and Analysis Techniques - NCRTM

More documents

Recommendations

Info

539 APPROPRIATE UNIT FOR ADMINISTRATIVE ACTION OR FOR MORE STUDY CN EMPLOYEE ATTITUDES SEEMS TO BE THE RESEARCH INDIVIOLAL, NOT THE WORK GROUP SEED MICROFILM SYSTEMS HIGH AUTOMATION VOL. 13, 12. DECEMBER, 1966 2P. BUSINESS CODES INFORMATION, DATA PRODUCTS DIVISION OF STROMBERG-CARLSON HAS THE MICROMATION SYSTEMS, A FAMILY OF COMPATIBLE INTRODUCED DESIGNED TO CUT THE COSTS OF CONVERTING COMPUTER EQUIPMENT INIO READABLE FORM THE SYSTEMS OPERATE AT COMPUTER OAIA TO RECORD OUIPUT IN ALPHANUMERIC OR IN GRAPHIC FORM SPEEDS ELEMENTS IN THE FAMILY ARE THE MICROMATION RECORD-' KEY ThE S-C 4060, 4460, 4440, AND 4360 EACH RECORDER TAKES ERS- CODES FROM A COMPUTER OR MAGNETIC TAPE AND TRANS-' DIGITAL THE CODES INTO ORDINARY LANGUAGE DR GRAPHIC FORM AT LATES SPEEDS THE INFORMATION IS PRESENTED ON A SPECIAL TAPE RAY TUBE WHERE CAMERAS AUTOMATICALLY RECORD II DATA CATHODE BE RECORDED ON MICROFILM FOR 16MM ROLL CARTRIDGES OR MAY APERTURE CARDS. AN OPTIONAL MICROFICHE CAMERA WILL BE 3SMM IN THE SYSTEM TO AUTOMATICALLY PRODUCE TITLED AVAILABLE RECORDS WITH ?2 IMAGES ON A TAB CARD SIZE, OR IN MICROFICHE SIZES AND FORMATS. OTHER DRATTELL, ALAN C540 NATIONAL DATA BANK- FRIEND OR FOE°' THE AUTOMATION VQL 13, 12% DECEMBER Ig66 7P BUSINESS CONIRDL, ANALYSIS INFORMATION CURRENTLY HEATED [SSUE THAT HAS BEEN RECEIVING MUCH A IS THE PROPOSAL FOR A NATIONAL DATA BANK TO BE ATTENTION IN A NATIONAL DATA CENTER, UNDER FEDERAL CONTROL IN HOUSED EFFORT TO CLARIFY THE CONTROVERSY, BUSINESS AUTOMATION AN THE TWO LEADING FIGURES IN THE DEBATE- RAYMOND INTERVIEWED DF THE BUREAU OF THE BUDGET AND REP CORNELIUS GAL-' BOWMAN OF NEW JERSEY. LAGHER BOWMAN SIAIES THAT THE FUNCTION OF THE DATA CENTER MR BE TO IMPROVE THE AVAILABILITY OF INTERRELATED STA-' WOULD DATA FOR ECONOMIC AND SOCIAL ANALYSIS THE DENIER TISTICAL PROVIDE FOR A COORDINATED COMPUTER FACILITY DESIGNEO WOULD IMPROVE ACCESSIBILITY, COMPARABILITY AND USEFULNESS OF TO INFORMATION THE GENERAL PRINCIPLES AND CONDI-' STATISTICAL OF ACCESS, SAYS BOWMAN, WOULD BE DETERMINED BY LAW TIDNS GALLAGHER CONTESTS THE PROPOSAL ON THE GROUND THAT MR. ENOLGH SAFEGLARDS CAN BE BUILT INTO THE SYSTEM TO PRO-' NOI PRIVACY AND CONFIDENTIALITY TECT ROTHERY, BRIAN 0541 LIMITS OF SYSTEMS ANALYSES THE PROCESSING VDL 9, 1, JANUARY, 1967t DATA JOB, ANALYSES ORGANIZATION SYSTEMS ANALYSIS IS SO ALL-PERVADING WITHIN BECAUSE ORGANIZATION, DEFINING THE DUTIES AND LIMITS OF THE THE ANALYST HAS ALWAYS PRESENTED A PROBLEM THIS ARTICLE SYSTEMS THE AREAS OF CONCERN TO THE SYSTEMS ANALYST WHICH DISCUSSES FORMULATE HIS JOB DEFINITION HELPS KELLER, ARNOLD 0542 THIRD GENERATION THE AUTOMATION VOLo 14, JANUARY, I967 6P BUSINESS ORGANIZED, EDUCATION, ADMINISTRATIVE PROGRAM, YEAR 1967 kill FIND MANY THOUSANDS OF FIRMS PLUG-' THE INTO THE THIRD GENERATION OF COMPUTING POKER BUT FOR GINO THE KEY TO A SUCCESSFUL EDP OPERATION IS A TOTAL CON-' ALLy TO THE PROGRAM ON THE PART OF ALL ECHELONS OF MAN-' MITMENT AGEMENT A TOTAL MANAGEMENT COMMITMENT TD EDP IS IMPLIED ThAT BY CORPORATE MANAGEMENT SHOULD ESTABLISH THE OBJECTIVES, TOP SHORT- AND LONG-RANGE FOR THE EDP PRDGRAM. THE OBJECT-' BOTH SHOULD BE RELATED TO THE MAINSTREAMS CF THE ENTERPRISE