A survey to determine the direction supervisory functions in business are taking is outlined, expressed in terms of the relative importance of current type functions. Four functions standing out most prominently are: setting goals, improving present methods, delegating work, and allocation of manpower. (KP)

A rationale is presented for adequately defining and explaining to screened job applicants the tasks he will face, personal content of jobs and the personal relationships expected. The benefits to organizations and individuals from mutually spelling out expectations and matching individual with job are detailed. (BB)

Jobs are evaluated to provide a fair basis for payment of wages; this procedure must be communicated to employees so they can see they are being treated equitably. Job ranking, grading or job classification, factor comparison, the point method, and direct pricing are methods used in job evaluation programs. (AG)

Through the implementation of the Word Processing/Administrative Support Movement, the use of production and quality controls, together with the development of a performance measurement system using MTM-Standard Data, secretarial performance can be increased to up to ten times that of the traditional seccretary. (KP)

The structured interview format reduces the subjectivity and inconsistency inherent in traditional employment interviews. The process is based on job duties and requirements, is administered by a committee, is consistently applied to all applicants, and is documented for future reference. (SK)

An important aspect of work environment is job content and structure. As this case study illustrates, increased productivity, enhanced job satisfaction, substantial cost reduction, and a reduction in turnover are some of the benefits of task reorganization. (CT)

Compares 1978 survey results to those of 1971 survey on union's job evaluation views. Thirty-nine unions out of 180 American Federation of Labor-Congress of Industrial Organizations and other selected unions responded to questions on job evaluation preferences, practices, origination, problems, and union policies. Results indicated modest trend…

Deficiencies in job performance are not always due to a lack of knowledge, but frequently are the result of not knowing proper procedures and methods to get the job done. Recognizing the difference between deficiency in knowledge and deficiency in skills is the key to improving performance without training. (Editor)

Work Study may be defined as a combination of (1) methods study, which is a prerequisite to (2) work measurement. Most organizations include an industrial engineering or similar department for conducting their work study programs. In general, there is a declining percentage of employees doing work study as the size of the firm increases. (EB)

Steps involved in goal formulation performed by employees are examined. They include an initial goal statement, comparison of goal statement, goal statement challenge, and revision. Encourages the employee to express goals in specific terms, set up target dates, and recognize the relevance to the employee's job of these goals. (CT)

The author examines concepts involved in the rapidly developing field of wage and salary administration and discusses means by which the field can be developed into a professional discipline. (TA)

Some relationships of the Equal Pay Act and the court practice of writing job descriptions and making evaluations are examined with the aim of suggesting ways to eliminate court involvement in the average personnel or industrial engineering department. (TA)

An automated candidate-job matching system called "Jobmatch" has been implemented at Citibank, in New York City, involving job analysis, performance appraisal techniques, clerical employment, and internal mobility. A job task scale is used by supervisor and employee to determine job and candidate matching through a series of computer…

Functional Job Analysis, a technology of work analysis making it possible to achieve statistical reliability in the definition of basic units of information, clarifies training needs, exposes worker growth as a fundamental purpose of the organization, and is used to design jobs and organize career ladders. (AJ)

Describes a procedure developed at the Red River Army Depot, Texarkana, Texas, for selecting and evaluating personnel called AKS ME (Ability, Skill and Knowledge Merit Evaluation), consisting of four basic steps: job analysis, examination plan, candidate evaluation, and validation. (MF)