Personnel selection of graduate engineers: The differentiation of apprentice engineers for training as salesmen, designers, and executives of production.

Abstract

Paris (16 rue de Conde) FOREWORDThis volume is a contribution to psycho-technology. Mr. Moore has made, in the following experimental and statistical study, the first approach toward a scientific solution of the problem of placement of engineering graduates in a great American industrial organization.It is a bold and novel undertaking, characteristic of a young century, to essay the application of the principles and technique of scientific method to the solution of human problems in industry. Yet it needs no rare wit to see that these very problems of human adjustment must hold during the twentieth century the focus of study and invention which during the nineteenth century were chiefly concentrated on the problem of perfecting the mechanics of manufacture. Human engineering is destined to a development comparable to that experienced by mechanical, chemical, and electrical engineering, when they first began to draw largely on the lustily growing sciences of chemistry and physics. Thanks to the foundations laid by these sciences, modern industry has a highly developed technology of materials and processes. It asks now for a technology of human nature.This study in principles and practices of personnel selection is not a popular treatise. But its appeal will be felt by at least three types of readers: the thoughtful leader of industry who ponders the trend of scientific experimentation on human problems; the young engineering graduate who is debating in his own mind whether to become a designer, a manager, or a salesman; and the psychologist who is watching, with some apprehension, the movement to put into practical use the tools he has forged.

Influence of firm size on the competencies required to management engineers in the Jordanian telecommunications sector

“…Robar (1998) (Passow, 2012;Tong, 2003), whose relevance in industry was first revealed by Jones (1992). More recent 83 studies have emphasized the positive effects of teamwork on productivity (Mendelsohn, 1998) best fits in a particular job was originally posed by Moore (1921). This study proved that technical school 130 grades cannot be used to differentiate engineers for various kinds of jobs, except in very general terms.…”

Psychometric properties of the South African Career Interest Inventory – Short

“…Vocational interests -defined as preferences for activities or environments (Hansen & Wiernik, 2018) -have a long history of use in organisational and counselling settings (e.g. Moore, 1921;Parsons, 1909). At the start of the 20th century, organisational psychologists enthusiastically used interests to understand workplace behaviours (Hansen & Wiernik, 2018).…”

Sales Education for Engineering Students: What Drives Interest and Choice?

“…Nearly a century ago, Moore (1921) was interested in understanding which engineers would go on to be salesmen, designers, or executives of production, especially since they all "receive essentially the same technical training" (p. 5). A lot has changed since then.…”