The advantages and disadvantages of rotational-job-assignments as a means of developing engineering talent. - Page 97 |
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88
the further use of planned rotational-job-assignments has
not been recommended and the so-called graduation of these
rotatees has taken place. Such men have proven to be a
valuable source of information concerning possible program
improvements and their evaluation of the program’s
effectiveness has usually been regarded as highly accur-ate.
p Interviewing these graduates has been referred to
as the "grass roots" approach, since the basis of the
evaluation has been the collective reaction of engineers j
who have just taken part in a program designed expressly !
I
l for them. Although the subjectivity which accompanies I
this type of an evaluation has undoubtedly opened the
door to biased judgments, it, nevertheless, has received
extensive application. Results of the questionnaire disclosed
that 92 per cent of the companies utilizing job
rotation had applied this procedure as a means of deter- '
(I mining the effectiveness of their programs. 3 ,
ii When interviewing engineers who have graduated from i| I1
the program, it has not only been possible to uncover theia?
ideas concerning the merits and demerits of job rotation j » j
I but also to indirectly determine the attitudes of those
I I
! - - - - - - - ; - - - - - - - - - - - - i ' "How Industry Trains Its Engineers,” Chemical ,
• Engineering, Volume 62 (June, 1955), p. 274. i
■ * 3 I I This figure was based on the response to Question 1
| 25 of the questionnaire. j
Object Description
Description
| Title | The advantages and disadvantages of rotational-job-assignments as a means of developing engineering talent. - Page 97 |
| Repository email | cisadmin@lib.usc.edu |
| Full text | 88 the further use of planned rotational-job-assignments has not been recommended and the so-called graduation of these rotatees has taken place. Such men have proven to be a valuable source of information concerning possible program improvements and their evaluation of the program’s effectiveness has usually been regarded as highly accur-ate. p Interviewing these graduates has been referred to as the "grass roots" approach, since the basis of the evaluation has been the collective reaction of engineers j who have just taken part in a program designed expressly ! I l for them. Although the subjectivity which accompanies I this type of an evaluation has undoubtedly opened the door to biased judgments, it, nevertheless, has received extensive application. Results of the questionnaire disclosed that 92 per cent of the companies utilizing job rotation had applied this procedure as a means of deter- ' (I mining the effectiveness of their programs. 3 , ii When interviewing engineers who have graduated from i| I1 the program, it has not only been possible to uncover theia? ideas concerning the merits and demerits of job rotation j » j I but also to indirectly determine the attitudes of those I I ! - - - - - - - ; - - - - - - - - - - - - i ' "How Industry Trains Its Engineers,” Chemical , • Engineering, Volume 62 (June, 1955), p. 274. i ■ * 3 I I This figure was based on the response to Question 1 | 25 of the questionnaire. j |
