Discusses elements of the Employee Assistance Program: why employees need it, their acceptance of the program, when to refer an employee to the program, counseling, formal referral, plan of action, and how the program helps the supervisor. (CT)

Investigated variables from initial inmate evaluations at a state penitentiary as predictors of inmate success in behavioral ladder program. Results indicated that academic test variables were best predictors of overall success level, attitudes, and work habits. Personality variables and one interview observation variable were also found to be…

A second test was conducted of Cervero's framework that explains the relationship between continuing professional education and performance. A six-week continuing nursing education program was evaluated using both qualitative and quantitative data. The study provides evidence that the one-variable research model is inadequate for explaining the…

Replicates an earlier effort by Meacham and Peckham (1978) that surveyed practicing school psychologists to obtain their perceptions regarding congruency between role functions of assessment, interpretation, remediation, consultation, change agent, and research and training, present job, preferred job, and competence. Results indicate a greater…

The author explores some of the likely characteristics of our economy and the forces shaping jobs in the future; proposes a framework for thinking about what it will take to perform those jobs; and responds to the question "What skills will we need to survive and succeed in the future?" (CT)

Outlines the development of the Work Opinion Questionnaire (WOQ), a measure of job-related attitudes which was validated on low-income Comprehensive Employment and Training Act (CETA) workers (N=670) in entry level positions. Results indicated that the WOQ was successful in predicting job performance in entry level positions. (Author/LLL)

Ninety managers interacted with low performing workers who demonstrated either insufficient ability or motivation. Results indicated that cooperative superiors expected mutual assistance, communicated supportively, and gave assistance. Superiors used threats and disliked low effort subordinates but wanted to work again with low ability…

Examines the necessary requirements for implementation of merit pay systems based on individual performance. These requirements include defining performance objectives for each position and paying higher salaries to better performers. (CT)

Examines social support and health-related coping habits in relationship to burnout, psychological distress, and job performance among resident assistants. Subjects (N=43) completed questionnaires, which indicated that health habits and social support systems are related to well-being of resident assistants. (Author/BH)

Job evaluations offer the opportunity to improve employee ratings and advance career growth. Suggestions for understanding a formal performance appraisal (intent, function, and process) are given along with general performance measurements. Guidelines are offered to help make wise use of the process for career growth. (DH)

Various types of human resource accounting systems are described and analyzed: asset models, expense models, the utility formula, cost/benefit analysis, and a comprehensive program design. Steps in this last design (e.g., review all jobs in the organization, analyze training needs for targeted jobs, determine training programs that have the…

Results from a two-year study of the individualized contract plan (ICP) approach to faculty evaluation indicate this is a workable method of performance evaluation for allied health faculty. The ICP was found to be individualized, systematic, flexible, and objective. Five major recommendations were made regarding the continued use of the ICP and…

After reviewing industrial sector program results, University of Southern California administration officials agreed to finance a counseling and consulting program for USC employees. The program serves as an adjunct to the personnel office in areas such as outplacement, sexual harassment, and conflict resolution. (MLW)

Suggestions from a personnel director of a large university include weekly meeting with section heads, route callers to staff specialists, personnel form review for time-saving improvements, updated procedures manuals, etc. (MLW)

A study of 435 students (229 male, 206 female) in junior level accounting classes found positive answers to these questions: (1) Do women, on the whole, perform as well as men do in accounting classes? and (2) Are women often the top performers of the class? (CT)