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6), and correct these by revising, where necessary, the lists o f variables, the definitions, the rating scales, or the o t h e r elements, ( p . 8. Obtain the figures necessary for a b r i e f numerical statement o f the personnel history o f the o r g a n i z a t i o n o v e r the last f o u r o r five years, (p. 4 8 5 ) 3. Design a p r o g r a m o f assessment p r o c e d u r e s w h i c h will reveal the strength o f the selected variables; for assessing these variable set up scales w h i c h c o n f o r m t o the rating scales that were d e f i n e d for the purpose o f appraisal, ( p .
A l m o s t all the p r o b l e m s that organizations have e n c o u n t e r e d a p p l y i n g the m e t h o d c o u l d have been a v o i d e d with m o r e detailed planning. A c e n t e r generally is given high visibility a m o n g e m p l o y e e s , especially t h o s e w i t h p o t e n t i a l for a d v a n c e m e n t . It is fitting that as m u c h care and t h o r o u g h n e s s b e e x e r c i s e d in its d e v e l o p m e n t as w i t h c o m p e n s a t i o n systems o r organization design.
Douglas Bray w h i c h appeared in a 1 9 6 4 Α Μ Α b o o k The Personnel number Job in a Changing World. A small o f p s y c h o l o g i s t s f r o m organizations such as C u m m i n s Engine, J. C. , b e c a m e interested a n d d e v e l o p e d centers, again o f t e n with the aid a n d assistance of AT&T representatives. At about this t i m e , the first application o f the A T & T pattern o f assessment o u t s i d e the U n i t e d States c a m e a b o u t w h e n a representative o f Shell Oil (Brazil) visited Michigan Bell T e l e p h o n e C o m p a n y a n d was impressed e n o u g h b y the m e t h o d t o take it b a c k to Brazil t o make an a l m o s t identical application for selection o f first-level supervision in Shell Oil.