IVES INTERRELATIONSHIP OF COMPUTER ACTIVITIES WIIH OTHER THE SERVICES WILL INFLUENCE IHINKING ABOUT THE ADMINISTRATIVE TO POSITION COMPUTER RESPONSIBILITIES AS PART OF A NEED TOP CORPORATE FUNCTIONAL AREA. ALSO STRESSED IN BROADENED ARTICLE IS SOME SORT OF ORGANIZED MANAGEMENT EXCHANGE THIS WITHIN IHE COMPANY TO RESOLVE THE COMMUNICATIONS AND PROGRAM PROBLEMS SURROUNDING EDP EDUCATION DOLFHINt ROBERT CS43 OF THE FINANCIALLY DISTRESSED.' CHARACTERISTICS VDL 59, T, JANUARY, 196T, 3P BANKING COUNSELING INFORMAIION, THE RELATIVELY LARGE NUMBER DF FAMILIES FACING WITH DISTRESS, THE NEED FOR CREDIT COUNSELING SERVICES FINANCIAL EVIDENT IN MOST CASES THE FINANCIAL DIFFICULTY CAN BE IS TO POOR FAMILY MANAGEMENT THIS ARTICLE DISCUSSES THE TRACED OF THE FINANCIALLY DISTRESSED IN TERMS OF CHARACTERISTICS MARITAL STAIUS, FAMILY SIZE, OCCUPATION, AND INCOME AND AGE THEM TO THE BANKRUPT ALTHOUGH COMPLETE DATA IS NDT COMPARES THE BENEFIT AND SUCCESS OF CREDIT CDUNSELING AVAILABLE, IS ALREADY OBVIOUS SERVICES CONDENSE THE INFORMATION ON CHAR-' TABULATIONS ACTERISTICS NOW- REORGANIZATION AT THE TOP-' NEEDED MANAGEMENT VOL 31 4 JANUARY, I967 BUSINESS ORGANIZATION, ADMINISTRATES PLANER, MOST COMPANIES, THE CHIEF EXECUTIVE IS A ONE MAN IN HE PLANS, HE ADMINISTRATES, AND HE ACTS BUT LATELYe GANG GROWING PRACTICE TO TURN THE CHIEF EXECUTIVE FUND THERESA INTO A FOUR OR FIVE MAN GANG ORGANIZATION PLANNER REEC T[ON ROBERTS OUTLINES THE LOGIC BEHIND THE PRACTICE- AND N. OUT THE IMPACT IT HAS ON COMPENSATION SPELLS ADDITION TO SORE 0 FUNCTIONS THAT LAY AT THE CHIEF IN FOORSTEP, SORE ADDITIONAL BURDENS HAVE BEEN AODEC EXECUTIVES TO THE DIVERSSIFICATION IN WHICH MANY COMPANIES HAVE DUE THE IMPACT OF TECHNGLOGY, NEW INTERNATIONAL ACT-' ENGAGED, AND THE PRACTICAL NECESSARITY OF DEALING WITH THE IVITIES, THE OBVIOUS EFFECT ON COMPENSATION OF THE EXPANDING PUBLIC. OF THE CHIEF EXECUTIVE, IS MORE DOLLARS ALTHOUGh THE ROLE ADOPTION OF THE TEAM APPROACH WILL INCREASE A COMPANYS SO 136 COST OF TOP MANAGEMENT, THE COST SHOULD BE MORE THAN CALLED THROUGH INCREASED EFFECTIVENESS RECOVERED MYERS JOHN G. C545 COSTS- SOME SURVEY FINDINGS HIRING CONFERENCE BOARD RECORD VOL 4, JANUARY, 1967. IO THE INFORMATICk TRAINING, COSTS ARE IMPORTANT FOR EFFICIENT MANAGEMENT HIRING DECISIONS ON PRODUCTION, INVENTORIES, OVERTIME AFFECTING WAGE RATES IT SEEMS THAT EMPLOYERS ARE FREGUENTLY UN-' AND OF THE AMOUNT OF THEIR OWN EXPENDITURES CN HIRING, AWARE AND LITTLE PUBLISHED INFORMATION IS AVAILABLE TO HOWEVER, AS A BASIS FOR COMPARISON WITH THE COSTS DF OTHER SERVE A SURVEY CF I7 EMPLOYERS IN MONROE COUNTY, NEW EMPLOYERS YIELDS AN AVERAGE COST PER HIRE OF 222 DOLLARS FOR YORK, EMPLOYERS AND 138 DOLLARS FOR NONMANUFACTURINE MAkUFACTURING THE SURVEY COVERED ALL OCCUPATIONS AND EMPLOYED EMPLOYERS BROAD DEFINITION OF COSTS OF ADDING WORKERS- INCLUDING A COSTS- THE IMPORTANCE OF COST COMPONENTS VARIED TRAINING BY OCCUPATION AND BETWEEN MANUFACTURING AND NON-' WIDELY EMPLOYERS THE MAGNITUDES OF THE AVERAGE COSTS MANUFACTURING THIS SURVEY ARE SIMILAR TO THE LIMITED INFORMATION NOW OF IN PUBLISHED FORM AVAILABLE RUSH, hAROLD M.F C546 UNITS, TEAMS- OR GO GROUPS-' WORK CONFERENCE BOARD RECORD VOL 4, i. JAN igAT 3P. THE COMMUNICATION SCIENTISTS