Eight key steps for effective performance appraisal are developing a positive performance climate, organizing for results, identifying organizational results objectives, defining job responsibility, training managers, developing individual performance standards, developing meaningful performance evaluation forms, and recognizing results.…

Every professional personnel department has the basic skills to provide at least minimum outplacement services such as resume preparation, resume typing and reproduction, counseling, and suggestions of job leads. (Author)

Presents five questions supervisors and managers can ask themselves when faced with new situations and special requests. The answers can help one establish rational policies and practices. (Author/IRT)

Discusses the changing role of the human resource manager and the challenge in meeting the expectations of managers who recognize the importance of strategic planning for human resources. (JOW)

Discusses the results of a questionnaire administered to 1,500 conferees at the annual conference of the American Society for Personnel Administration. Major areas of concern include retirement, inclusion of women and minorities, and government regulation. (IRT)

Outlines two schools of thought on personnel management--staffing and career management--and provides guidelines on how they can be integrated to solve human resources problems. (IRT)

During the last decade, changes in the conditions, laws, and values affecting personnel management have created changes in the number and variety of personnel managers, their responsibilities and power within organizations, and the entry requirements and career patterns for members of the profession. (Author/IRT)

The responsibility of the pupil personnel director in educational accountability is discussed. Although significant improvements have been made in almost every area of education in recent years, there is a sense of crisis, anger, and anxiety. The public is demanding new forms of accountability. Norms on standardized achievement tests have ceased…

Behavior modeling training programs can cover any relational problem, with each problem and its solution treated as a module. (Author/IRT)

Responses from 181 accountants and 74 human resources professionals (14.2% response rate) identified areas in which they feel entry-level accountants are deficient: verification of computations by hand and the level of job and internship experience, especially with computers. (SK)

Research shows that interviewers make hiring choices based on unconscious motivations and then rationalize the choice. Having three interviewers meet with each candidate separately and then discussing their reactions will assure that a hiring decision is based on objective criteria. Structured interviews and a limited focus on a maximum of six…

The I.A.S. approach to employee development requires that one identify the skills employees need, analyze which skills employees possess, and select methods of developing the needed skills. (Author/IRT)

Personnel professionals have increasingly found themselves on witness stands in various forms of litigation. Certain types of conduct that may damage testimony as a witness are highlighted. Guidelines that witnesses should follow are identified. (MLW)

The decentralized approach to academic personnel management involving department heads, college deans, and the vice-president for academic affairs is strongly rooted in tradition. Current research suggests that decisions concerning hiring, promotion, non-renewal, and dismissal of faculty members are no longer the sole province of the department,…

Identification of the subsystems in the personnel management function provides an audit framework that leads to a more efficient development of the human resources within the organization. (Author/IRT)