A job analysis survey was done on 39 entry-level professional classes (e.g. personnel officer, social worker, rehabilitation counselor, research analyst, accountant, computer programmer) to discover statistical factors on which the classes could be scored and to cluster the classes on the basis of these factor scores. A job analysis questionnaire…

Personnel officers, like other middle-level collegiate administrators, have become so concerned with their status on campus that they have forgotten their role, which is to serve: to serve the goals of the institution, which are or should be educational goals established by the faculty and its leaders. Personnel is now a vulnerable area, but its…

The general purpose of the occupational analysis is to provide workable, basic information dealing with the many and varied duties performed in the personnel manager occupation. The document opens with a brief introduction followed by a job description. The bulk of the document is presented in table form. Eighteen duties are broken down into a…

This speech discusses the roles of the superintendent and the chief personnel administrator. The author describes and then applies these roles to (1) employment and placement, (2) evaluation and followup, (3) collective bargaining, and (4) administrative leadership development. The author stresses the importance of the superintendent and the chief…

To learn the order of importance managers place on different areas of knowledge, skills, and attributes possessed by college graduates, a questionnaire was sent to all members of the American Society of Personnel Administrators in Hawaii. People-oriented characteristics were ranked more important than business or quantitative skills. (CT)

This article deals with the current situation of educational assistants now being required by the No Child Left Behind Act to have at least two years of higher education or an associates degree, or to meet rigorous quality standards and demonstrate academic skills and knowledge. In this article, the author presents views from a superintendent,…

Professionals often seem to view guidelines, standards, and the like, not to mention legal mandates, as adding to their work load. It is argued that a widely promulgated set of test taker rights would actually make the work of personnel selection professionals easier. The California court case Soroka v. Dayton-Hudson Corporation, in which test…

A 1977 Association of Research Libraries (ARL) survey showed that more than 80 member libraries had staff persons designated as personnel officers. In a series of in-depth interviews in the spring of 1978 with some of these personnel officers, the main factors contributing to changes in personnel functions were identified as: (1) a growing number…

The 23rd Annual State of Michigan Personnel Officers' Conference examined the workings of employee relations with employee organizations. The highlights are reported in this manual. A panel of speakers from industry and education provided conference participants with different points of view and a broadened outlook in the difficult areas of…

The Personnelman (PN) Rating was the subject of a recent study in which selection test scores were found to correlate satisfactorily with school grades. The purpose of this followup study was to determine whether correlations exist between selection test scores and job performance measures, and whether the experimental tests taken by PN students…

Compared what personnel managers in 1981 (N=174) considered important resume components, with what personnel managers in 1974 considered important. The largest differences were that more businesses in 1981 rated listing college courses as important, and more businesses in 1974 thought marital status was important. (RC)

Utilized a questionnaire to examine the personal and professional characteristics of personnel administrators in the Southeastern United States (N=104). Responses indicated that most administrators have doctorates, are older males, and have had more professional experience and positions in student personnel than their national counterparts. (RC)

Discusses the need for program development in the area of general office administration. Outlines the role of personnel administrators in the selection, training, and development of managers. Three university programs relating to general office administration are described. (RC)

As women become increasingly better qualified for management positions, the significant effects of organizational ambience on women's advancement are becoming clearer. (Author/JM)

Reports a participatory action research (PAR) project carried out by the FAGOR group of the Mondragon Cooperatives in the Basque provinces of Spain. Finds the experience to be most stimulating and intellectually engaging while noting that it is both emotionally and physically exhausting. Points out that PAR's impact has been uneven. (KO)