Answers questions about how to choose, use, and evaluate a professional negotiator. (IRT)

Discusses options for the hiring, testing, training, and supervision of lifeguards. Stresses the responsibility of camp directors in hiring properly trained lifeguards to ensure camper safety. Includes a precamp screening test of lifeguard knowledge and skills. (LP)

Take a scientific approach to the use of psychological testing in business and industry, and analyze jobs carefully as an important part of setting up a testing program. The article offers a step-by-step procedure for testing employees, analyzing results, and deciding whether the test is useful or not. (Author/AJ)

A computerized system was developed for generating narrative interpretations of scores from a battery of personnel screening tests. Showed the computerized reports to be more accurate and thorough, as readable, and somewhat less coherent than interpretations generated by the typical human expert. (Author/ABB)

Outlines the development of the program of an assessment center designed for use in management and trainee development. (Author/IRT)

Examines whether interviewer ratings are influenced by the kind of questions (realistic favorable versus realistic, moderately unfavorable versus unrealistic, highly unfavorable) asked in the realistic job preview (RJP) segment of the interview. Results indicate no significant differences in either job-related ratings or in personal-trait ratings.…

Guidelines are offered for recruiting and hiring personnel in the field of visual impairment. These include start looking early; visit universities; offer incentives; emphasize the community, not just the position; plan the interview; evaluate the applicant (application form, letters of recommendation, resumes, and transcripts); and make the…

This discussion of methods of selecting and training present and future staff in business and industry emphasizes importance of the incorporation of senior management's goals and objectives into the process. An example of a Functional Skills Rating Form for use in interviewing is included. (LRW)

The return on investment for assessment centers is likely to be very high, and, more importantly, it can and should be estimated prior to assessment center design and implementation. (Author/IRT)

The methods used in corporate assessment centers for personnel selection and development are being applied in other areas such as performance evaluation and the development of work teams. Response to dramatic changes in jobs and occupations will keep the assessment center concept at the forefront of personnel development. (SK)

A model for quality assurance (QA) in psychiatric hospitals is described. Its functions (general QA, utilization review, clinical records, evaluation, management information systems, risk management, and infection control), subfunctions, and corresponding staffing requirements are reviewed. This model was designed to foster standardization in QA…

Responses from 303 of 411 North Carolina municipalities determined that use of modern personnel practices was greatest in recruitment/selection, moderate in compensation/benefits and employee rights/regulations, and marginal in performance appraisal. Factors affecting greater use were larger work force and presence of city managers. (SK)

The author offers practical advice on how to recognize and develop potential management talent. (BP)

The assessment laboratory function is supplementary and subsequent to the usual mass testing procedures. It is designed to elicit information not furnished by older more traditional methods, e.g., assessment of personal attributes, communication skills, etc. The exam involved participation by the candidates in both individual and group exercises.…