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Building maintenance has until recently been a neglected field of quantitative modelling and of academic study. It has not attracted very much attention despite being regarded as under‐funded, unproductive and poorly managed, or the recognition that many of its managerial problems are demanding more research and skills than those of new works. Discusses the priorities, categories of maintenance work, and factors affecting demand for maintenance. Based on general statistics obtained, identifies and quantifies both major problems areas (in terms of cost and frequency of maintenance activities) and the nature and cause of the demand for maintenance in a major hospital complex. They have revealed no coherent picture, in that demand from wards and building seems independent of patient throughput and age of buildings. The demand for maintenance, for the main trades involved, namely plumbing, joinery, electrical and mechanical have been forecast and arrival rate of jobs per trade has been estimated. This would enhance the management process and work planning which would result in a more economic use of resources and a corresponding reduction in the total cost of maintaining property to a standard.

The Commision for Health Improvement report on Rowan ward made for disturbing reading. But until recently the building where the abuse documented in the report took place had a proud history, described in this article.

Advances in recombinant drug technology will impose pressure for swift action by decision‐makers who may be required to operate on the basis of very limited information. This paper is the by‐product of a recently initiated North Western Regional Health Authority interim procedure designed to give swift consideration to innovations, to provide additional information for decision‐makers and to permit both clinicians and decision‐makers to combine in ensuring that greater rationality is applied to the introduction of drug innovations than might otherwise be the case. It is envisaged that this procedure will be of equal value in other areas where new medicines may have major revenue consequences.

Explores the extent and patterns of age discrimination within a changing workplace context, and specifically focuses on how employment flexibility may be used to the mutual advantage of employers and older workers. Results are presented from two large‐scale national surveys conducted with the Institute of Personnel Management (1994, n = 1,700) and the Institute of Management (1995, n = 1,665). Case study research conducted with Ford/XR Associates, J. Sainsbury and the UK National Health Service is also reported. Research shows that although age discrimination in employment remains extensive, an innovative approach to the recruitment, utilization and retention of older workers may bring a series of positive joint gains.

Gives reports and surveys of selected current research and developments in systems and cybernetics. They include artificial intelligence, management cybernetics, social inclusion in the information society, biocybernetics, process management systems and innovations in systems and cybernetics.

Childcare facilities and assistance for working parents are widely advocated on demographic, economic, political and socio‐psychological grounds – which are all scrutinised. Yet the provision in Britain, as documented in this article, remains unsystematic, uneven and ill‐adapted to the criteria on which it is advocated. The relationship is examined between the provision in the not‐for‐profit sector with that in the private sector, financed by employees and/or employers. Recent political pronouncements and manifestos on the topic are critically compared. Future likely patterns of childcare provision in Britain are assessed, in particular the potential industrial concentration among commercial childcare providers, the questions of standards and financing, and international comparisons. The concluding theme is the implications for human resource management policy makers of childcare as an employee benefit in changing labour markets.

Samples of sandwiches were taken from all petrol filling stations in the Bolton area selling such foodstuffs. These were bacteriologically examined and, when the results were obtained, all the petrol stations were visited and advice was given where improvements could be made. Resampling was carried out and the results were compared with the initial samples. The second set of results indicated a significant improvement in microbial flora. Further recommendations were made where necessary and it was possible to produce a Code of Practice from the results obtained.

WHAT WITH one thing and another, and especially the weather during our so‐called Spring, not only had I attended no cricket by the end of May, but I completely forgot to make my characteristic song‐and‐dance about the fact that last month's issue of this Organ saw the completion of ten years of NLW.

Reports that the continued need to meet increasingly competitive conditions in service industries has encouraged the development of a more strategic human resource approach in pursuance of the maintenance of quality, service and flexibility goals. Presents an in‐depth case study in the retail sector, specifically examining the company’s approach to the recruitment and retention of older employees. Develops models to demonstrate the linkages between service with the social characteristics of this group of workers and consequent employment implications. Finds that, while senior management perspectives were positive, some degree of ambivalence was expressed in respect of line management views, and while older workers were perceived to be suitable for many types of work, preferred workforce profiles still tended towards traditional core labour sources. Notes that employment characteristics of a softer “qualitative” nature, such as service, motivation and job satisfaction, were seen as assets, and disadvantages relating to more “quantitative” criteria, such as trainability, job flexibility and new technology, were evident but less clearly expressed and might be qualified by appropriate management techniques. Discovers that older employees placed high value on service provision, in comparison to younger employees who were generally more dissatisfied with their jobs and were oriented more towards financial considerations. Utilizes an interview programme and surveys with both line managers and employees to assess the issues involved and to draw out the managerial implications for retail and service