This training program, developed and implemented by administrators and personnel specialists, provided administrators in the Dade County Public Schools with skills needed in personnel hiring. In developing the program, consideration was given to the administrators' identified needs, relevant literature, interviews with employment specialists,…

INFORMATION ON EMPLOYEE SELECTION AND TRAINING ACTIVITIES WAS SECURED FROM QUESTIONNAIRES RETURNED BY 215 OF 283 FIRMS EMPLOYING AT LEAST 100 PERSONS. DATA FROM 207 SEPARATE ITEMS FOR EACH FIRM WERE KEY PUNCHED AND TABULATED INTO MULTIVARIATE CROSS-CLASSIFICATIONS. OVER 60 PERCENT OF THE FIRMS WERE IN CITIES HAVING OVER 25,000 POPULATION, 40…

The Industrial Training Resources Project is an attempt to establish a model for use of industrial training facilities in the vocational rehabilitation of mentally retarded persons. The present study was conducted to help assess the climate of employer receptivity and understanding of the project. The multiple objective included: (1) creating…

Focuses on the effect of Title VII (Civil Rights Act of 1964) on applicant selection for training. Trainee selection procedures adversely affecting minorities must be job related. Examines court cases, Equal Employment Opportunity Commission decisions, and impact of fair employment laws on training. (CSS)

Suggests procedures for complying with affirmative action policies and for handling job applicants in the language profession with fairness, courtesy, and respect. (AM)

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)

Arguing that hiring should be the product of a rational approach rather than a subjective one, describes a six-part hiring process: (1) basic people management; (2) organization policies; (3) preliminary "musts"; (4) the interview; (5) evaluation of findings; and (6) future uses. It can be used in any size or type organization. (CDD)

Deals with the way in which Equal Employment Opportunity Commission fair employment guidelines affect an employer's personnel selection techniques. (DM)

Results of study suggested that single female workers are evaluated favorably so long as they pursue sex-typical jobs, while female and single male workers are viewed much less favorably when they are in sex-atypical fields. (CMG)

Undergraduates evaluated the qualifications of an attractive, average, or unattractive male or female applicant. Ratings of specific qualifications preceded or followed an overall and hiring decision rating. The order variable influenced ratings of specific qualifications but not the overall or hiring decision. Male and attractive applicants were…

Specific tactics for blunting affirmative action in the university are organized in five categories: obliterate or contain responsibility, delay responsibility, develop and operate recruitment efforts designed to fail, recruit minorities and women so they will subsequently fail, and delegitimize applicants. (Author)

Refers to Title VII of the Civil Rights Act of 1964 and the Supreme Court's disparate impact interpretation of Title VII in Griggs versus Duke Power Company. Contends that attacks on the Griggs decision are legally unsound and that claims made by advocates of validity generalization are scientifically unsupported. (Author/NB)

Studies conditions under which women and minorities were hired for managerial positions in higher education administration. Determines that odds of a new person hired being a woman or minority is positively affected if the previous employee in that position was a woman or minority. Finds that past segregation is among the leading influences on…

This annual review gives representative coverage of research on personnel practices and issues, work adjustment, organizational behavior, workplace justice (equal opportunities, harassment, etc.), and industrial/occupational measurement issues. The bibliography lists 438 references. (SK)

Summarizes data concerning personality measurements as predictors of job performance, and offers responses to frequently raised questions about these measurements in the employment process. It is suggested that measures of personality are valid predictors of performance in all occupations, that they do not adversely impact minority group job…