995 resultados para practices office
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Report on recommendations to the Office of Treasurer of State for the year ended June 30
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Audit report on the Office of Treasurer of State, Iowa Educational Savings Plan Trust for the year ended June 30, 2013
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Report on a review of the operations of the Poweshiek County Sheriff’s Office for the period January 1, 2010 through March 31, 2013
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This article aims to determine the impact of human resource management (HRM) practices on public service motivation (PSM) and organizational performance. Based on a survey of Swiss cantonal public employees (N = 3,131), this study shows that several HRM practices may be considered as organizational antecedents of PSM and strong predictors of perceived organizational performance. Fairness, job enrichment, individual appraisal, and professional development are HRM practices that are positively and significantly associated with PSM and perceived organizational performance. Moreover, these results suggest that HRM practices are stronger predictors than either PSM or organizational commitment when explaining the individual perception of organizational performance.
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The Office of Energy Independence (Office) is the state agency responsible for setting the strategic direction, directing policy, conducting energy related outreach and administering programs that optimize energy production and efficiency to secure Iowa’s clean energy future. The Office performed its duties as set forth in Iowa Code 469.3(2), managed the Iowa Power Fund and federal U.S. Department of Energy (DOE) grants funded through the American Recovery and Reinvestment Act (ARRA), as well as an annual federal appropriation that supports the Office’s operational costs. As part of the national network for energy security, the Office is responsible for ensuring state emer- gency preparedness and quick recovery and restoration from any energy supply disruptions.
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Digital library developments are part of a global move in many sectors of society toward virtual work and electronic services made possible by the advances in information technology. This environment requires new attitudes and skills in the workforce and therefore leaders who understand the global changes underlying the new information economy and how to lead and develop such a workforce. This article explores ways to develop human resources and stimulate creativity to capitalize on the immense potential of digital libraries to educate and empower social change. There is a shortage of technically skilled workers and even more so of innovators. Retention and recruitment is one of the greatest obstacles to developing digital library services and information products.
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Report on applying agreed-upon procedures to the Fayette County Engineer’s Office for the period July 1, 2012 through June 30, 2013
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Agency Performance Report
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Agency Performance Report
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Agency Performance Report
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Agency Performance Report
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Agency Performance Report
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Agency Performance Report
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Agency Performance Report