Women's share of employment in personnel and labor relations occupations grew from 30 percent in 1970 to 58 percent in 1989. Female personnel managers' earnings remained two-thirds of men's between 1986 and 1989. At least two-thirds of 1979 earnings differences reflected gender differences for age, education, and extent of work. (SK)

A survey of 42 chief executive officers (28%), 72 line managers (47%), and 37 state agency personnel directors (24%) found that all 3 groups viewed the personnel department as primarily service providers, directors regarded themselves more involved in advisory roles than did the other 2 groups, and there was limited support for policymaking…

A survey of the 50 state personnel directors found that (1) their attitudes and actions reflect a concern for social equity issues; (2) 21 were women and 6 African American; (3) they experience similar role conflicts and tensions as federal civil servants; and (4) state personnel systems are addressing equity issues and benefit flexibility. (SK)

Data from the appointing managers and personnel directors of 35 newly hired and 33 promoted workers found that (1) employers maintain educational ceilings that are usually flexible and established by default; and (2) some employers willingly hire "overqualified" workers because of their potential for eventual promotion. (SK)

A survey of 261 Irish human resource development (HRD) professionals indicates that some HRD responsibilities have devolved to line managers, but less than in other countries. Most conduct systematic needs analysis (especially larger, private sector firms) and rely on informal evaluation mechanisms. (SK)

Twenty western and northern districts, 10 larger and 10 smaller than Seattle, were surveyed to determine the degree of responsibility of the Personnel Departments in selected functions in the following areas: (1) Certificated Staff, (2) Classified Staff, (3) Records and Payroll, (4) Salary Administration, and (5) Negotiations. Information was also…

Presented are the results of a survey involving personnel directors from 271 local firms in Manatee and Sarasota Counties (Florida) on the employment of the physically impaired, visually impaired, hearing impaired, and mentally retarded. Included are brief descriptions of the goals of the survey and the sampling technique used, and a sample survey…

The purpose of this study was to obtain information from deans of American Assembly of Collegiate Schools of Business accredited colleges of business and from human resource managers from the 200 largest companies in the Dallas/Ft. Worth area. A questionnaire containing 49 selected business communication competencies was developed and mailed to…

Assessed the importance of the informational content of letters of recommendation. Personnel directors (N=98) rated sample letters. Results showed that example specificity and favorability increased the positive perceptions of the recommendee. Example specificity also enhanced the perceived credibility of the letter writer. (JAC)

Discusses a survey of personnel officers that was designed to help perspective employees present themselves in the best possible way. The survey yielded data about the initial contact by job seekers, job application letters, and resumes. A copy of the survey instrument is included. (FL)

A study to determine any change in direction of the personnel function in higher education during the 1980s is described. Personnel professionals, it is suggested, will spend less time on employment and employee benefits and more time on human resource planning, training, development, labor relations, and compliance with government regulations.…

Analyzes the motivation profile results of a national survey, using a job diagnostic survey instrument, of 112 directors of university computer centers; and compares these results with results of similar surveys of other kinds of managers. Describes the outcome of the use of the instrument on a university computer center. (CMV)

Although aspiring women managers can receive some developmental support from women in management positions, this support frequently needs to be augmented by that from human resources personnel and successful men. (Author/JM)

Discusses the employment interview as a method of studying the personality characteristics of job applicants. Describes two studies that indicated a substantial degree of agreement and accuracy in the conceptions held by students and by professional employment interviewers regarding the personality characteristics of personnel managers and…

Compared personnel managers' (N=51) perceptions of requisite skills for successful employment and the actual competence of entry level workers. Results indicated a significant discrepancy between needed skills and the competence that secondary school graduates bring to the work place. Speaking and listening were rated most important. (JAC)