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Journal articles on the topic 'Personnel selection system'

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Published: 30 May 2022
Last updated: 31 May 2022

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1

Семенова and P. Semenova. "RECRUITING AS AN INNOVATIVE SYSTEM OF PERSONNEL SELECTION." Management of the Personnel and Intellectual Resources in Russia 6, no. 3 (July 14, 2017): 45–49. http://dx.doi.org/10.12737/article_5947e18a0a69a2.99620595.

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The article deals in details with innovative methods of recruitment, which are popular and effective these days, reveals positive and negative aspects of it, explains the essence and the methods of recruitment implementation in organization. This article explains and stresses the importance of using innovative methods for maintaining organizational competitiveness and for more comfortable and quicker research of qualified senior and middle-level managers. The author explains some situations on the labor market, addressed from both the employee side and the employer side, also defects the causes of popularization each models on Russian labor market. The article explains development trends of recruitment in Russia, justifies risks and perspectives of implementation and the organization greater use.
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2

MUHAMMAD, AHMAD SHEHU, HARUNA ABDU, AHMED JATTO ABDULWAHAB, and HUSSEIN UMAR. "AN ADAPTIVE PERSONNEL SELECTION EXPERT SYSTEM TO SUPPORT ORGANIZATION'S PERSONNEL RECRUITMENT DECISION PROCESS." i-manager's Journal on Computer Science 6, no. 3 (2018): 25. http://dx.doi.org/10.26634/jcom.6.3.15700.

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Babiak, Halyna. "WAYS FOR IMPROVING THE PERSONNEL SELECTION TECHNOLOGIES." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 22 (2017): 98–102. http://dx.doi.org/10.35774/rarrpsu2017.22.098.

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The article is devoted to problems of improving to technology of staff selection. This article states that the most important problem of formation of personnel potential employees is the definition and using of HR technology. The impact on staff potential of employees is exercised by means of HR technologies. During the selection of candidates for a vacant position, obsolete methods are used which do not give an effective result for today. That is why, modern organizations should pay due attention to the selection of staff. The primary tasks of increasing the efficiency of the functioning of executive and management structures is to equip them with workers who have the necessary qualities to successfully own the chosen profession, the creation of a system that allows them to maintain and develop their working capacity, as well as reliability. To perform these tasks, we need to periodic control of the employee's functional status and to definition of objective criteria, which characterize the qualitative composition of units. In this article the staff selection system have been explored. An analysis of the effectiveness of the existing selection system have been carried out. Measures to improve of staff selection system have been developed. For improving selection system at the enterprises we propose the introduction of a method of selection of staff, which called “group interview”. An important step in the process of providing enterprise workforce is the selection of candidates, who will be able to work effectively there. Therefore, the development of the selection system is one of the most important components of the overall management system. The article states that the professional performance of the selection of staff will positively affect the reduction of staff turnover, the greater satisfaction of employees with the service, as a result, greater efficiency of the organization.
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Nussbaum, Miguel, Marcos Singer, Ricardo Rosas, Mariana Castillo, Errol Flies, Rodrigo Lara, and Rodolfo Sommers. "Decision support system for conflict diagnosis in personnel selection." Information & Management 36, no. 1 (July 1999): 55–62. http://dx.doi.org/10.1016/s0378-7206(99)00007-5.

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Jereb, Eva, Uros Rajkovic, and Vladislav Rajkovic. "A Hierarchical Multi-Attribute System Approach to Personnel Selection." International Journal of Selection and Assessment 13, no. 3 (September 2005): 198–205. http://dx.doi.org/10.1111/j.1468-2389.2005.00315.x.

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Tyurnina, O. O., and V. V. Oglezneva. "THE COMPANY's PERSONNEL RECRUITMENT SYSTEM: THEORY AND PRACTICE." Bulletin of Udmurt University. Series Economics and Law 31, no. 6 (December 3, 2021): 1017–23. http://dx.doi.org/10.35634/2412-9593-2021-31-6-1017-1023.