ARE NOW DEVOTING A MAJOR PGRTICN BEHAVIORAL THEIR RESEARCH TO HELP THE BUSINESSMAN UNDERSTAND THE OF OF GROUP ACTION DR INTERACTION- AND TO THE POINT IMPORTANCE SHOWING THE RELEVANCE OF UDERSTANDING WHAT IS AND WHAT OF NOT A GROUP. IHE VITAL CCNCERN HERE IS FOR TEE MANAGER IS APPEARS TO HOLD THE KEY TO THE EFFECTIVENESS OR INEF-' WHO OF WORK GROUPS A MANAGER MAY GEAR HIS LEADER-' FECTIVENESS STYLE TOWARD LEADING A GROUP, WHEN, IN FACT, A GROUP SHIP NOT EXIST DOES BASIC NEED FOR THE EXISTENCE OF A REAL GROUP, BE-' THE SCIENTISTS STRESS, IS COMMUNICATION IN A BROAD, HAVIORAL SENSE- COMMUNICATION ON AN EMOTIONAL LEVEL IN COMPREHENSIVE FACE-TO-FACE RELATIONSHIP THIS CREATES A SENSE OF EE-' A AND THUS, IN THE MAJORITY OF WORK SITUATIONS, LONGING FEEL THAT SOME KIND CF GROUP IS DESIRED, INDEED COMPANIES NECESSARY LEVINE ALAN H. C547 TECHNIQUES FORECASTING ACCOUNTING, VOL. 4B, 5, JANUARY, 1967, 5P MANAGEMENT EVALUATED FORECASTING, FORECASTING TECHkIUES ARE EVALUATED MOVING THREE LEAST SQUARES AVERAGE, AND EXPONENTIAL SMOOTHING. AVERAGE MOVING AVG TRACES A POSITION THAT DESCRIBES THE MOST THE RESULT. IT LESSENS EXTREMES SEASENAL AND RONDOM PROBABLE FLLCTUATIONS IT IS NOT AS SENSITIVE TG CHANGE AND DATA IS LOST IN ITS COMPUTATION THE LEAST SQUARES METHOD IS DATA PRECISE AND MAIHEMATICAL, BUT SUFFERS FROM A POTENTIAL MORE OF SEASONAL VARIATIONS EXPONENTIAL SMOOTHING EXAGGERATION RECENT DATA, THUS LIMITING THE EFFECTS CF OLDER WEIGHTS A DESCRIPTION OF EXPONENTIAL SMCOTHING METHODS IS DATA IN THE ARTICLE IN A EVALUATION CF TPE METHODS, INCLUDED SMOOTHING IS EASIEST TO COMPUTE AS IS MOVING AVC EXPONENTIAL LEAST SQUARES IS MOST RELIABLE AND OBJECTIVE WHILE PANTHEY, PHILIP S O54B PLANNING USING FORECAST SCHEDULES PROFIT ACCOUNIING, VOL 4B, 5, JANUARY, 1967, 18P MANAGEMENT MAKING, FORECAST, DECISION PLANNING, ARTICLE EXPLORES MEANS OF MAKING EFFECTIVE FORE--' THE TO LOWER THE RISKS OF DECISION MAKING SALES CAN BE CASTS USING A CHARACTERISTIC SALES PATTERN BASED ON FORECAST SALES TEMPERED BY UPPER AND LOWER LIMITS THIS CAN BE PAST TO AN INVENTORY FORECAST WHICH CAN BE USED TO FORE-' JOINED PRODUCTION CAST USEFUL FORECAST SCHEDLLES INCLUDE PURCHASING, OTHER VACATION, AND MANNING SCHEDULES. THESE MAINTENANCE ALLOW A BEITER ALLOCATION OF CORPORATE RESOURCES SCHEDULES EFFORTS TO ACHIEVE PROFITS ALL OF THE SCHEDULES ARE AND WITH FORMULAS AND GRAPHS SHOWING USAGES OF THE EXPLAINED, SCHEDULES DRUCKER PETER F 059 THE EFFECTIVE EXECUTIVE DOES IT HOW VOL. TS, NO 2, FEBRUARY, TO67, 4 PAGES FORTUNE, PERSONALITY EFFECTIVE EXECLTIVE, THE MAN WHO CAN GET THINCS THE IS NOT A SPECIAL -TYPE- SOME ARE EXTROVERTS, SCME DONE, SOME FAT, SOME LEAN, SOME WORRIERS, SOME RELAXED. ALOOF ARE EFFECTIVE EXECUTIVES WHO RADIATE WARM CHARM WHILE THERE hAVE A FROZEN-MACkEREL PERSONALITY BUT ALL SHARE OTHERS THAT CAN BE LEARNED MANAGEMENT EXPERT PETER DRUCKER HABITS ON SOME OF THE PRACTICES THAT ARE COMMON TO ELABORATES MANAGERS AND EVEN MORE RELEVANT TO THEIR SUCCESS EFFECTIVE IMAGINATION, INTELLIGENCE, DR BRILLIANCE SOME OF THAN CONCLUSIONS, TO A MAN, EFFECTIVE EXECUTIVES PUT FIRST HIS FIRST, THEY CONCENTRATE THEIR EFFORTS ON THE PRESENT IHINGS FUTURE AND ARE WILLING TO GET RIO OF YESTERDAYS AND THAT HAVE OUILIVED THEIR USEFULNESS, THEY