In companies where what employees can expect from management is clearly stated, and where the stated policies represent a fair response to the employees' needs there will be a positive response in the form of better morale, lower turnover, and increased productivity." (Author)

The model presented is an attempt to answer two questions--"Why should a company invest in the development of human resources?" and "How is it accomplished?" (Author/LH)

Today's work force presents management with many new problems because of the employees' socioeconomic background. An understanding of this background and of employee needs will lead to a more effective management of human resources. (AN)

Job posting, a system which allows properly qualified employees to apply for other jobs within their companies, has developed into a highly successful personnel practice and can be successfully used by companies. (Author/BP)

Ten general questions are presented for practitioners to consider before attempting to enrich a job. (LH)

For a manpower planning program to be effective, its objectives, benefits, and methodology must be clearly understood, from a utilitarian standpoint, by both line and personnel executives. This may be accomplished through a user-oriented manpower planning guide, such as the one summarized in the article for manpower planners. (Author/AJ)

Presents and discusses a model procedure that identifies prebargaining activities for union-management negotiations and stages them in a time-work sequence. (TA)

A re-examination of career management programs, particularly civilian career programs in the Department of Defense, is advocated by the author. He suggests their contents be reviewed for effectiveness, adequacy, and utility every three to five years. (AG)

Discusses a three-step model for diagnosing supervisory training needs. Major steps included in the model are (1) data collection (divided into two phases), (2) diagnosis, and (3) separating the problems. (LRA)

The authors' primary focus is on recent psychological research in vocational motivation and its contribution to the design and implementation of company personnel development programs emphasizing counseling and career growth. (EA)

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)

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)

The authors examine (1) the basic Health Maintenance Organization concept and (2) the existent level of employer awareness regarding this new legislation, and discuss the proposed regulations concerning dual choice options. (Author)

The article discusses the scope of the outplacement program as a systematic "dehiring" process in which the organization, in terminating any employee, takes the initiative in supporting the employee's job relocation. An objective cost/benefit analysis is stressed, and guidelines for maximum effectiveness and strategies are presented. (JB)