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The definition and essence of hiring personnel, the process of searching, selecting and hiring employees are revealed. A comparative analysis of the points of view of different authors on the recruitment procedure is carried out. The historical foreign experience of different countries in the field of recruitment formation is considered. It is indicated what makes the process more efficient, the need for the correct choice of technologies and selection methods, their adaptation is noted. The main focus is on the process of forming the hiring procedure, its features and objectives. The main goal is considered - to find a person who meets the characteristics and criteria for the vacant position. The technology of hiring personnel of the enterprise is highlighted, which consists of a set of repeatedly reproducible and interrelated procedures, as a result of which a pre-programmed result is guaranteed to be obtained. The necessity of the correct organization of the recruitment procedure is emphasized, the purpose of which is to reduce the turnover of personnel at the enterprise, save time on the search, selection and hiring of candidates, as well as saving the organization's money. The analysis of statistical data of a specific organization is carried out before and after the introduction of the recruitment procedure. Reasonable conclusions are drawn about the need to develop a competent recruitment procedure for the successful development of the enterprise.
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7

Zhezherun, O. P., and M. S. Ryepkin. "System of classification for personnel selection based upon Ukrainian language analyze." PROBLEMS IN PROGRAMMING, no. 4 (December 2020): 034–40. http://dx.doi.org/10.15407/pp2020.04.034.

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The article describes a classification system with natural language processing. Many systems use neural networks, but it needs massive amounts of data for training, which is not always available. Authors propose to use ontologies in such systems. As example of such approach it is shown the classification system, which helps to form a list of the best candidates during the recruitment process. An overview of the methods for ontologies constructing and language analyzers appropriate for classification systems are presented. The system in the form of a knowledge base is constracted. Described system supports Ukrainian and English languages. The possible ways of system expansion is regarded.
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8

McDaniel, Michael A., and Frank L. Schmidt. "Computer-Assisted Staffing Systems: The Use of Computers in Implementing Meta-Analysis and Utility Research in Personnel Selection." Public Personnel Management 18, no. 1 (March 1989): 75–86. http://dx.doi.org/10.1177/009102608901800107.

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Recent advances in methods of cumulating research results across studies (i.e., meta-analysis) and related advances in utility research have rapidly increased our knowledge about the usefulness of personnel selection procedures in identifying capable job applicants. This paper describes two computer-based systems, one designed to disseminate the existing knowledge base on personnel selection, and the second to expand this knowledge base. The dissemination system, called the Staffing Decision Support System (SDSS), is a computer-based information system designed to assist staffing decision makers in answering two questions: 1) What is the best personnel selection procedure for identifying capable applicants for a job 2) What is the economic value of a personnel selection procedure? This paper will summarize the research which forms the basis of the SDSS, and explain the capabilities of the system. This paper will conclude with a description of the research support system designed to update and expand the SDSS system.
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9

Arkhipova, Svetlana Viktorovna, and Tatyana Vladimirovna Bessonova. "Analysis of the nursing staff selection system by the example of a stationary medical organization." Medsestra (Nurse), no. 4 (April 1, 2021): 59–67. http://dx.doi.org/10.33920/med-05-2104-06.

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The aim of the study was to search for effective forms of selection of nursing personnel and their placement in a medical organization. Results: the analysis and study of the reasons for the turnover of nursing staff were carried out, effective forms of selection and placement of personnel in the organization were recommended. Conclusion: a qualitatively new level of development of the health care system cannot be achieved without the effective use of human resources. The study showed the role of personnel management, effective use of «human resources», rational selection of medical personnel.
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10

Carretta, Thomas R., and Raymond E. King. "Personnel Selection Influences on Remotely Piloted Aircraft Human-System Integration." Aerospace Medicine and Human Performance 86, no. 8 (August 1, 2015): 736–41. http://dx.doi.org/10.3357/amhp.4287.2015.

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11

Mikhailov, V. S. "Personnel selection system in innovative entrepreneurship based on linguistic analysis." Bulletin USPTU Science education economy Series economy 4, no. 30 (2019): 150–55. http://dx.doi.org/10.17122/2541-8904-2019-4-30-150-155.

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12

Nikitenko, Kateryna. "IMPROVEMENT OF ASSESSMENT OF THE PERSONNEL MANAGEMENT SYSTEM AT THE AGRICULTURAL ENTERPRISE." Economic Analysis, no. 30(1, Part 2) (2020): 100–107. http://dx.doi.org/10.35774/econa2020.01.02.100.

