The advantages and disadvantages of rotational-job-assignments as a means of developing engineering talent. - Page 58 |
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49
forced into a rut.” Some industrial managements have attacked
this problem through the establishment of company
programs aimed at increasing the engineers’ knowledge and
experience and thus decreasing the high cost of excessive I
engineering turnover. However, such programs have not
always received the skillful planning which would enable
the attainment of these predetermined goals. The most
prevalent criticism among engineers has been that most
programs designed to develop engineering talent are too
narrowly channeled. These engineers claim that the pro-
|grams train them for specific fields of activity and, j
j therefore, do not provide the breadth of background which ;
they consider to be a necessary ingredient in their per-sonal
development. 16
j Job rotation programs which have planned the scope Ii of assignments to suit the individual engineers have j
|helped to crumble the basis for this criticism. The em- i
phasis in such programs has been on the individual and not •
| ! 'on the mass. In other words, flexibility has governed in j
IJ arranging the assignments so that activities would be ad- j, t j
|justed to the man rather than forcing him into a specified I
! I
mold. Such an approach has stressed the need for more i!
careful study of individual aptitudes and interests, to- ii
-*-®How to Train Engineers in Industry, op. cit.,
p. 63.
Object Description
Description
| Title | The advantages and disadvantages of rotational-job-assignments as a means of developing engineering talent. - Page 58 |
| Repository email | cisadmin@lib.usc.edu |
| Full text | 49 forced into a rut.” Some industrial managements have attacked this problem through the establishment of company programs aimed at increasing the engineers’ knowledge and experience and thus decreasing the high cost of excessive I engineering turnover. However, such programs have not always received the skillful planning which would enable the attainment of these predetermined goals. The most prevalent criticism among engineers has been that most programs designed to develop engineering talent are too narrowly channeled. These engineers claim that the pro- |grams train them for specific fields of activity and, j j therefore, do not provide the breadth of background which ; they consider to be a necessary ingredient in their per-sonal development. 16 j Job rotation programs which have planned the scope Ii of assignments to suit the individual engineers have j |helped to crumble the basis for this criticism. The em- i phasis in such programs has been on the individual and not • | ! 'on the mass. In other words, flexibility has governed in j IJ arranging the assignments so that activities would be ad- j, t j |justed to the man rather than forcing him into a specified I ! I mold. Such an approach has stressed the need for more i! careful study of individual aptitudes and interests, to- ii -*-®How to Train Engineers in Industry, op. cit., p. 63. |
