scholarly journals The function of integration of person in city companies Obregon

2019 ◽  
pp. 7-13
Author(s):  
Jorge Ortega-Arriola ◽  
Ramiro Arnoldo Buelna-Peñúñuri ◽  
Alexis Leonel Álvarez-Rodríguez
Keyword(s):  
Personnel Selection ◽  
Basic Process ◽  
Personnel Recruitment ◽  
Personal Ideal ◽  
Formal Application

One of the company's needs nowadays is personal ideal according to the profile, which has been complicated by several factors. This work aims to identify companies that carry out a formal application phases of the process of integration of personnel. This is a research with a sample of convenience not probabilistic involving 50 companies of different turns of Ciudad Obregón. For the collection of data was used a questionnaire designed by experts from the administrative audit, which allowed to identify immediately the implementation of the basic elements that make the process of integration of personnel: recruitment selection, recruitment and induction. The importance of the project offers is that a picture of the implementation of the basic process of the integration of personnel in companies. In terms of the findings found that 36% reported not to carry out a process of personnel selection, another result is that 20% do not have a formal recruitment activity, 22% not performing activity of induction to the company and 18% does not a formal recruitment.

Handwriting Analysis and Personality Assessment

2000 ◽  
Vol 5 (1) ◽  
pp. 44-51 ◽  
Author(s):  
Peter Greasley
Keyword(s):  
Personality Traits ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Empirical Studies ◽  
Handwriting Analysis ◽  
Recruitment Process ◽  
Academic Literature ◽  
Personnel Recruitment ◽  
The Subject ◽  
Better Than

It has been estimated that graphology is used by over 80% of European companies as part of their personnel recruitment process. And yet, after over three decades of research into the validity of graphology as a means of assessing personality, we are left with a legacy of equivocal results. For every experiment that has provided evidence to show that graphologists are able to identify personality traits from features of handwriting, there are just as many to show that, under rigorously controlled conditions, graphologists perform no better than chance expectations. In light of this confusion, this paper takes a different approach to the subject by focusing on the rationale and modus operandi of graphology. When we take a closer look at the academic literature, we note that there is no discussion of the actual rules by which graphologists make their assessments of personality from handwriting samples. Examination of these rules reveals a practice founded upon analogy, symbolism, and metaphor in the absence of empirical studies that have established the associations between particular features of handwriting and personality traits proposed by graphologists. These rules guide both popular graphology and that practiced by professional graphologists in personnel selection.

scholarly journals Internal outsourcing as personnel process optimization in a large company

2020 ◽  
Vol 8 (16) ◽  
pp. 543-555
Author(s):  
Marina G Masilova
Keyword(s):  
Personnel Management ◽  
Personnel Selection ◽  
Work Organization ◽  
Personnel Recruitment ◽  
Logistics Company ◽  
Study Results ◽  
Working Day ◽  
Hr Managers ◽  
Personnel Administration

The article is devoted to the presentation of the study results concerning the practice of personnel processes for the selection and adaptation of personnel in the context of the main functions of personnel management centralization in the form of internal outsourcing. One of the isolated subdivisions of the transport and logistics company of Russia, FESCO, was selected for the study. The company has locations in various cities of the country. In order to increase manageability and ensure the implementation unity of all processes in the company, many functions are centralized, including the function of personnel administration. The tasks of personnel provision are assigned to the personnel recruitment department of the FESCO Service Center. The study was conducted in order to identify problems in the implementation of personnel selection and their adaptation and to determine the possibility of these processes optimization. They used the following research methods: the analysis of approaches to this activity, the survey of the Transport Group employees and the experts of the centralized personnel service, and the timing of their working day. Thus, it was established that the practice of the company personnel recruitment and adaptation has the problems leading to a long-term closing of vacancies and overloading of HR managers. In order to optimize the functions, the possibilities of automating the selection and adaptation of personnel are considered. It is proposed to introduce template mailings into the practice of personnel management, to automate work with sites based on the E-Staff platform. They described the mechanism of work organization on the selection and adaptation of personnel using this platform, the indicators are given. They concluded that the automation of recruiters' activities has a positive effect on the effectiveness of worker recruitment and adaptation.

AN ADAPTIVE PERSONNEL SELECTION EXPERT SYSTEM TO SUPPORT ORGANIZATION'S PERSONNEL RECRUITMENT DECISION PROCESS

2018 ◽  
Vol 6 (3) ◽  
pp. 25
Author(s):  
AHMAD SHEHU MUHAMMAD ◽  
HARUNA ABDU ◽  
AHMED JATTO ABDULWAHAB ◽  
HUSSEIN UMAR ◽  
◽  
...  
Keyword(s):  
Expert System ◽  
Personnel Selection ◽  
Decision Process ◽  
Personnel Recruitment

RECRUITMENT MARKET T RENDS

10.12737/1380 ◽  
2013 ◽  
Vol 2 (5) ◽  
pp. 54-56
Author(s):  
Ерыгина ◽  
A. Erygina
Keyword(s):  
Personnel Selection ◽  
Personnel Recruitment

The paper covers the issues of the personnel selection. Recent labor market and recruitment statistics are analyzed including data on hiring and discharges of workers. The essence of personnel recruitment and selection services and its impact on the economic stance of this country are emphasized.

Wanneer is kort te kort?