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The purpose of the article is to analyze the system of personnel evaluation and management at the agricultural enterprise, as well as to improve the evaluation of the personnel management system of the researched enterprise. The subject of the research is the process of improving the system of personnel evaluation at the enterprise and the development of recommendations on methods of selection and retention of personnel at the researched enterprise. The method of analysis, synthesis, generalization, systematization is used in the article. The analysis and assessment of the existing personnel management system at the agricultural enterprise is carried out, namely the management system is studied; the analysis of economic indicators of efficiency of activity of the organization is carried out; personnel policy is analyzed; the composition of personnel efficiency at the enterprise is estimated; Personnel policy is analyzed and problems in the personnel management system are revealed (the main problems are the lack of personnel reserve and material and intangible incentives for employees of the enterprise). It was also proposed the most effective measures to improve the evaluation system of personnel management, to eliminate problems in this system through the introduction of the method of 360o certification. The analysis revealed a number of problems in the system of organization, selection, evaluation and management of personnel, which proves the need for innovation. The introduction of this change is profitable and justified.
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13

Maslova, V. M. "CURRENT APPROAC HES TO RECRUITMENT AND SELECTION OF PERSONNEL IN THE ORGANIZATION." Scientific Journal ECONOMIC SYSTEMS 13, no. 1 (2020): 62–66. http://dx.doi.org/10.29030/2309-2076-2020-13-1-62-66.

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The article discusses current trends in the development of recruitment and selection technologies in modern conditions of society development. Internal and external factors that affect the selection and selection of personnel in the organization are highlighted. Examples of companies such as MAKS, Pyaterochka, Perekrestok, and HeadHunter that demonstrate their individual core 66 Экономические системы. 2020. № 1 Economic Systems. 2020. No. 1 recruitment and selection technologies are presented. It is proposed to use the Smart talent search system more widely, which is the first effective free talent search system in Russia. We consider the prescreening that replaces the resume. Conclusions and recommendations on the considered examples of selection and selection in organizations are given
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14

Babiak, Halyna, and Iryna Illiash. "PERSONNEL SELECTION - BASIS OF TECHNOLOGY OF IT’S QUALITY MANAGEMENT." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 23 (2018): 73–76. http://dx.doi.org/10.35774/rarrpsu2018.23.073.

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The article is devoted to the problems of personnel selection. It states that professional selection is the most important part of the hiring of employers; it mainly determines the effectiveness of personnel management. Therefore, the modern organizations give appropriate attention to the personnel selection. The article stresses that the priority tasks of increasing the efficiency of functioning of executive and management structures are: to equip them with employees who have the necessary qualities to successfully work in chosen profession, and the creation of a system that allows them to maintain and develop their working capacity, as well as reliability. To accomplish such tasks, periodic control of the employee’s functional status and the identification of objective criteria that characterize the qualitative composition of such units and bodies are necessary. And there is also a need for staff selection.The article examines the system of personnel selection. An analysis of the effectiveness of the existing selection system is carried out. The important tasks of professional psychological selection are the assessment of the development of the individual-psychological qualities and properties of the applicant’s personality, that are necessary for successful training and activities in the chosen specialty, as well as the conclusion on eligibility for training or practical activities in the relevant specialty.Measures to improve the personnel selection system are developed.The foreign experience of selection of personnel is estimated. However, copying of foreign methods of work with personnel without taking into account the characteristics of Ukrainian enterprises can have a significant negative effect - both economic and psychological. Since the mentality, traditions, peculiarities of the spiritual and socio-economic environment in which the person has grown and formed are of great importance in the work with people.The article states that professional and highly skilled personnel selection will have the subsequently positive affect on the reduction of staff turnover, greater employee satisfaction with the service and, as a result, greater efficiency of the organization.
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15

Misra, Nishi, Apoorva Ghanekar, and Arunima Gupta. "Affect and its Assessment in Personnel Selection." Defence Life Science Journal 3, no. 4 (October 3, 2018): 316–19. http://dx.doi.org/10.14429/dlsj.3.13401.

