The author proposes a substitute for demonstrating the validity of employment tests, based on his study of Equal Employment Opportunity Commission and federal executive agency guidelines and of court decisions relating to personnel selection. He states that test validation is still best but may not be necessary if steps are taken to avoid adverse…

Five issues (employer motivation, criteria selection, content and construct validity, differential validity, burden of proof) are discussed because questions are raised about them or because they are pivotal issues in court cases which were decided in the five years since Griggs v. Duke Power (test bias). (TA)

An enumeration of the factors influencing the selection of overseas managers includes the consideration of education, family style, and motivation. (Author)

Five key criteria usually applied in selecting job applicants-- sex, age, education, race, and experience--are being challenged as to their value in finding the right individual for a particular job. Job- matching has proven to be successful when specific personality dynamics qualities are present in the applicant. (Editor)

Reports a survey to determine practices among metalworking firms in Minnesota covering such topics as whether or not the company had a formal or informal job posting system, the actual mechanics of the system, union influence on its design, feedback to unsuccessful job bidders, and current employee acceptance of the system. Recommendations are…

Following a discussion of some of the major problems of affirmative action, including seniority layoff, recommendations are made that may assist in resolving some of the complex issues. (Editor/TA)

An automated candidate-job matching system called "Jobmatch" has been implemented at Citibank, in New York City, involving job analysis, performance appraisal techniques, clerical employment, and internal mobility. A job task scale is used by supervisor and employee to determine job and candidate matching through a series of computer…

Describes a procedure developed at the Red River Army Depot, Texarkana, Texas, for selecting and evaluating personnel called AKS ME (Ability, Skill and Knowledge Merit Evaluation), consisting of four basic steps: job analysis, examination plan, candidate evaluation, and validation. (MF)

Based on statistics that show that the number of white-collar people (or knowledge workers) will expand over 60 percent in the next decade, the author offers a wide range of suggestions on how business can more efficiently employ and manage this new breed of worker. (Editor/TA)

Provides an in-depth guide to the Vocational Rehabilitation Act of 1973 and the Executive Order requiring affirmative action for handicapped people; discusses concerns such as why companies hire and retrain handicapped people, successful placement and accommodation, supervision, and labor-management cooperation. (Editor/TA)

Some recent trends in management selection and training in the United States are culture-fair tests; more complex selection models (systems approach); multidimension-multivariate criterion measures; biographical information, management games, and group interaction exercises; learning objectives; assessment centers. Identifying managerial talent is…

The success of an organization depends on a satisfied, challenged work force. Career planning is a key element in efforts to reach this goal. The author presents a strategy for developing a career planning system which takes account of the individual employee's needs within the corporate structure. (CT)

Both management and women workers are asking for a reexamination of traditional training and development practices. The existing training model that has worked so well for developing men into managers and leaders should be expanded to include women--an androgynous approach to training--with similarities, rather than differences in abilities…

Various test validation alternatives available to the small company are presented, along with a series of questions, the purpose of which is to help the small company focus on the type of test validation for which it is best suited. A case study is described to serve as a model. (Author)