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)

Reports on a survey of chief human resources officers in the Fortune 500. Focuses on areas such as applicant's appearance; beginning of the interview; conduct of the interview; and closing the interview. Compares results with a similar 1980 survey. (JAD)

Describes a writing assignment (intended to counter some students'"writing is irrelevant" attitude) in which students write resumes and letters of application that are reviewed by personnel officers of "real world" corporations. (SR)

Researchers who have focused on issues of interpersonal communication in organizations have concluded that it is an essential component of organizational life. This paper presents findings of a study that examined the communicator image of human-resource managers. A survey instrument called the Norton Communicator Style Measure (CSM) was sent to…