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Results for “Personnel Selection”

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At least 37 records · Page 2Linked to original sources
PubMed2001

[Role of individual-typological characteristics of higher nervous activity for professional personnel selection].

The role of properties of the basic nervous processes in successes of study, development and use of the acquired skills in the appropriate kinds of labour activity and in particular in that of them was shown, the specificity of which activity requires of the man of high emotional stability, the responsibility for final result of the accepted decisions and is carried out in some cases in conditions of high speeds, high rates of activity, excessiveness or deficiency of receipt of the information. The conclusion was made that individual-tepological properties of higher nervous activity, as well as technique of their estimation, can be applied in an arsenal of the tests for professional psychophysiological selection of the operators, which activity is connected to management of moving dynamic objects, processing of the information at deficiency of time etc.

Automobile Driving↗
PubMed1978

Aseptic bone necrosis among U.S. Navy divers: survey of 934 nonrandomly selected personnel.

Nine hundred thirty-four U.S. Navy divers were selected and surveyed radiographically using standard techniques developed for detecting aseptic bone necrosis (ABN). X rays were read by qualified radiologists. A total of 16 positive cases was detected, and another 11 were interpreted as doubtful. ABN was found to be related to age and number of months in diving. After controlling for these factors, ABN could not be related to any of seven indices of diving activity. Divers with ABN did, however, have a history of more treatments for decompression sickness (DCS) than did divers without ABN. Implications of these findings are discussed, and the suggestion is made that ABN and DCS may not be related causally, but may be related to a third common factor. The need for controlled studies is discussed. The conclusion is made that the low prevalence rates of ABN among U.S. Navy divers cannot be related to any specific index of diving activity, and may not be causally related to DCS.

Adolescent↗
PubMedDate not supplied

[Major trends in personnel selection in the regional public health system].

Optimization of public health staff provision cannot be solved from the viewpoint of quantitative criteria. Processes running in this system are associated with changes in organization, technological, financial mechanisms and will inevitably lead to changes in the staff policy.

Health Workforce↗
PubMed2002

Why are structured interviews so rarely used in personnel selection?

By adopting the theory of planned behavior, this study tried to predict human resources managers' (N = 79) intentions toward unstructured and structured interview techniques. Managers evaluated case descriptions of both techniques and were interviewed about their own practices. The data revealed stronger intentions toward unstructured interviewing than toward structured interviewing, which was consistent with their own practices in selecting staff, which appeared to be rather unstructured. l. Ajzen's (1991) theory appeared to be a useful framework for predicting managers' intentions. In particular, attitudes and subjective norms were predictive of intentions to engage in either method. Only intentions toward the unstructured case were related to managers' actual behavior.

Adult↗
PubMed2001

Personnel selection and the five-factor model: reexamining the effects of appplicant's frame of reference.

Recently, 2 separate yet related criticisms have been levied against the adequacy of the five-factor model (or Big Five) as a descriptive taxonomy of job applicant personality: frame of reference effects (M. J. Schmit & A. M. Ryan, 1993) and socially desirable responding (A. F. Snell & M. A. McDaniel, 1998). Of interest, although both criticisms suggest that the five-factor model is inadequate, the frame of reference effects criticism suggests that the factor structure should be more complex, whereas socially desirable responding suggests that it should be less complex in job applicant contexts. The current research reports the results of a new study demonstrating the adequacy of the five-factor model as a descriptor of job applicant, job incumbent, and student personality. Implications for personality assessment and concurrent validation designs using personality measures are also discussed.

Adult↗