DO NOI SUCCESSES ABOUT -HUMAN RELATIONS-, WHAT PULLS PEOPLE TOGETHER WORRY AN ORGANIZATION IS A COMMON SENSE GF PURPOSE, THEY OFTEN IN THEMSELVES, -HOW DO MANAGE MY BCSS- ASK SHELTDN, WILLIAM 0550 ANDY MCGHEE GOT A BETTER JOB HOW VDL. ?5, NO I JANUARY, 1967, PAGES FORIUNE RECRUITING, PLANT JOB RULEr IT LIKE WHEN A MAN WIIH SEVERAL YEARS EXECU-' WHATS SEASONING GIVES UP ONE JOB AND DECIDES TO LOOK FOR TIME BEITER ONE IN A FOUR-MCNTH SEARCH 34-YEAR-OLD ANDREW A LATELY A PLANT MANAGER FOR PUREX, FOUND A BUYERS MCGHEE, IN SALARY ANC A SELLERS MARKET IN RESPONSIBILITY MARKET GOT BROAD EXPOSURE BY MAILING OUT MORE THAN 130 MCGHEE TO CORPORATIONS SITUATED THROUGHOUT THE COUNTRY RESLMES
HE DISCOVERED WIDE DIFFERENCES IN RECRUITING FIRMS AND AND PRACTICES. MCGHEE WAS INTERVIEWED BY 38 PRICES COMPANIES VIOLATED A CARDINAL RULE BY QUIITING HIS OLD MCGHEE BEFORE HE HAD ANOTHER STONE TD STEP TD BUT HE THINKS JOB DID THE RIGHT THING. BEFORE HIS SEARCH ENDED, HE HE 13 JOB OFFERS. IF YOU HAVE IHCUGHI OF CHANGING RECEIVED MCGHEES NARRATIVE MAY NOT MAKE THE TASK EASIER, BUT JOBS,, WILL GIVE YOU AN IDEA OF WHAT TO EXPECT. IT WRIGHT, WILMER 0551 OF STANDARD DIRECT COSTING USE ACCOUNTING• VOL 48, 5 JANUARY, 1967, BPo MANAGEMENT FORECASTS PLAN, COSTING IS AN ACCOUNTING TECHNIQUE WHICH SAYS DIRECT ALL COSTS CAN BE CLASSIFIED AS EITFER FIXED OR VARIABLE IHAT RESPECT TO SHORT-TERM VOLUME OF PRODUCTION OR SALES. WITH SUCH COSTS SHOULD BE SEGREGATED AND KEPT APART IN ACCTG ALL STANDARD DIRECT COSTING CORRECTS CERTAIN ERRORS IN RECORDS COSTING IT ALLOCATES PERIOD COSTS TO ThE PRODUCTS DIRECT IMPROVING LONG-RANGE DECISIONS PROFIT PLANNING IS AN THUS PART OF SOD AN ANNUAL MASTER PROFIT PLAN PROVIDES IMPORTANT DISTRIBUTION CF PERIOD COSTS TO PRODUCTS CAPITAL IS THE DISTRIBUTED TO PRODUCTS, ALLOWING FULL-COST AND ROI ALSO FOR LONG-RANGE DECISIONS. SDC ALSO ALLOWS A MONTHLY DATA OF PROFIT FORECASTS FOR THE REST OF THE YEAR, AND A REVISION LOCATION OF VARIANCES FROM MCNTHLY PROFIT PLANS BETTER ARTICLE IS ACCOMPANIED BY SUPPORTING TABLES IHE ULLMAN, JOSEPH C C552 ILRNOVER DATA TO IMPORVE WAGE SURVEYS USING JOURNAL, VOL 45, NC 9, OCTOBER, 1966, 4 PAGES PERSONNEL RECRbIIMENT SELECTION, WAGE SURVEYS INVARIABLY SHOW THAT A OCCUPATIONAL RANGE OF WAGE RATES ARE PAID TC WORKERS IN A GIVEN WICE IN A PARTICULAR GEOGRAPHIC AREA THIS ARTICLE OCCUPATION EVIDENCE THAT SUGGESTS THAT PART OF THE VARIATION PRESENTS WAGE RATES CAN BE EXPLAINED BY EXAMINING DIFFERENCES IN IN COSTS OF REPLACING WORKERS, BECAUSE LOW-WAGE COS FIRMS MORE TO REPLACE WORKERS THAN DO HIGH-WAGE COS SPEND OF AVERAGE TURNOVER, OR PREFERABLY REPLACEMENT, KNOWLEDGE IN PARTICLLAR WOULD HELP EMPLOYERS ASSESS THE RAIES, OF THEIR STANDING IN THE WAGE RATE RANGE SIGNIFICANCE OF REPLACEMENT CCSTS ARE DISCUSSED IN TERMS OF ESTIMATES COSTSt SELECTION AND PLACEMENT COSTS, ON-THE-JOB RECRUIIMENT AND SEPARATION COSTS COSTS, TABLFS NEWPORI, M GENE 055] MANAGEMENT, SCME CAUTIONS PARIICIPATIVE JOURNAL• VCL 45, NO 9t DCTOBERt Ig66t 5 PAGES PERSONNEL DECISION-MAKING IS NOT A PANACEA THE -PARTICIPATIVE-MANAGEMENT THAT IT FITS ALL SITUATIONS EQUALLY IS AS ASSUMPTION AS A BLANKET APPLICATION OF RIGID AUTHORITARIAN-' ERRONEOUS THE AUTHOR SUGGESTS A FEW -CAUTION- SIGNS TO BE ISM