College training and organizationally based training are not prevalent enough or specialized enough to meet the future demand of personnel specialists and managers. The organized profession must develop the methods to systematically provide information and must stimulate activity in colleges and organizations to develop major training centers.…

An annual survey of corporate trainers (n=2,054) found a 4% rise in salaries. Women's salaries rose an average of 8%; female trainers (51% of respondents) now earn 82% of what male trainers earn. Trainers in the Northeast and Pacific Northwest were the highest paid, and the overall salary rise was largely in organizations with the highest revenues…

Surveys of Fortune 500 companies in 1978, 1985, and 1995 revealed trends and preferences in content of resumes and cover letters. Compared to earlier years, current preferences were for both letters and resumes in the initial contact, more emphasis on grammar and spelling, and acceptance of two-page resumes. (SK)

Article points to need for new rationale for student personnel administration. Such a rationale could assist administrators in answering such questions as derive from the abandonment of the doctrine of in loco parentis. (Author/EK)

The process of delegation makes possible the extension of one's abilities, encourages teamwork, and results in greater productivity. (Author)

A survey of 2,100 American Society for Personnel Administration practitioner members was conducted to assess reactions to the objectives and benefits of the Personnel Accreditation Institute's voluntary certification program. Survey results are reported and discussed. (CT)

A survey of 700 top-level human resource executives that elicited 309 responses revealed the highest priority ranking of 24 human resource issues to be: productivity improvement, controlling costs of employee benefits, compensation planning and administration, employee communications, upgrading management training development programs,…

Analyzes the "Weber" case and speculates about the impact the Supreme Court ruling may have on personnel and industrial relations practitioners. Available from the Employee Relations Law Journal, Executive Enterprises Publications Co., Inc., 33 West 60th Street, New York, New York 10023; $48.00/year. (Author/IRT)

Examines five potential problems concerning performance evaluation, including (1) personnel managers' organizational knowledge and where the employee fits in that organization; (2) how managers prepare performance standards; (3) how managers identify employee competence; (4) how performance standards are measured; and (5) results of performance…

Analysis of workplace experiences recounted by 29 human resource development (HRD) professionals uncovered 3 themes: emphasis on people and work processes, need for greater personal control and security, and desire for task and functional equity. Findings suggest that HRD is an occupational culture more concerned with employee development and…

Data from a survey of executive development directors were the basis for this mentoring program framework, consisting of (1) program development (protege and mentor selection, training, and linkage); (2) implementation (career and psychosocial functions); and (3) evaluation (formal and informal outcomes assessment). (SK)

Possible sexual discrimination was examined in the use of letters of recommendation. Female applicants were preferred over male applicants in terms of proceeding with an interview, thus demonstrating a case of reverse discrimination. (Author)

Tested hypotheses derived from expert recommendations regarding appropriate resume format. Personnel professionals (N=230) evaluated applicants submitting functional resumes more highly than applicants submitting chronological resumes. Discusses implications of these findings. (ABB)

Examined sex bias in hiring by personnel directors. Personnel directors (N=86) rated bogus job applications on their qualifications and likelihood of being considered for the position, expected performance, and expected success in the job. Found higher access ratings were given to the sex-stereotypical applicant when the applicant's credentials…