The police personnel selection process

1977 ◽  
Vol 5 (3) ◽  
pp. 266-267
Keyword(s):  
Personnel Selection ◽  
Selection Process ◽  
Police Personnel

scholarly journals Use And Comparison of Topis And Electre Methods In Personnel Selection

2018 ◽  
Vol 22 ◽  
pp. 01021 ◽  
Author(s):  
Bilgin Şenel ◽  
Mine Şenel ◽  
Gizem Aydemir
Keyword(s):  
Personnel Selection ◽  
Selection Process ◽  
Minimum Cost ◽  
Point Of View ◽  
Blue Collar Worker ◽  
Automotive Company ◽  
Worker Selection ◽  
Electre Method ◽  
The Right ◽  
Short Time

One of the most important function of human resources is personnel selection process. This process should be done professionally, in a short time and with minimum cost. After personnel selection process, performance of the hired person is very important for the permanence and success of the company. From this point of view, the aim of this study is to select a personnel among the candidates efficiently, with minimum cost and within a short time in one of the leading companies of Turkey in automotive sector. In order to select the right personnel all criterias which has great impact on blue collar worker selection was decided and these criterias are weighted. From the candidate pool of automotive company, appropriate candidates were selected by using TOPSIS AND ELECTRE method which are multi-criteria decision making methods

scholarly journals Managers' Productivity and Recruitment in the Public Sector: The Case of School Principals

2021 ◽  
Author(s):  
Pablo Muñoz ◽  
Mounu Prem
Keyword(s):  
Public Schools ◽  
Personnel Selection ◽  
School Principals ◽  
Selection Process ◽  
Value Added ◽  
Civil Service Reform ◽  
The Public ◽  
Value Added Model ◽  
Quasi Experimental ◽  
Survey Responses

We study whether differences in management can explain variation in productivity and how more effective managers can be recruited in absence of high-powered incentives. To investigate this, we first extend the canonical teacher value-added model to account for school principals, and we document substantial variation in their ability to improve students’ learning. Teachers’ survey responses and quasi-experimental designs based on changes in school management validate our measure of principal effectiveness. Then, we leverage the timing of adoption of a civil service reform and show that despite having relatively rigid wages, public schools were able to attract more effective managers after increasing the competitiveness and transparency of their personnel selection process.

scholarly journals Judging good appearance in personnel selection

2018 ◽  
Vol 25 (87) ◽  
pp. 656-675
Author(s):  
Altair dos Santos Paim ◽  
Marcos Emanoel Pereira
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Random Sample ◽  
Personnel Selection ◽  
Racial Bias ◽  
Selection Process ◽  
Physical Appearance ◽  
Racial Diversity ◽  
Job Applicants ◽  
Selection Of

ABSTRACT Judgement of what one views as good appearance in the selection of job applicants may reveal racial bias in access to the labor market. The purpose of this study is to evaluate the effects of racism in judging physical appearance in personnel selection. The non-random sample was composed of seventy-four (74) participants, of whom forty-two were human resources professionals (57%). The instruments used were an assessment of résumés, a set of prejudice scales, an inventory of racism in the labor market, an indicator of good appearance and a sociodemographic questionnaire. Three hypotheses were tested. Hypothesis 1, which postulated a preference for white candidates was confirmed. Hypothesis 2 was corroborated, because the professionals showed a higher tendency to choose candidates with a fairer complexion. Hypothesis 3, which made reference to good appearance was rejected, because the participants elected hygiene as a further element present in the judgment in selecting candidates. Finally, it is considered that the selection process should be based on the acceptance of racial diversity, a key element for the development of creative and innovative organizations.

Modern Specifics of Requirements for Personnel in the Innovation Sphere Based on the Theory of Generations

2020 ◽  
Vol 9 (4) ◽  
pp. 18-23
Author(s):  
I. Morozova ◽  
O. Konovalova ◽  
T. Rodkina
Keyword(s):  
Generation Y ◽  
Personnel Selection ◽  
Selection Process ◽  
Stress Factor ◽  
Generation Z ◽  
Generational Groups

The article describes the stress factor in hiring employees who meet the requirements of the innovation sphere and analyzes the demographic and economic reasons. The analysis of applicants from different generational groups in the personnel selection process was carried out taking into account an updated set of indicators that determine compliance with value and motivational criteria using the theory of generations. Risks have been identified to prioritize the usual age segment, the Authors made a number of conclusions: the obvious fact that the need to revise the usual priority age segment of generation Y, and defined the direction of approach to attract generation Z.