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A sizable amount of literature supports the impact of positive and negative affectivity on organisational effectiveness. Higher positive affectivity is associated with experiencing a preponderance of positive feeling states, while higher levels of negative affectivity are associated with negative feelings. Right person for the right job can be selected if employers consider these emotional dispositions during the selection process. The present study was undertaken with aims to develop a Word Association Test with objective scoring system for assessment of positive and negative affect. A comprehensive list of 120 negative, positive, and neutral words each was prepared after consulting affective lexical resources. Ratings were taken from five SMEs on valence, control and intensity of each word. Two lists of 60 words each were prepared for data collection on 410 male subjects aged 16-18 years. Unanswered or incomprehensible words were deleted, and 45 words were retained. Responses were categorised into positive, negative, neutral categories, and computation of the total number of positive, negative and neutral responses was carried out and objective scoring scheme was prepared. Inter-rater reliability was found to range between 0.46 to 0.85. The concurrent validity was determined against PANAS (-0.273**), and E and N scales of NEO-PI-R (0.20**)
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16

Afanasyeva, M. R., and E. E. Mirgorod. "Personnel Adaptation System Analysis at Style Trade LLC." Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), no. 8 (August 1, 2021): 28–38. http://dx.doi.org/10.33920/pro-3-2108-03.

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At the present stage of business development, human resources are central to the activities of any organization. An efficiently assembled team of highly qualified personnel, with a successfully built system of selection and adaptation, motivation, training, etc. is the key to the successful functioning of any organization. Thus, the effectiveness of work, profitability, competitiveness and the prospects for the development of the company as a whole depend on the successful construction and operation of the personnel management system.
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17

Зливко, С. В., and М. М. Сикал. "Regulatory support of personnel selection for the penitentiary system of Ukraine." National Technical University of Ukraine Journal. Political science. Sociology. Law, no. 4(44) (November 4, 2019): 108–13. http://dx.doi.org/10.20535/2308-5053.2019.4(44).199696.

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18

Kismihók, Gábor, Réka Vas, and Stefan T. Mol. "An innovative ontology-driven system supporting personnel selection: the OntoHR case." International Journal of Knowledge and Learning 8, no. 1/2 (2012): 41. http://dx.doi.org/10.1504/ijkl.2012.047549.

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19

Alifov, Alishir Ali ogly. "ABOUT SELECTION OF PERSONNEL IN SYSTEM OF MANAGEMENT OF THE STATE." Russian Journal of Education and Psychology 10, no. 12 (December 20, 2019): 29. http://dx.doi.org/10.12731/2658-4034-2019-12-29-35.

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На основе единой теории материи рассматривается механизм подбора кадров в систему управления государством. Показано, что в основе механизма продвижения человека на ступени политической и исполнительной власти необходимы научные принципы, методы, оценки. При этом процесс подбора кадров должен опираться на интеллектуальное тестирование широкопрофильной командой специалистов, обязательно быть конкурсным, фильтрационным, ротационным по вертикали и горизонтали.
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20

Lazebnyk, I. O., and Y. А. Аrnаutоvа. "The Methodical Bases of Statistical Analysis of the Labor Market in Ukraine and the Role of HR Management in Improving the Quality of Human Resources." Business Inform 10, no. 513 (2020): 220–27. http://dx.doi.org/10.32983/2222-4459-2020-10-220-227.

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The article discusses topical issues of peculiarities of labor market analysis in Ukraine, efficiency of use and improvement of quality of personnel potential at the enterprise. The article is aimed at forming the methodological principles of statistical analysis of the labor market in Ukraine and studying the role of HR management in improving the quality of personnel potential on the basis of the use of the formed system of indicators and a detailed analysis of the efficiency of work and selection of candidates at different enterprises and organizations. The necessity of analyzing the personnel potential of the enterprise is substantiated, which is due to the importance of identifying the conformity of the qualitative characteristics of the enterprise’s personnel to its labor system, as well as forecasting the possibility of expanding the potential of available workers. The peculiarities of application in HR management of HRM systems (human resources management system) and HRIS (human resources information system) are covered. The main functions of HR-information systems, such as identifying potential workers, maintaining accounts of available workers and creating programs for the development of talents and skills of personnel, have been defined and analyzed. The main tasks that HRIS systems help to solve are considered. For a statistical analysis of the quality of personnel potential and efficiency of HR management of the company in the sphere of recruitment, a system of statistical indicators was formed and proposed for use, the main indicators are the following: number of employees, turnover of personnel per year (per quarter), the average age of personnel in the company, the average duration of work in the company, etc. On the basis of international data, mechanisms for improving the model of selection of candidates are defined. In the course of statistical analysis of the labor market in Ukraine, on the basis of official data of the State Employment Service, the processes of selection of candidates were investigated, the number of unemployed by professional groups and the number of vacancies and the number of unemployed by types of economic activity were analyzed.
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Шэнь, Юйхун, and Yuykhun Shen. "OPTIMIZATION OF METHODS FOR OBTAINING INFORMATION IN MANAGEMENT OF PERSONNEL RESOURCES." Bulletin of Bryansk state technical university 2016, no. 3 (September 30, 2016): 325–29. http://dx.doi.org/10.12737/22141.