BY MANAGEMENTS ADOPTING THE PARTICIPATIVE APPROACH hEEDED DIFFERENCES MUST BE CONSIDERED GREATER INDIVIDUAL OF FREEDOM AND INDEPENDENCE IN THE WORK SITUATION DEGREES NOI DESIRED EQUALLY BY ALL PEOPLE ARE ARE UNKNOWNS TO BE CONSIDERED AS CONCERNS THE THERE OF THE WORKING POPULATION PREFERRING PARTICI-' PROPORTION IN DECISION-MAKING AS WELL AS IN OIHER PROCESSES OF PATTON THUS, THE TOTAL ORGANIZATIONAL SITUATION MUST MANAGEMENT ASSESSED AND THESE VARIOUS UNKNOWNS MUSI BE ISOLATED BE CHANGE IN MANAGEMENT IDEOLOGIES IS ONE OF AN EVO-' A NATURE ASSUMPTIONS ROOTED IN THE PAST ARE NOT LUTIONARY OVERNIGHT MUCH TIME AND EFFORT ARE RECUIRED MODIFIED KIRKPAIRICK, DONALD L. C554 IN ObISIOE MANAGEMENT DEVELOPMENT PROGRAMS PARTICIPATION JOURNAL, VCL 45, NO 9, OCTOBER, I966, 4 PAGES PERSONNEL PERSONNEL CRGANIZATICN COUNSELING PROGRAM COYPANIES EXPEND SIZABLE AMOUNTS DF MCNEY ANC TIME WHEN MANAGEMENT DEVELOPMENT PROGRAMS CONDUCTED BY UNIVER-' ON AND OTHER ORGANIZATIONS HOW DO THEY KNOW WHETHER OR S[TIES THEY ARE GETTING THEIR MONEYS WORTH OR. KIRKPATRICK NOT SUGGESTIONS ID COMPANIES FOR OBTAINING MAXIMUM OFFERS FROM SLCH PROGRAMS. BENEFITS IT HAS BEEN DECIDED THAT A PERSON WILL ATTEND AN WHEN MANAGEMENT DEVELOPMENT PROGRAM, SOMEONE IN THE OUTSIOE PREFERABLY FROM THE PERSONNEL DEFT SHOULD ORGANIZATION, THE ACTIVITIES NECESSARY TO OBTAIN MAXIMUM COORDINATE THESE INCLUDE PRE-ATTENDANCE COUNSELING WHERE THE BENEFITS IS ORIENTED CN WAYS OF OBTAINING MAXIMUM BENEFITS TRAINEE SHOLLO ALSO BE TOLD WHAT IS EXPECTED OF HIM WHEN HE HE ANOTHER IMPORTANT ACTIVITY IS POST-ATTENDANCE REILRNS AND MOTIVATION THE PARTICIPANT WILL PUT TO COMMUNICATION THINGS WHICH ARE ENCOURAGED AND EXPECTED BY HIS BOSS USE FERGASON• GUY 0555 MAKES AN EFFECTIVE EXECUTIVE WHAT INSURANCE NEWS VOL &7, 9, JANUARY 1967, 3P BESTS PLANNING, MAKING SELECTING, TO A CERTAIN POINT COURSES AND SEMINARS ARE HELPFUL UP LEARNING TO BE AN EXECUTIVE, BUT MANAGEMENT IS MOSTLY IN THIS ARTICLE PRESENTS A LIST OF IMPORTANT DUTIES EXPERIENCE AN EXECUTIVE IT DISCUSSES THE NEED FOR BUDGETING TIME B OF PRIORIIY IASKS AND COMPANY OBJECTIVES. MAKING SELECTING AND DELEGATING AUTHORITY ARE RECOGNIZED AS DECISIONS EMPHASIZING ADVANCE PLANNING AND TIMING FOR IMPORTANT, THE EXECUTIVE MUST ALSO TEACH HIMSELF THROUGH HIS SUCCESS TO BE MOST EFFECTIVE EXPERIENCE NOLAND, ROBERT L 0556 BEFORE THE INTERVIEW REFLECTIONS JOURNAL, VCL 45, NO 9, OCTOBER, 1966 3 PAGES PERSONNEL ORGANIZATION, OPTIMAL, JOB SUPERVISOR EMPLOYEE APPRAISAL OR DEVELOPMENT INTERVIEW MUST BE THE BY THE SUPERVISOR WITH AN UNDERSTANDING OF ITS HANDLEC IF BOTH THE COMPANY AND THE EMPLOYEE ARE TO SENSITIVITY, THE AUTHOR MAKES A FLEA FOR A PERIOD OF THOUGHTFUL PROFIT 137 OF THE THREE KEY POINTS THE JOB, THE MAN, AND CONSIDERATION TO THE INTERVIEW YOU--PRIOR SPECIFICALLY, REFLECT ON WHERE IN THE FRAMEWORK MORE IHE SECTION DOES THE MANS JOB FIT• WHAT ARE THE STANOAROS OF DETERMINE WHETHER HIS PERFORMANCE IS ACCEPTABLEt DOES WHICH PERFORMANCE OF THIS JOB ASSUME AND DEMAND SPECI SUCCESSFUL APTITUDES, IS TEE PRESENT JOB CCNOUCIVE TO ThE PERSONS FIC IN THE ORGANIZATION• THE PERSONS PRESENT PERFORMANCE GROWTH PERFORMANCE, EXPLAINING HIS PERFORMANCE, HIS ATTITUOE PRIOR THE INTERVIEW, YOUR GOALS AND YOUR OWN FEELINGS