Responses from 446 of 1,283 public agency personnel directors showed that 40% had ethical dilemmas when 2-career couples were employed in the same agency. Most prohibited only supervisory relationships between spouses and offered employment assistance. Reform of the merit system may be needed to stay competitive in the face of this demographic…

Principals claim the authority to hire teachers; however, central office personnel specialists, who are trained to make balanced, legally sound hiring decisions, also have a role to play. In an introduction to three articles on this topic, practices at three organizations outside education that demonstrate a partnership approach are cited. (MLF)

To help coordinate the effort of filling school staff positions, this brief article pinpoints the responsibilities of the school, board, superintendent, school attorney, and personnel director, and identifies the steps in the hiring process. The school board's role, which goes far beyond being a rubber stamp, is described as including both its…

The article describes the contents of three training modules developed within the areas of personnel management and management development: (1) management and management development, (2) leadership and management, and (3) human relations and managerial effectiveness: how to get things done through people. Each module consists of a three day course…

The traditional role of the personnel administrator is discussed, and the need for a new type of personnel worker who will be held accountable in working with black youth is pointed out. Traditionally, the role of the personnel administrator has been determined and defined by the chief school officer. They have been the officers of law and order…

Guidelines for constructing resumes are developed based on an analysis of the responses of 205 personnel managers to a questionnaire eliciting their opinions regarding various aspects of resume preparation. (Author)

Examined characteristics of drug-testing programs that were associated with personnel managers' judgments of the programs' effectiveness using data gathered from human resource managers (N=190). Results showed drug-testing programs considered to be effective were supported by ancillary activities (such as employee assistance programs), targeted…

Compares the judgment of students and personnel professionals regarding four distinct methods of resume reproduction. Finds a modest difference, students showing slightly more tolerance for poorly reproduced copies. (MS)

Reports results of a survey of Fortune 500 personnel administrators' preferences for the content of resumes submitted by college students entering the job market. Concludes that textbooks, teachers, and applicants should not only include but stress this preferred content. (PD)

A review of conclusions of previous studies indicates that the employment interview lacks reliability and validity. Authors suggests that "...research should be directed toward identification of the variables which are best and most consistently evaluated by the employment interview," and offers suggestions for the practicing personnel…

Describes a study in which selected employers and personnel directors were interviewed concerning the effects of employees' home lives on work. Areas explored included employee behaviors affected by their home lives; company policies created because of employees' home lives; and the effects of different family life stages on work. (CT)

Discusses sexual harrassment guidelines which legally define the term as sex discrimination. While this is good for those facing harassment, it unrealistically places a socially-based problem on the shoulders of personnel managers. Points out the long-term benefits of a workplace free from harassment and intimidation. (JOW)

Examines methods used to search for entry-level managerial positions and assesses how human resource and personnel directors in Georgia perceive these methods. Findings indicate that few of the directors use electronic technology to fill such positions, but they view positively those applicants who use electronic job searching methods. (RJM)