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841 results for "Validation"
VALIDATION By David Rabiner
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The second in a series of booklets on leadership communication, this booklet provides an effective strategy that will fundamentally change the way you think, feel, and act so you will naturally be a... More > more positive, focused, respectful, and effective communicator.< Less
VALIDATION By David Rabiner
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The second in a series of booklets on leadership communication, this booklet provides an effective strategy that will fundamentally change the way you think, feel, and act so you will naturally be a... More > more positive, focused, respectful, and effective communicator.< Less
Waiting to be Validated By Isaiah Manzella
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This is a compilation of short essays and feelings that enter the depths of me in hopes of letting Julia into my soul.
Validating the Variances By Homework Help Classof1
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Variance or causal factor analysis compares an actual result with a budget to identify the specific causes of difference. Once the causes are known, action can be taken. Variance analysis will only... More > show the effect of differences, not their cause. It is the role of management to investigate and respond.< Less
The Validity of Universal Logic By Anthony Fejfar
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This Tract Book Article discusses the Validity of Universal Law also known as The Law of Logic.
PATH Type Validation Paper By Frederick Navarro
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This paper is a published version of the original unpublished master's thesis manuscript, "Profiles of Attitudes Toward Healthcare: Psychographic Segmentation," by Frederick Navarro. The... More > PATH research, conducted in 1988-89, was the first large scale study designed to test for the existence of subtypes {"path types") defined by health psycho-social factors, and confirm their existence across geographic regions of the U.S.. The fact that "path types" are as applicable today as they were when the study was first conducted is a testament to the rigor and validation steps applied. In fact, when compared to typical subtype studies appearing in peer-reviewed journals today, this study is equivalent to ten such studies. This paper is validly called the "birth certificate" of the PATH Type Model.< Less
PATH Type Validation Paper By Frederick Navarro
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This paper is a published version of the original unpublished master's thesis manuscript, "Profiles of Attitudes Toward Healthcare: Psychographic Segmentation," by Frederick Navarro. The... More > PATH research, conducted in 1988-89, was the first large scale study designed to test for the existence of subtypes {"path types") defined by health psycho-social factors, and confirm their existence across geographic regions of the U.S.. The fact that "path types" are as applicable today as they were when the study was first conducted is a testament to the rigor and validation steps applied. In fact, when compared to typical subtype studies appearing in peer-reviewed journals today, this study is equivalent to ten such studies. This paper is validly called the "birth certificate" of the PATH Type Model.< Less
Validated Performance Appraisal By Fred Eargle
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In the absence of a formal objective rating system, the activity of assessing human performance will occur on an informal, less objective basis. Each manager is continually rating each subordinate... More > as to who turns out the best work, who needs help, whom to recommend for promotion, and so on. To deny a formalized, objective system is to produce an adverse effect upon the organization and the individual. This book concentrates on the establishment of a Validated Performance Appraisal instrument based upon observed behaviors of the employee, while correlating them with various degrees of job performance. The format described here is a Behaviorally Anchored Rating Scale - generally known as the BARS format or procedure. It is an excellent model for the Competency Requirements set forth by ISO 9001 Clause 6.2.2.< Less
Validated Performance Appraisal By Fred Eargle
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In the absence of a formal objective rating system, the activity of assessing human performance will occur on an informal, less objective basis. Each manager is continually rating each subordinate... More > as to who turns out the best work, who needs help, whom to recommend for promotion, and so on. To deny a formalized, objective system is to produce an adverse effect upon the organization and the individual. This book concentrates on the establishment of a Validated Performance Appraisal instrument based upon observed behaviors of the employee, while correlating them with various degrees of job performance. The format described here is a Behaviorally Anchored Rating Scale - generally known as the BARS format or procedure. It is an excellent model for the Competency Requirements set forth by ISO 9001 Clause 6.2.2.< Less
Validation: Us verses God By Toby Hoff
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a way that you are not the best