The organization and plan of an employment department, as we have outlined it, is, as we have said, for an institution employing two thousand men and women. For larger organizations, of course, the employment supervisor must have more assistants, there must be more clerks and stenographers, according to the number of employees handled and the character of the work to be done. There are some organizations in which there is very little fluctuation in the personnel. In such cases a small employment department is all that is necessary, even although a large number of employees may be on the payroll. In other kinds of work there is a very large fluctuation, under ordinary conditions, and in such cases it is necessary to have more help in the employment department. In the case of small business, such as retail stores, the employer himself is oftentimes the entire employment department, except for such assistance as he may obtain from a clerk or stenographer. In such a case, also, the records do not need to be so complete and so voluminous, since the proprietor can carry a great deal in regard to each one of his employees in his own mind. We know many executives in large organizations, where employment departments have not been established, who constitute, in themselves, employment departments for their own little corner of the industry. They may have only five or six employees under their care, but they handle them according to scientific principles, analyzing them and their work with just as great care as if there were hundreds of them. The method, after all, is unimportant. It is the spirit of the work that is all important. It does not matter whether you have a huge force of clerks, assistants, interviewers, and stenographers, or whether you yourself, in your little corner office with your three or four retail clerks as a working force, constitute the whole organization. The spirit of scientific analysis and the fitting of each man to his job in a common sense, sane, practical way, instead of according to out-of-date methods, is the important consideration in the remedy which we present. CHAPTER IV RESULTS OF SCIENTIFIC EMPLOYMENT In a lecture to the students of the New York Edison Company Commercial School, on January 20, 1915, afterward also presented at the Third Annual Convention of the National Association of Corporation Schools at Worcester, Mass., on June 9, 1915, Herman Schneider, Dean of the College of Engineering of the University of Cincinnati, in discussing "The Problem of Selecting the Right Job," made the following statement: "2. Physical Characteristics.