Looks at some of the implications resulting from the presence of women in the marketplace and outlines some steps the innovative executive and adaptive enterprise can employ in taking advantage of the new opportunities. (IRT)

By acknowledging the value of the work-sharing concept, recognizing the importance of the psychological contract, and conducting prelayoff consultations with the assistance of third-party neutrals, companies can more effectively cope with the problem of employee layoffs and improve employee relations in general. (Author)

The author offers suggestions on how to make the job application process both efficient (for the institutions) and courteous (to the applicant). (MJB)

Revised Equal Employment Opportunities Commission guidelines on religious discrimination oblige the employer to demonstrate that religious accommodation would cause undue hardship in the conduct of business. The new guidelines could necessitate substantial modifications in employment practices. (SK)

In a recent survey, most managers and blue-collar workers indicated that the availability of job modifications would alter their retirement plans. Such an alternative can alleviate some job-related problems of older workers and permit an organization to capitalize fully upon these employees' skills. (SK)

Reports on the experiences of an undercover television news researcher who investigated complaints about discriminatory employment agency practices. (MK)

Trends in employment, occupations, output, and input provide evidence that firms increased their use of contract and contingent labor. Further research is needed to explore the causal factors behind the shift toward market-mediated work arrangements. (JOW)

Case studies of six hospitals and five auto parts suppliers showed that in high-skilled occupations, employers paid more to temporary agency help than regular staff. In low-skilled occupations, temporary agencies facilitated use of riskier workers. Temporaries may relieve pressure to raise wages in tight labor markets, perhaps contributing to…

Discusses a "basic blueprint" for tenure, considering primary strategies that may be involved in enriching the traditional "educational relics" of teaching, research, scholarship, and service. Outlines the steps to tenure from interviews to supporting materials and professional productivity. (PA)

Internal labor market theory and data from two case studies were used to construct four models of contingent work (integration, seasonal, separation, two tier) with different performance objectives, technology, work practices, and worker outcomes. Each model involved practices related to job descriptions, wage, rules, and career ladders that…

Uses a microeconomic model to explain behavior of actors in school-to-work transition that proposes optimal strategies and explains causes of failure. Suggests that metafunctional criteria (personality, behavior, employment stability, productivity, adaptability, social involvement) are crucial factors in recruitment decisions. (Contains 56…

Reports on a study of human resource development (HRD) as a professional field in Finland. Describes HRD as a strategic activity, relationship with adult education, historical and current features, characteristics of practitioners, and future challenges for workplace training and development. (Contains 50 references.) (SK)

Responses from 380 South Korean, Taiwanese, Thai, and Singaporean human resource managers in multinational and indigenous companies revealed significant differences between the two types in degree but not form or type of human resource development activity. U.S.-owned firms had higher activity levels. Strategic human resource orientation was…

Asserts that fragmentation of academic disciplines handicaps efforts to deal rationally with problems arising from group differences in general intelligence. Contends that open discussions like those appearing in this special journal issue are necessary, and illustrates arguments through comments on moral, scientific, and legal concerns addressed…

Four strategies for overcoming resistance to self-directed learning (SDL) in business and industry are visible company support; internal promotion; easy access, especially through electronic linkages; and formalized use of SDL strategies, such as using learning contracts in performance appraisals. (SK)