Purpose: This paper seeks to present and discuss the findings of a study of staffing practices in the Sri Lankan private sector with particular reference to junior level managerial jobs. The scope of staffing practices consisted of six major areas, namely the usage of information from job analysis in staffing, the sources of labour, selection…

Most organizations planning to assess adverse impact or perform a stock analysis for affirmative action planning must correctly classify their jobs into appropriate occupational categories. Two methods of job classification were assessed in a combination archival and field study. Classification results from expert judgment of functional job…

THIS RESEARCH STUDY WAS DESIGNED TO ANSWER 3 QUESTIONS CONCERNING THE DIRECTION AND DIRECTORS OF EDUCATIONAL TELEVISION STATIONS--(1) WHAT ELEMENTS OF DIRECTOR BEHAVIOR APPEAR MOST OFTEN IN JUDGMENTS OF DIRECTOR EFFECTIVENESS MADE BY TV STATION MANAGEMENT PERSONNEL, (2) WHAT ARE THE NON-BEHAVIORAL CHARACTERISTICS (I.E., AGE, EDUCATION, WORK…

The information reported in this directory was compiled from a review of documents from state educational and employment service agencies, occupational curriculum laboratories and research coordinating units, branches of the armed forces, selected private research and development agencies, and other organizations. Task inventories resulting from…

The handbook provides an illustrated guide to ways of improving useful employment of the disabled by adapting jobs. How to increase employment opportunities by making simple adjustments (adaption or redesign of tools, machines, work places) is demonstrated. The nature of occupational handicap is discussed, stressing the importance of job and…

Historically, administrator evaluation and the corresponding compensation for administrative salaries have been tied directly to teacher salaries. The old evaluation systems are inadequate, and education must find a more acceptable method of valuing various school management positions and paying for these responsibilities accordingly. One answer…

The nature of the work performed by biologists and biochemists is described in general terms, and for the subcategories such as agronomists, pharmacologists and entomologists. The types of employment opportunities, the necessary training the employment outlook and typical salaries and working conditions are described. Addresses for requesting…

The twenty-four job descriptions in this report represent a consensus of all the participants. The participants feel that the full capabilities of the incumbent of a job are not utilized. The job descriptions illustrate the increased standards of performance of professional categories and provide for the assignment of non-professional duties to…

Three United States Air Force job inventory procedures were studied in depth, categorizing task statements by duties, interviewing technical advisers for job information, and detecting bias in survey samples. Variations in the usual grouping of supervisory tasks were found to be occasionally necessary. Depending upon the career ladder surveyed,…

Presents evidence that the absence of an absolute standard of job worth does not preclude employers from developing their own standards for comparing jobs to reduce pay inequities in their work force. States that efforts to establish job evaluation should focus more on removing systematic biases from the evaluation process. (Author/CH)

Addresses selecting among and using the numerous quantitative job classification procedures, with a focus on the decision-making tasks and practical difficulties that confront users of each. (Author/ABB)

Analyzed samples of women (N=80) from five different occupations for degree of interest homogeneity. Results indicated that there may be important differences within occupations and that the similarities may be trivial and overused in occupational interest inventories. (LLL)

Conducted a task analysis to determine the extent to which six jobs from a single classification in one organization were similar in their task composition. Results showed five were significantly different, and suggested that selection options would be affected and differing training and evaluation procedures should be used. (JAC)

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)

Presents a four-step model for learning task analysis that is based on empirical and theoretical footings: (1) identification of instructional goals/tasks, (2) specification of behavioral contributors, (3) classification of contributors into learning domains, and (4) application of varying analytical procedures to tasks in each domain. (Author)