Suchergebnisse

This article develops the argument that under certain conditions the selection decision of the appointing authority has consequences for the current and potential task assignments of present staff, and therefore may affect their developmental opportunities, performance and satisfaction. Therefore, these considerations would be important factors and constraints in the decision making process. Implications for the hiring manager, human resource units, and for selection research are developed.

Personnel selection has always and will continue to be a challenging endeavor for the military special operations. They want to select the best out of a number of qualified applicants. How an organization determines what makes a successful candidate and how to compare candidates against each other are some of the difficulties that top tier organizations like the special operations face. Value focused thinking (VFT) places criteria in a hierarchal structure and quantifies the values with criteria measurements, known as a decision model. The selection process can be similar to a college selecting their students. This research used college student entry data and strategic goals as a proxy for special operations applicants and standards. It compared two case studies of college admissions selection criteria. A sample pool of 8,000 select and 24,000 non-select candidates was generated from real world datasets. VFT was applied to develop a valid admissions selection process model. The schools admissions documentation was used to build the hierarchies, single attribute value functions (SAVF), multi-attribute value functions (MAVF), and weights. A Monte Carlo simulation was used to sample applicants from the generated pool and examined how accurately the models were able to select the correct applicants.

The process involving the design and acquisition of systems for the Government sector has recently shifted its emphasis from mostly custom designed equipment to the extensive use of Commercial-Off-The-Shelf (COTS) hardware and software. Because the relative merits of custom or COTS are not clearly understood by the design engineers, the correct parameters and criteria are not always properly identified. This study investigated the decision criteria for the selection of COTS vice custom designed systems, assemblies and components in the design phases of the system life-cycle. Since Government requirements differ from those of commercial customers, selection was considered from the perspective of the Government customer. The operational conditions pertinent to the Government environment were used to determine the relevant criteria in the selection of the system components. The parameters selected and evaluated were life-cycle cost, effectiveness, unit data, system support and supplier rating. Subcategories included items such as standardized fit, existing field population, established design, reliability, source of reliability data, software interfaces, and cost. Other considerations such as maturity of technology and rate of technological change were also discussed. A definition or description of each selection criterion, as well as the validity of that measure were examined. Trade-offs and weighting factors to select the best solution were also recommended. ; Master of Science

Bringing together several key elements needed to identify the most promising themes for future research in selection and classification, this book's underlying aim is to improve job performance by selecting the right persons and matching them most effectively with the right jobs. An emphasis is placed on current, innovative research approaches which in some cases depart substantially from traditional approaches. The contributors -- consisting of professionals in measurement, personnel research, and applied and military psychology -- discuss where the quantum advances of the last decade should

The article reveals the tools of personnel selection in the companies of the US, Japan, European Union. The authors makes the comparative analysis of the modern approaches to selection of new staff.