Choosing employees by mental and physical tests . from an automatic promo-tion system. We have repeatedly found capable menwho are on the verge of seeking other jobs becausethey see no chance of advancement. Their loss wouldbe one of those intangible things hard to rate in cash,but it is more of a material money factor than manybusiness men realize. If employers so desire, the initial record found by thetests given to each applicant for a position may befollowed up by monthly reports of the work of everyemployee, all reduced to a card system. Upon theserecords will be based promotion, those hi
Choosing employees by mental and physical tests . from an automatic promo-tion system. We have repeatedly found capable menwho are on the verge of seeking other jobs becausethey see no chance of advancement. Their loss wouldbe one of those intangible things hard to rate in cash,but it is more of a material money factor than manybusiness men realize. If employers so desire, the initial record found by thetests given to each applicant for a position may befollowed up by monthly reports of the work of everyemployee, all reduced to a card system. Upon theserecords will be based promotion, those highest on thelist being automatically advanced, and those lowestbeing dropped in slack times; all based with unerringmathematical precision on the employees own abili-ties and efforts. Too much stress cannot be laid on theimportance of some system of promotion, as manyforces are disorganized when good effort is uniformlydisregarded and men are promoted through ignoranceguesswork, and favoritism. Fortunately for the aspirations of the manufactur-. JOHN M. BRUCE Mr. Bruce, with Prof. Walter D. Scott, originated a testingsystem for salesmen. Its application to the force of theAmerican Tobacco Company showed a success about threetimes as great as that attained by former methods.
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