Offers a model for hiring, developing, and promoting staff which endeavors to synthesize numerous concepts used by business and industry in their human resources development programs. Presents a 23-item checklist for the model and proposes that it be used by community colleges to reach affirmative action goals. (DMM)

Promotions, particularly management promotions, play an important role in organizations. Despite their importance for both individuals and organizations, little is known about how and why most promotions occur. This publication presents findings of a study that examined 64 promotions that occurred in three Fortune 500 companies from 1986-89. The…

This paper focuses on the process of staff selection of child care staff at a residential treatment center for children, ages 8-16. Phases of candidate selection, an "open-door" interview procedure, the orientation of hired candidates and the agency's philosophy, procedures and practices are discussed. (GO)

The basic elements of personnel administration are defined and examined and the interaction between the elements are described. The elements include job analysis, job classification, recruitment, selection, induction into the organization, evaluation of job performance, and termination. (MLW)

This paper examines teachers' principal-selection decisions. It is based on a study of teachers serving on school councils in Kentucky, where teachers, as members of local school councils, are empowered by reform legislation to participate in hiring decisions. The article reviews the related literature, including values theory, work values…

Discusses the original and new methods of personnel recruitment and selection utilized by the Peace Corps, stressing the need for a body of rigorous experimental studies supporting scientific procedures in this area; and reports a study of Peace Corpsmen in the South Pacific. (JM)

Study finds that written examination can predict job performance fairly for all groups; a good preemployment test score is reflected in good job performance. (MF)

Reviews the use of structured selection interviews in the agent selection process. Managers can agree on their evaluation ratings of an applicant. A stable factorial structure for the ratings exists, and the ratings are related to the selection decision, although not all items carry the same weight. (Author)

This teaching guide provides an exercise designed to help college students integrate knowledge and skills from previous lectures and discussions on personality/social psychology, testing and assessment, human resources management, organizational design, job analysis, and business law, into a participative learning experience for…

Research was conducted on the age and sex differences in raters' evaluations of job applicants' nonverbal behaviors. A ten-minute videotape of five interviews was shown to 28 members (7 females and 21 males) of the Industrial Personnel Association who had varying years of experience in personnel work. The simulations depicted job applicants whose…

The assessment laboratory is a full-day program devoted to evaluations of the candidates during various exercises. The test involves participation by the candidates in an in-basket exercise; a leaderless group exercise; a 5-minute oral presentation; an unstructured group discussion requiring solutions and consensus; and one requiring…

The New York State Department of Civil Service investigated an empirical application of the Rasch model which appears useful in Civil Service testing. The model is a powerful tool for developing insights into what test items are measuring while permitting the investigator to spot defective items. It also reveals meaningful distinctions in the type…

Intended primarily for educational administrators, this review presents an analysis of the literature, previously announced in RIE, concerning the use of paraprofessionals in the schools. The reviewer discusses (1) who paraprofessionals are and what they do; (2) administrative problems associated with paraprofessional employment; (3)…

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)