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David Gliddon Interview  -  October 15, 2008, 3:30 PM Conversations on HPT Webcast

Listen to the archived webcast

MP3


Guest:

Dr. David Gliddon
Colorado Technical University


Dr. David Gliddon serves as faculty in the School of Business at Colorado Technical University and the CTU Institute for Advanced Studies. He is the founder of ISOIL, the International Society of Innovation Leadership. His course portfolio includes: Organizational Behavior, Organizational Change and Development, Human Resource Management, Employee Training and Development, Workforce Effectiveness, Compensation and Benefits, Principles of Business, Creating Academic and Professional Success, Building Effective Teams, and a graduate course in Leadership. He received his Ph. D in Workforce Education and Development with a specialization in Training and Human Resources from Penn State University. He received his MS. in Human Resource Administration with a specialization in Human Resource Development from the University of Scranton and his BS. in Psychology with a specialization in Business and a Minor in Philosophy from Penn State University.

Dr. Gliddon received the 2005 Colorado Technical University Faculty Service Award, serves on the Library Committee, and is an Eagle Scout. He has provided executive consulting to Director and VP-level clients achieving a multitude of successes in state-wide strategic curriculum development projects in Pennsylvania; nation-wide compensation, EEO, and employee relations projects; and global performance management, staffing, training, and HRIS project implementations.

Updated bio at http://davidgliddon.com

Hosts:

[ Elliott McClelland]

Elliott McClelland
Communication Specialist
School of Information Science and Learning Technologies



[Dr. John Wedman]

Dr. John Wedman
Director, School of Information Science & Learning Technologies
University of Missouri-Columbia








Summary:

Performance management systems provide organizations with a multi-rater approach to employee evaluation that: fundamentally encourages employee performance through motivation, enriches and increases the interdependent performance discussion through collaboration, ensures that both qualitative and quantitative appraisals are used, streamlines and coordinates the administration of the performance management system, links organizational goal-setting with employee objectives and expectations, focuses on employee development, is based upon an organization's economic need for profit and growth, effectively applies a legally defensible form of employee evaluation, and encourages positive perspective of an employee's merit.

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