Two routes to quality

Article Abstract:

Human resources (HR) departments in pursuit of excellence may choose to approach this goal through total quality management (TQM) or through BS5750 registration, also known as ISO 9000. TQM focuses on the development of such company-wide attitudes as enthusiasm and commitment to quality. In companies implementing this program, the HR function does not not merely contribute to the development of a quality-driven culture, but is also transformed into a TQM unit itself. This means embracing the program with the same dedication as the rest of the organization. BS5750, on the other hand, concentrates on functional and documented systems and procedures rather than on attitudes. In the early stage of this program, attention is given to the kind of services the HR department offers to support managers of the company's different business units, including accurate information and speedy response to requests for assistance.

Evaluation, Cover Story, Quality management, Quality control, Total quality management, Human resource departments

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An even-handed approach to graphology

Article Abstract:

Graphology, the analysis of handwriting, is used to assess between 5,000 and 8,000 job candidates in the UK annually. Graphology is criticized because handwriting experts judge the content of the handwriting sample instead of the handwriting itself, and personality descriptions offered by handwriting experts are too general. Handwriting experts typically prefer to analyze handwriting generated spontaneously. Candidates who are asked to fill a page with their handwriting often write autobiographically, laying handwriting analysts open to the charge that they are analyzing the content of the page and not the form of the handwriting. However, research of graphology indicates that it can offer some predictive validity and that personality clues can be deduced by handwriting experts. However, graphology should not be used as a single predictive tool.

Usage, Graphology

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New directions in performance pay

Article Abstract:

Performance pay, which rewards employee output instead of input is a concept that is becoming of interest to personnel managers. Performance pay is part of a concept called performance management which stresses setting personal objectives within departments and which uses quantitative and qualitative information to evaluate job performance. Performance evaluation and payment is becoming more widely acceptable for many reasons including: it improves employee attitudes and it creates more attractive salary levels in the public sector.

Research, Analysis, Management, Employee performance appraisals, Performance appraisals, Merit pay, Performance standards, Job performance standards

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