TOWARD BOTH THE INIERVIEW IISELF AND THE EMPLOYEE TOWARD BRIEF TIME REQUIRED TO REFLECT ON THE MAN, THE JOB, THE YOU, WILL NORMALLY INSURE THE OPTIMAL OUTCOME POSSIBLE AND GRAHAM, GERALD H 0557 SATISFACTION JOB JOURNAL, VDL. 45, NO. 9 OCTOBER• t966, 4 PAGES PERSONNEL SATISFACTION PSYCHOLOGICAL ORGANIZATIONAL, JOB SUPERVISOR, SATISFACTION IS IMPORTANT TO BOTH THE INDIVIDUAL JOB THE COMPANY IHROUGH PROPER SUPERVISORY AND ORGANI-' AND PRACTICES• MUCH CAN BE DONE TC MOTIVATE AN ZATIONAL TOWARD GREATER PRODUCTIVITY WHILE ALLOWING HIM INDIVIDUAL FULFILL HIS PSYCHOLOGICAL NEEDS TO JOB ITSELF GOES FAR IN DETERMINING WHEIHER OR NOT THE WILL BE SATISFIED AND MOTIVATED WHEN POSSIBLE, WORKERS TASKS SHOULD BE STRUCTUREO IN SUCH A WAY AS TO INDIVIDUAL WORKERS AT EACH LEVEL WITH JOBS WHICH CHALLENGE PROVIDE CAPABILITIES AND ALLOW THEM OPPORTUNITIES TO SATISFY THEIR ASPIRATIONS. THE SUPERVISOR IS A DISIRIBUTOR OF THEIR THROUGH MERIT RATING PROCEOURES AND THROUGH RECOGNITION INFORMAL COMMENTS HE MUST LEARN TO RECOGNIZE EVERYDAY WORK AND REWARD IT ACCORDINGLY THE INFLUENCE OF GOOD WORKERS MUST BE RECOGNIZED AS A STRONG MOTIVATING FELLOW MANAGEMENT SHOULD ALSO BE AWARE OF OUISIOE FACTORS FORCE INFLUENCE PSYCHOLOGICAL MOTIVATION. WHICH MARTINO, ROCCO L 0558 LANGUAGE OF INFORMATION SYSTEMS.' THE PRDCESSING VOL 9 2, FEBRUARY, I961, DATA PROGRAMMING, INFORMATION, EVALUATES SELECTICN, REQUIREMENIS FOR A UNIFORM COMPUTER LANGUAGE ARE THE IT BE COMPLETELY GENERALIZED AND APPLICABLE TO ANY IHAT SYSTEM REGARDLESS OF THE PROCESSING MEDIA THIS INFORMATION THE FIRST PART OF AN ARTICLE THAT EVALUATES hOW SOME IS LANGUAGES AITEMPT TO MEET THESE REEUIREMENTS CATA PRESENT ARITHMETIC OPERATIONS AND LOGICAL SELECTIONt THE MOVEMENI, OF ALL CCMPUTERS, ARE REVIEWED AS A BASIS FOR THIS FUNCTIONS THE THREE GENERAL GROUPS OF AUTCMATIC EVALUATION SYSIEMS SPECIFICALLY GENERATORS ASSEMBLY PROGRAMMING AND COMPILERS ARE ALSO DISCUSSED ROLTINES ROTHERY, BRIAN 0559 COST OF EFFICIENCY.' THE PROCESSING, VDL 9, 2 FEBRUARY I967t DATA OPTIMUM, JOBS• CONTROL PROGRAM, AIM TO MAKE A WORKING ENVIRONMENT IO0 PER CENT THE INVOLVES EXORBITANT COSTS IN MAN HOURS AND EFFICIENT OFTEN LNREALIZED THIS ARTICLE PRESENTS LIMITATIONS MATERIAL TO SCIENTIFIC PROGRAMS WHICH INDICATE A MARGINAL OR RELATING POINT IN EFFICIENCY THE LIMITS OF THESE ROUTINES, OPIIMUM AN OPTIMUM POINT COSTS LEAP, PROGRAMS REDUCE IN BEYOND AS THE JOBS THEY CONTROL INCREASE IN EFFICIENCY, EFFICIENCY TIME IN WHICH THEY CAN BE APPLIED IS LIMITED, AND THERE THE NO ONE SOLUTION IN ANY SCIENTIFIC PROGRAM, ARE ThE COSTS IS EFFICIENCY AND MLST BE RECOGNIZED OF GRANT, C B 6560 IN DATA PROCESSING EXAMINATION CERTIFICATE PROCESSING, VOL 9, 2, FEBRUARY, 1967 2P DATA EDLCATION JOB CERTIFICATE IN DATA PROCESSING IS A COVETED HONOR THE INDICATES PROFESSIONALISM IN THE FIELD. BASED ON PAST THAT STATISTICS INDICATE THAT THE ANNUAL COP EXAM EXPERIENCE, IS GETTING HARDER AND THE COMPETITION IS GETTING INATION THIS ARTICLE ANALYZES THE STATISTICAL PROBABILITY ROUGHER ATTAINING THIS HONOR AND THE TENATIVE PROFILE OF A FOR SUCCESSFUL CANDIDATE IN VIEW OF HIS AGE, RECENCY CF TYPICAL AFFILIATIONS EDUCATIONAL LEVEL, LENGTH AND JOB EDLCATIGN AND COLLEGE MAJORS AND COURSES EXPERIENCE CONCLUDING IHOUGHT