performance & Management Review 1998 - 1999: Volume 22 , Issue Index. Digitized from IA1631309-01 . Previous issue: sim_public-performance-management-review_1998-06_21_4 . Next issue: sim_public-performance-management-review_1998-09_22_1 .

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1Performance management

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“Performance management” Metadata:

  • Title: Performance management
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  • Language: English
  • Number of Pages: Median: 302
  • Publisher: ➤  Metamorphous Press - Meramorphosus Press
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  • Publish Location: Portland, Or

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  • First Year Published: 1986
  • Is Full Text Available: Yes
  • Is The Book Public: No
  • Access Status: Borrowable

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