Denver labor bulletin., 1916-11-11
LABOR TURNOVERS
SUBJECT OF STUDY
Conference of Employers Dis
CuSS Permanent Methods
Present Lack of System in Hiring
and Discharging Help Should Be
Remedied Where Possible
Especial Correspondence.

Especial Correspondence
WASHINGTON, Nov. 7.-Of particu-
lar interest to those concerned with the
various phases of employment problems
III this country are the proceedings of
the conference of employment managers
association OF Boston, held May 10, 1916
which appear in bulletin 202 recently
issued by the United States Bureau OF
Labor Statistics. The purpose OF this
conference was TO bring together those
actively engaged in the work OF en-
ployment management in order to effect
an interchange OF ideas and experiences.
Attending the conference were represen-
tatiyes from nine states, principally the
New England states which comprise the
territory OF the Boston association.
Thruout the conference it was apparent
that the personal problems were consid-
cred as OF as much Importance as prob
lens affecting sales, finances, and pro-
duction, and as deserving Of the expert
attention OF competent executive haV-
ing sufficient authority and enjoying
the confidence of the management.
In an informal address Mr.. Ethelbert
Stewart, chief statistician of the United
States Bureau OF Labor Statistics, called
attention and urged the Importance OF
employment departments knowing why
men quit in order that methods may
be adopted to check the turnover, stab
ilize the labor force and reduce to a
minimum the annoyance and expense of
hiring and firing men.
As to the sources OF supply Of labor
and means OF getting in touch with
them, II was brought out in a paper
on this subject that workers may be
secured from among the friends and rel
atives OF those already on the pay roll
from competitive firms. thru employ
mrnt agencies. thru charitable institu-
ti0ns. and from those formerly employed
IN the plant.
Job Analysis Essential.
In the matter Of selection. examiua-
ti0u. training and development OF en-
pIoves il was suggested that in choosing
applicants considerable consideration
should be given to physical qualifica-
tions. adaptation mental attitude to-
ward the job, honesty, industry, intel
ligence. health. neatness. cleanliness and
temperament. that Job analysis is es-
~ential that psychological tests are valu-
able in the selection OF employees, esPe-
ciallv for the high grade positions: that
workers should be trained in the plant
/ thru the medium Of apprenticeship class
O. and then promoted to better positions
I thus encouraging efficient effort. The
questions of transfer from one depart
ment to another and of discharge were
suggested as very important IN affect
ing the labor turnover.
I Emphasis was laid upon the relation
ship between employer and employe,
I which should be such as to avoid all
1 chances of dissatisfaction and discord
which make it difficult for the firm to
handle the workers. The education ot
/ employees in the plant was regarded as
of greater Importance than original Sc
i lection. :.
urged that the employment manager get
/ into the works often 50 as TO know the
/ lob specifications from personal knowl-
I edge; that the fitness of an emPloye be
/ determined early. so that he may be
transferred if necessary instead OF be
inc fired; that wages be increased az
/ skill advances; that foremen should be
induced to have sympathetic interest
in the men under them; that seasonal
and cyclical irregularity OF employment
I should be overcome.
/ Study Workers Welfare.
/ Methods for improving the efficiency
| and quality of personnel were gwen con-
I sideration. To secure this result eour-
tesy should be shown to employees; theN
/ should be selected and examined eNpe-
I ditiouslv; an eligible list should be kept;
l quits. discharges and transfers should
be analyzed and careful oversight main.
I tanned OF all employees at work and at
home: promotions within the ranks
pensions, working conditions, and wei,
| fage work should all receive careful
attention.
/ The impossibility OF superintendent,
giving proper attention to hiring and
/ firing empioves was recognized, and to
avoid the economic loss due to pronis-
cuous employment methods the function,
allied employment department has been
established. its duties being to secure
applicauts. weed out the undesirable
and select those fitted for the work to
be done. to maintain complete record OF
each employe. to act as a clearing mouse
for the transfer and promotion OF en-
ploves, to make regular reports to the
management, and TO make such studies
reports and Recommendations as may be
required for the interests OF the concern
~