The article lists and discusses elements in the development and implementation of an employee information system, such as planning and design, types of data required, selecting software, and documentation. (MF)

The author explains why administration of human resources data systems will require personnel expertise and management skills in addition to technical database management abilities. He discusses the perfect database, responsibilities held by the human resources data administrator, and what skills this administrator must possess. (CT)

Although public records are an ethical source of employee screening information, restrictions placed on employers by the many state, local, and federal regulations and laws require new ways of getting this information. Particularly important is verifying dates and criminal records. Some problems and solutions are given. (MF)

From the findings of his survey of a sample of computerized personnel management information systems currently in use, the author presents the advantages and disadvantages of such systems and recommends a model for data input and report output based on users' experiences. (MF)

Key issues in planning and designing a human resources management or personnel data system are system planning, system design and development, system implementation, and system evaluation. The author discusses necessary steps in designing a successful system. (MF)

Pinpoints problems associated with personnel operations' inclusion in large complex information systems: personnel information system redesign requirements, potential confidentiality loss, reduced information accessibility, awkward data format requirements, and psychological problems. Discusses single chip micro-processor and micro-computer…

Proposes using an employee relations index (ERI) to measure factors affecting employee relations and job performance ability. Examines five of ten major ERI factors: attenance, turnover, safety, grievances/complaints, and motor vehicle accidents. Discusses weighing the factors and interpreting the outcome. (CSS)

Describes research which attempts to provide a solution to the performance criterion problem, concluding that is seems possible to measure many aspects of clerical work using psychometric measures that are highly job related; recommends that such devices be used to supplement ratings in the performance evaluation process.

Suggests procedures and techniques for successful organizational human resources and career planning programs, featuring the human resource inventory and assessment center approach for personnel judged to have managerial potential. Includes a chart of the proposed career planning model for nonmanagement and lower-management personnel. (MF)

A personnel training and development system should be based on organizational development and organizational roles of the personnel being developed, states the author in presenting steps in a leadership training program. Engaging trainees and their supervisors in systematic data gathering will better indicate training needs. (MF)