Decision making based on guesswork or intuition is a thing of the past thanks to modern information systems, but these systems require close attention if they are to realize their full potential to the organization. (Editor/AN)

Management is still primitive in the area of employee motivation, job and organizational structuring and the use of human assets. Much can be gained through improv Organizational Climate

The maturity of a business is strategically important because an organization's characteristics change as it ages. Similarly, elements of the human resource program (compensation, benefits, staff development, etc.) also change as the business matures. (SK)

Suggestions are offered which have an important bearing on the success and speed with which effective human resources management can be implemented in order to change the personnel management role to one which is responsive to strategic and operating priorities of the business. (TA)

The author explains why administration of human resources data systems will require personnel expertise and management skills in addition to technical database management abilities. He discusses the perfect database, responsibilities held by the human resources data administrator, and what skills this administrator must possess. (CT)

Results or goal achievement measurements of a manager's performance can be achieved for management with the use of the performance appraisal process which gives a broader perspective in the management of human resources. (Author)

Discusses how to improve the effectiveness of staff meetings. Suggests important considerations: determining whether a meeting is needed, determining its purpose and objectives, developing the agenda, timing, facilitating group discussion, keeping and distributing minutes, and evaluating effectiveness. (CSS)

Key issues in planning and designing a human resources management or personnel data system are system planning, system design and development, system implementation, and system evaluation. The author discusses necessary steps in designing a successful system. (MF)

The concept of human resource planning in personnel administration is gradually reintroducing the need for control over personnel functions as is usually demanded of other functions such as production and finance. (Author/TA)

Domestic violence is described and its causes examined. The reaction of victims is discussed, as well as the effect of violence on the victim. Recommendations to help human resource professionals work with employees and their managers to deal constructively with the problem are presented. (CT)

Reports and discusses results of a national survey of professionals from all fields of human resource management (HRM) and college recruiters on the content of HRM education, competency requirements of certain specialists, and the labor market for personnel administration and industrial relations (PAIR/HRM) professionals in the next three years.…

Presents a systematic and disciplined approach to planning for the development and implementation of an information system which will collect, store, maintain, and report human resources data. Discusses guidelines, priorities, training requirements, security, auditing, interface with payroll, and personnel reporting. (CT)

The success of an organization depends on a satisfied, challenged work force. Career planning is a key element in efforts to reach this goal. The author presents a strategy for developing a career planning system which takes account of the individual employee's needs within the corporate structure. (CT)

The program, described in detail, consists of career assessment and personal planning experiences for management facilitators and employee planners. Also discussed are the results of a generally successful pilot test of the program. (Author/MS)

Suggests procedures and techniques for successful organizational human resources and career planning programs, featuring the human resource inventory and assessment center approach for personnel judged to have managerial potential. Includes a chart of the proposed career planning model for nonmanagement and lower-management personnel. (MF)