IS THAT WHILE IHE EXAMINATION IS THE CANDIDATES WITH HOMOGENEOUS CHARACTERISTICS, IHE PASSING MAY BE RELATIVELY MEANINGLESS AND IT MIGHT BE BETTER RESULT CERTIFY ACCORDING TO QUALIFIEO CATEGORIES TO FOREMAN, WAYNE 0561 TRAINING IECHNIQUES.' MANAGEMENT JOURNAL, VOL. 45 NO 9, OCTOBER• 1966, PAGES PERSONNEL SELECTING• PREGRAMS PLANNED, JOB, INFORMATION TRAINING, STLDY WAS UNDERTAKEN FOR THE PURPOSE GF THIS DATA THAT WOULD HELP TO PROVIDE FACTUAL IN-' COLLECTING ON THE USE OF MANAGEMENT DEVELOPMENT AND TRAINING FORMATION BY LARGE CORPORATIONS. PROGRAMS STUDY HAS SHOWN A CLEAR EMPHASIS UPON MOT THIS AND DEVELOPMENT WITHIN LARGE CORPORATIONS TRAINING THREE MOST POPULAR TRAINING TECHNIQUES USED INSIDE THE COMPANY WERE ON-THE-JOBt CONFERENCE AND DISCUSSION, THE JOB ROTATION SEVERAL CCRP SPONSORED MGT COURSES AT AND AND SEMINARS PLANNED BY PROFESSICNAL AND UNIVERSITIES ASSOCIATIONS TRADE DF THE SURVEY INDICATEO THAT COLLEGE PLACE-' RESULTS BUREAUS WERE THE MOST PRDbUCTIVE SOURCE IN SELECTING MENT TRAINEES WITHIN IHE PAST 3 YEARS MANAGEMENT IS THE MOST IMPORTANT PERSONAL CHARACTER-' INTELLIGENCE DESIRED IN MGT TRAINEES. OF THE HIRED TRAINEES 48 2 ISIIC CENT HAD A SCIENTIFIC FIELC EDUCTInNAL BACKGROUNO PER MORGAN, PHILIP L 0562 DATA PROCESSING OF PERSONNEL CAIA AUTOMATIC JOURNAL, VOLo 45, NO 9, OCTOBER, I966, 5 PAGES PERSONNEL PERSONNEL, ORGANIZATION, INFORMATION, CONTROLLED RETRIEVAL, COTRCLLED, THE COMPUTER PROVIDES THE -CAREFULLY MANAGER WITH AN EXCELLENT TOOL, ONE TFAT CAN FREE PERSONNEL
Page 1 and 2:
Decision Maker's Guide The to Plann
Page 3:
CONTENTS How TO EFFECTIVELY USE THE
Page 6 and 7:
Ask yourself "In what other profess
Page 9 and 10:
ABILITIES ABILITIES ABILITIES 0205
Page 11 and 12:
A ALLOCATION ALLOCATICNA TAX ALLCCA
Page 13 and 14:
APPLYING AFELYIMO EMPIRICAL METHODS
Page 15 and 16:
N|E BA NORTGAGE PLAN FELPS SMALLER
Page 17 and 18:
CASE METHOD CASE-METECC TRAINING 10
Page 19 and 20:
(conhnued) COMMUNICATION CCPMLNICAT
Page 21 and 22:
CONSULTANT COKSbLTANT TO CFOCSE CCN
Page 23 and 24:
COSTS COSTS COSTS C240 BbECET BOP,
Page 25 and 26:
(conhnud) DECISION CONTROLS C653 OE
Page 27 and 28:
DIRECT DIRECT CF STANDARD DIRECT CO
Page 29 and 30:
(cont,nued) EDUCATION EDCATIC C560
Page 31 and 32:
ENTERPRISING ENTERPRISINO ENTERPRIS
Page 33 and 34:
EXPECTATIONS EXPECTATIChS SOCIALIZA
Page 35 and 36:
(continued) FUNCTIONS SYSTEM [;IACR
Page 37 and 38:
HOW (conhnued) HOW TO USE RCbTINE O
Page 39 and 40:
(conhnued) INFORMATION FLAhhIhC IhF
Page 41 and 42:
INTELLECTUAL IKTELLECTLAL SELECTIEh
Page 43 and 44:
DESCRIPTION (conhnued) JOB JC-OESCR
Page 45 and 46:
MAGEENT (conhnue THE MANACEMEnT CF
Page 47 and 48:
(conhnued) MARKETING A Eh MARKETINC
Page 49 and 50:
MORALE PORALE FERFCRMACE, CIIVATIOh
Page 51 and 52:
OPERATIONAL OPERATIONAL STRATEGIC A
Page 53 and 54:
ORGANIZING (cont,nued) CRGANIZINC S
Page 55 and 56:
(conhnue) PERSONNEL CF SATISFACTION
Page 57 and 58:
PLANNING (conhnued) PITFALLS IK PLA
Page 59 and 60:
PRODUCT (conhnued) CPM FOR hEN FRCL
Page 61 and 62:
(conhnued) PROGRAMS PLAnNInG, CONTR
Page 63 and 64:
REACTION REACTICN SON CF E AN ThE R
Page 65 and 66:
RESEARCH (continued) RESEARCH CEVEL
Page 67 and 68:
SAMPLING SAMPL[KG LSE OF STATISTICA
Page 69 and 70:
ELECTION (conhnued) ¥ESIING, SELEC