Video Interview as the Modern Tool of Personnel Selection: Myths and Reality

2016 ◽  
Vol 5 (4) ◽  
pp. 78-81
Author(s):  
Михелашвили ◽  
T. Mikhelashvili ◽  
Иванова ◽  
I. Ivanova
Keyword(s):  
Personnel Management ◽  
Personnel Selection ◽  
Management System ◽  
Selection Process ◽  
Retrospective Survey ◽  
The Real ◽  
Advantages And Disadvantages ◽  
Personnel Management System ◽  
Modern Tool ◽  
Video Interview

This article presents a retrospective survey of methods of personnel selection. Particular emphasis is placed on the newest tools and technologies applied in the practice of the organizations, in particular the video interview. The relevance of the emergence of the video resume service, and then the video interview caused by needs of organizations in ability of mobile response to changes in demand of required staff, which causes an accelerated search for candidates and recruiters. The emergence of such innovation in the staff selection process is accompanied by a set of myths, caused by the different interpretation of its advantages and disadvantages. Drawing on the experience of organizations, which are developing this technology of personnel selection and its software and maintenance, as well as the reviews of organizations which are using such a tool, the authors of the article are trying to uncover the real prospects of personnel management system enhancement.

scholarly journals Self-efficacy and job search success for new graduates

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gerardo Petruzziello ◽  
Marco Giovanni Mariani ◽  
Rita Chiesa ◽  
Dina Guglielmi
Keyword(s):  
Job Search ◽  
Personnel Selection ◽  
Self Efficacy ◽  
Selection Process ◽  
Job Seekers ◽  
Content Type ◽  
New Graduates ◽  
Success Criterion ◽  
New Entrants ◽  
The Relationship

PurposeThe purpose of this paper is to explore the relationship between general self-efficacy (GSE), job search self-efficacy (JSSE), extraversion and job search success within a sample of new entrants in the labour market. It is hypothesised that JSSE acts as a mediator between GSE and job search success. Evaluation of the hireability – made by expert interviewers – of new entrants involved in a job interview simulation is proposed as a job search success criterion. Moreover, the moderating role of extraversion on the relationship between JSSE and job search success is explored.Design/methodology/approachData were collected on 177 graduates from an Italian university. Participants were involved in a simulation of an interview conducted by experts of the personnel selection process, who gave an evaluation. Macro PROCESS for SPSS was used to test the hypotheses.FindingsGSE has an indirect effect on job search success via JSSE. Moreover, extraversion has a moderating effect on the JSSE–job search success relationship for more extraverted job seekers.Practical implicationsJob search and counselling practitioners should consider extraversion and personal differences to improve the effectiveness of interventions aimed at fostering new entrants' self-regulatory resources and behaviours during the job search.Originality/valueThis study contributes to the existing research about the job search process by testing a new and important job search success criterion, showing that GSE could help new graduates in establishing a specific self-efficacy, such as JSSE, and demonstrating that extraversion interacts with JSSE.

Improving Otolaryngology Residency Selection Using Principles from Personnel Psychology

2017 ◽  
Vol 156 (6) ◽  
pp. 981-984 ◽  
Author(s):  
Sarah N. Bowe ◽  
Adrienne M. Laury ◽  
Stacey T. Gray
Keyword(s):  
Personnel Selection ◽  
Selection Process ◽  
Past Research ◽  
Theoretical Background ◽  
Structured Interviews ◽  
Research Knowledge ◽  
Integrity Tests ◽  
And Performance ◽  
Resident Selection ◽  
Personnel Psychology

There has been a heightened focus on improving the resident selection process, particularly within highly competitive specialties. Previous research, however, has generally lacked a theoretical background, leading to inconsistent and biased results. Our recently published systematic review examining applicant characteristics and performance in residency can provide historical insight into the predictors (ie, constructs) and outcomes (ie, criteria) previously deemed pertinent by the otolaryngology community. Personnel psychology uses evidence-based practices to identify the most qualified candidates for employment using a variety of selection methods. Extensive research in this discipline has shown that integrity tests, structured interviews, work samples, and conscientiousness offer the greatest increase in validity when combined with general cognitive ability. Blending past research knowledge with the principles of personnel selection can provide the necessary foundation with which to engage in theory-driven, longitudinal studies on otolaryngology resident selection moving forward.

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