2015 ◽  
Vol 28 (4) ◽  
Author(s):  
Peter M. Kruyen
Keyword(s):  
Personnel Selection ◽  
Simulated Data ◽  
Psychological Tests ◽  
Test Length ◽  
Substantial Impact ◽  
Personnel Recruitment ◽  
Selection Decisions ◽  
Assessment Time ◽  
Recruitment And Selection ◽  
The Impact

When short is too short: The suitability of using short psychological tests for personnel selection When short is too short: The suitability of using short psychological tests for personnel selection Psychological tests and questionnaires are commonly used in personnel recruitment and selection procedures. Because test length has a considerable impact on assessment time and costs, short tests consisting of fewer than 20 items, for instance, are preferable to long tests. Simulated data show that reducing test length can have a substantial impact on the risk of making incorrect selection decisions. However, the impact of shortening tests varies across situations. In this article, I illustrate testing settings in which five items are sufficient to make reliable decisions about individual candidates. I also present scenarios in which 40 items are still insufficient to draw reliable conclusions, even when using an adaptive test. The conclusion is that long tests are preferable to short tests for making personnel selection decisions.

The Validity of Specific Cognitive Abilities for the Prediction of Training Success in Germany

2014 ◽  
Vol 13 (3) ◽  
pp. 123-133 ◽  
Author(s):  
Wiebke Goertz ◽  
Ute R. Hülsheger ◽  
Günter W. Maier
Keyword(s):  
Cognitive Abilities ◽  
Personnel Selection ◽  
Meta Analysis ◽  
Mental Ability ◽  
Occupational Category ◽  
General Mental Ability ◽  
Training Success ◽  
Specific Cognitive Abilities ◽  
Better Than

General mental ability (GMA) has long been considered one of the best predictors of training success and considerably better than specific cognitive abilities (SCAs). Recently, however, researchers have provided evidence that SCAs may be of similar importance for training success, a finding supporting personnel selection based on job-related requirements. The present meta-analysis therefore seeks to assess validities of SCAs for training success in various occupations in a sample of German primary studies. Our meta-analysis (k = 72) revealed operational validities between ρ = .18 and ρ = .26 for different SCAs. Furthermore, results varied by occupational category, supporting a job-specific benefit of SCAs.

Effects of Targeted Self-Coaching on Applicant Distortion of Personality Measures

2012 ◽  
Vol 11 (4) ◽  
pp. 169-175 ◽  
Author(s):  
Katherine A. Sliter ◽  
Neil D. Christiansen
Keyword(s):  
Impression Management ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Lie Detection ◽  
Personality Test ◽  
Personality Measures ◽  
Personality Tests ◽  
The Impact

The present study evaluated the impact of reading self-coaching book excerpts on success at faking a personality test. Participants (N = 207) completed an initial honest personality assessment and a subsequent assessment with faking instructions under one of the following self-coaching conditions: no coaching, chapters from a commercial book on how to fake preemployment personality scales, and personality coaching plus a chapter on avoiding lie-detection scales. Results showed that those receiving coaching materials had greater success in raising their personality scores, primarily on the traits that had been targeted in the chapters. In addition, those who read the chapter on avoiding lie-detection scales scored significantly lower on a popular impression management scale while simultaneously increasing their personality scores. Implications for the use of personality tests in personnel selection are discussed.

Applicants’ Self-Presentational Behavior

2012 ◽  
Vol 11 (2) ◽  
pp. 77-85 ◽  
Author(s):  
Anne Jansen ◽  
Cornelius J. König ◽  
Eveline H. Stadelmann ◽  
Martin Kleinmann
Keyword(s):  
Personnel Selection ◽  
Randomized Response Technique ◽  
Randomized Response ◽  
Self Presentation ◽  
Actual Use

This study contributes to the literature on self-presentation by comparing recruiters’ expectations about applicants’ self-presentational behaviors in personnel selection settings to applicants’ actual use of these behaviors. Recruiters (N = 51) rated the perceived appropriateness of 24 self-presentational behaviors. In addition, the prevalence of these behaviors was separately assessed in two subsamples of applicants (N1 = 416 and N2 = 88) with the randomized response technique. In line with the script concept, the results revealed that recruiters similarly evaluated the appropriateness of specific self-presentational behaviors and that applicants’ general use of these behaviors corresponded to recruiters’ shared expectations. The findings indicate that applicants who use strategic self-presentational behaviors may just be trying to fulfill situational requirements.

Test-Taking Motivation and Personality Test Validity

2010 ◽  
Vol 9 (3) ◽  
pp. 117-125 ◽  
Author(s):  
Thomas A. O’Neill ◽  
Richard D. Goffin ◽  
Ian R. Gellatly
Keyword(s):  
Personality Assessment ◽  
Personnel Selection ◽  
Test Validity ◽  
Personality Testing ◽  
Personality Test ◽  
Field Sample ◽  
Moderation Effect ◽  
Test Taking ◽  
Low Levels ◽  
Valid Criterion

In this study we assessed whether the predictive validity of personality scores is stronger when respondent test-taking motivation (TTM) is higher rather than lower. Results from a field sample comprising 269 employees provided evidence for this moderation effect for one trait, Steadfastness. However, for Conscientiousness, valid criterion prediction was only obtained at low levels of TTM. Thus, it appears that TTM relates to the criterion validity of personality testing differently depending on the personality trait assessed. Overall, these and additional findings regarding the nomological net of TTM suggest that it is a unique construct that may have significant implications when personality assessment is used in personnel selection.

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