Page 71 and 72:
(conhnued) STAFF EVERSELL Ih SIAFF
Page 73 and 74:
SUPERVISORY SUPERV[S£RY IN EACTCR-
Page 75 and 76:
TECHNOLOGY (conhnued) EDbCATIEhAL 1
Page 77 and 78:
TRAINING (cnhnued) TRAINING SELECTI
Page 79 and 80:
(conhnued) URBAN C RENEWAL C39E ETR
Page 81:
(conh nued) WORKERS ATAIhPET OF kCR
Page 84 and 85:
DUNNETTE, MARVIN 0 MD DUNNETTE, GEO
Page 86 and 87: NUCKOLS, ROBERT C. CHRIS NUGENT FRA
Page 89 and 90: COOl CC03 H HAYFIELD, OPPORTUNITY S
Page 91 and 92: AND DEFICIENCIES OF THE FIRM PROECT
Page 93 and 94: PERSONNEL HANDLES A TREMENDOUS VCLU
Page 95 and 96: IN THE YEARS IMMEOIATELY AHEAD, AND
Page 97 and 98: CORRECTION GENERAL EMPLOYMENT PRACT
Page 99 and 100: AREAS ADECUATELY SATISFIED BOTH CRI
Page 101 and 102: ASSOCIATIONS SIX TESTS WHICH ARE FU
Page 103 and 104: 0166 FOR REDUCING THE INSTABILITY A
Page 105 and 106: DEFIRES MOTIVATIOR AS A STIMULUS TH
Page 107 and 108: STORAGE HARDWARE AND SUPPLIES, AND
Page 109 and 110: VIA TELEVISION IS ONE METHDD OF COP
Page 111 and 112: SIMILAR ARE THE AUDIENCES OF TWO DR
Page 113 and 114: COMPARE SALARY LEVELS WITH COMPARAB
Page 115 and 116: REMAINS ACHINGLY UNRESOLVED GOALS H
Page 117 and 118: PRESENT PROGRAMS MUST BE INDIVIDUAL
Page 119 and 120: ALLt AN EXECUTIVE NEEDS AN UNDERSTA
Page 121 and 122: WOMEN THAT THEY DO NOT HAVE TO CHOO
Page 123 and 124: MANAGEMENT REVIEW, SUMMER, 1966, VD
Page 125 and 126: ASSIGN EACH ITEM A GENERAL CLASSIFI
Page 127 and 128: THROUGH A FREE, OPEN, AND LIBERAL S
Page 129 and 130: NATION FRANK, RONALD MASSY, WILLIAM
Page 131 and 132: EQUATIONS TO ANTICIPATE THESE POSSI
Page 133 and 134: FITNESS- -DECREASING ELTON, CHARLES
Page 135: PAGES Z6 SATISFACTICN, CRGANIZATIGN
Page 139 and 140: AND EMPLOYEE ATTITUDES KEEP FACTS F
Page 141 and 142: DATA CENTER IS JUSTIFIED BY THREE R
Page 143 and 144: VIA TELEPHONE BANKS SUPPORTING THIS
Page 145 and 146: REQUIREMENTS FOR A PLANNING SYSTEM
Page 147 and 148: TO THE NEW INDEPENDENT SAMPLE SIGNI
Page 149 and 150: CONFRONTATION MEETING PROVIDES MANA
Page 151 and 152: MOTIVATOR-HYGIENE THEORY HERZBERG-M
Page 153 and 154: HAVE BEEN WONDERING ABOUT FOR SOME
Page 155 and 156: CONTRIBUTE TO THE WHOLE THEY ARE -[
Page 157 and 158: ORGANIZATION PLANS, ARTICLE PRESENT
Page 159 and 160: FUNCTION ASSDCIATIOh OF ACCOUNTANTS
Page 161 and 162: A CHICAGO-BASED MAIL ORDER FIRM, IS
Page 163 and 164: BY THE GENERAL ELECTRIC COMPUTER DE
Page 165 and 166: ASSUME RESPONSIBLE POSITIONS ALSO,
Page 167 and 168: INTERNATICNAL ALL THE TIMEr AND WHE
Page 169 and 170: IS COMPLETE ONLY WHEN THE RECIPIENT
Page 171 and 172: TERMINAL EXTINCTION SESSICN CRITERI
Page 173 and 174: AIDS FOR THE RETAILER II CONCLUDES
Page 175 and 176: SCIENCES TO THE PRACTICE OF MANAGEM
Page 177 and 178: THREE IkTERRELAIED PROBLEMS ARE OF
Page 179 and 180: IVES, K H GIBBONS, J D ICOT CORRELA
Page 181 and 182: LENS [NC FINDS TIGHT COST CONTROL T
Page 183 and 184: REPRINTED HAYNES* ULRIC 111k JOB OP
Page 185 and 186: IN -UNSHELTERED-WORKSHDPS CAPABLE C
Page 187 and 188:
IMPORTANCE DESPITE PROSPECTS FOR CO
Page 189 and 190:
OF DEFENSE EMPLOYS A SIMILAR SYSTEM
Page 191:
1210 PAYMENTS ANC WORK INCENTIVE SO
show all

and Analysis Techniques - NCRTM

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?