Dictionnaire raisonné universel des arts et métiers : contenant l'histoire, la description, la police des fabriques & manufactures de France & des pays étrangers ... : tome premier.

Segun el CCPB: es una actualización del "Dictionnaire portatif des arts et métiers" de Philippe Macquer (Barbier)

Dictionnaire raisonné universel des arts et métiers : contenant l'histoire, la description, la police des fabriques & manufactures de France & des pays étrangers ... : tome second.

Segun el CCPB: es una actualización del "Dictionnaire portatif des arts et métiers" de Philippe Macquer (Barbier)

Dictionnaire raisonné universel des arts et métiers : contenant l'histoire, la description, la police des fabriques & manufactures de France & des pays étrangers ... : tome troisieme.

Segun el CCPB: es una actualización del "Dictionnaire portatif des arts et métiers" de Philippe Macquer (Barbier)

Report on an investigation of the high speed hazards of steel belted radial tires on police cars : prepared for National Institute of Law Enforcement and Criminal Justice, Law Enforcement Assistance Administration, U.S. Department of Justice, Washington, D.C. ... /

Mode of access: Internet.

Today's warrant officer : technician, soldier and officer.

Mode of access: Internet.

Lois municipales, rurales, administratives et de police... et Dictionnaire municipal, rural, administratif et de police... /

Contiene: T. I (XVI, 676 p.) - T. II (885 p.)

Towards a U.S. Army officer corps strategy for success : retaining talent /

Over the last 3 decades, dramatic labor market changes and well-intentioned but uninformed policies have created significant officer talent flight. Poor retention engenders substantial risk for the Army as it directly affects accessions, development, and employment of talent. The Army cannot make thoughtful policy decisions if its officer talent pipeline continues to leak at current rates. Since the Army cannot insulate itself from labor market forces as it tries to retain talent, the retention component of its officer strategy must rest upon sound market principles. It must be continuously resourced, executed, measured, and adjusted across time and budget cycles. Absent these steps, systemic policy, and decisionmaking failures will continue to confound Army efforts to create a talent-focused officer corps strategy.

Towards a U.S. Army officer corps strategy for success : developing talent /

Developing leaders through experience, formal training, and education is a long-standing hallmark of the U.S. Army. Maintaining its excellence as a developmental organization requires vigilance, however. Authorized strength and inventory mismatches, an inverse relationship between responsibility and formal developmental time, and sparse nonoperational development opportunities are serious challenges the Army must address. Doing so requires a talent development strategy firmly rooted in human capital theory. Such a strategy will recognize the value of continuing higher education, genuinely useful evaluations, and the signals associated with professional credentials.

Accessing talent : the foundation of a U.S. Army Officer Corps strategy /

This is the fourth of six monographs focused upon officer talent management in the U.S. Army. In it, the authors continue their examination of how the U.S. Army accesses, develops, retains, and employs officer talent. In particular, they focus upon the ways in which dynamic labor market conditions and generational preferences have shaped service propensity among potential officer prospects.

Report to the Officer Corps : results of the professional development of officers study surveys.

Cover title.

Maritime law enforcement : boarding officer, boarding team member : personal qualification standard.

Mode of access: Internet.

When the trail calls : a story of the north country portraying the loves and perils of Canadian Mounted Police /

Mode of access: Internet.

Towards a U.S. Army officer corps strategy for success : employing talent /

Efficient talent employment is at the core of the Army Officer Human Capital Model. However, the Army's current employment paradigm is unequal to the needs of a professional, volunteer Army facing the twin challenges of a competitive labor market and an increasingly complex global operating environment. It unduly prioritizes "fairness" when making assignments, has a narrowly defined pathway to senior leadership ranks, cannot see the talent it possesses, and suffers from severe principal-agent problems. Optimal employment theories, information age tools, and well-regulated market mechanisms can help the Army match individual officer talents against specific work requirements, reducing risk and achieving the depth and breadth of talent it needs, both now and in the future.

Chief financial officer's report to management /

Description based on: [FY 1992]; title from cover.

Biennial report of the managing officer of the Jacksonville State Hospital, ...

No. 1-8 reprinted in one volume in 1863.