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The paper reports the problems in the management of the selection and personnel resource training at the enterprises of economically developed countries of the East and the West. The Japanese and American approaches to the field of personnel management with the purpose of new models formation for the optimization of a personnel management system at Chinese enterprises are analyzed. The world economic crisis sped up a critical phase in the creation of a new prospection. On the basis of the comparative analysis of existing approaches in the field of personnel resources training management, and also optimizing methods in the management of personnel selection and training there was offered a model for the optimization of a personnel management system at Chinese enterprises. With the purpose of the development of a managerial influence upon personnel selection and training at Chi-nese enterprises were developed basic criteria for estimation. At the same time the decisionmaking oriented towards an enterprise interests must take into account interdependency between a decision made, motivation and estimate of management activity.
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22

Ha, Tae-Kwon. "Three Selection Models of Civil Service." Korean Journal of Policy Studies 6 (December 31, 1991): 137–53. http://dx.doi.org/10.52372/kjps06008.

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Modern public personnel administration has developed as a reform movement, in reaction to the abuses of the patronage system. The progressive reform movement emerged from the corrupt "machine politics," and was largely based on the need for administrative expertise and professionalism. Even the merit system, however, is not neutral or value-free (Thompson, 1983; Kranz, 1976; Rosenbloom, 1973). Kranz (1974) aptly captures this point: "throughout American history, the concept of merit in public employment has had a rubbery texture, stretching or contracting to cover the prevailing ethos, but at no time either before or after adoption of the civil service reforms of the 1880's has actual merit (defined as the ability to perform a specific job) prevailed as the predominant or exclusive method of selecting the American bureaucracy" (p.436). Obviously the merit system has always had many other considerations to compete with. Its substance has shifted in response to a variety of political and social forces (Mosher, 1982; Nigro & Nigro, 1980).
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23

Kelemen, Miroslav, Volodymyr Polishchuk, Beáta Gavurová, Róbert Rozenberg, Juraj Bartok, Ladislav Gaál, Martin Gera, and Martin Kelemen. "Model of Evaluation and Selection of Expert Group Members for Smart Cities, Green Transportation and Mobility: From Safe Times to Pandemic Times." Mathematics 9, no. 11 (June 3, 2021): 1287. http://dx.doi.org/10.3390/math9111287.

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This paper presents the development of technologies to support the decision-making of local government executives and smart city concept managers in selecting and evaluating the competencies of new members for advisory groups for solving problems that are implemented in safe times in individual areas or in crises, such as pandemics. The reason for developing effective urban transformation strategies and for the transparent selection of independent experts (non-politicians) for policymaking, decision-making, and implementation teams is not only the heterogeneity of smart city dimensions together with the necessary complexity and systems approach, but also the nature of the capacities and tools needed for smart city concepts. The innovative hybrid competency assessment model is based on fuzzy logic and a network for neuro-fuzzy assessment. It is a technological model for evaluating the competencies of specialists, taking into account the influence of human factors on the processes of personnel selection and system management. An innovative web platform named “Smart City Concept Personnel Selection” has been designed, which can be adapted to various users of municipalities or regional institutions for the transparent selection of qualified personnel for effective decision-making and the use of public funds during safe times or emergencies, such as the COVID-19 pandemic.
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Kłosowski, Grzegorz, Arkadiusz Gola, and Antoni Świć. "Human Resource Selection for Manufacturing System Using Petri Nets." Applied Mechanics and Materials 791 (September 2015): 132–40. http://dx.doi.org/10.4028/www.scientific.net/amm.791.132.

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Proper selection of personnel constitutes a frequent challenge for the management of many enterprises. In this paper the above problem has been defined using three objective functions which required simultaneous optimisation. To solve this problem, computer modelling based on Petri nets was proposed. The model was subjected to iterative computer simulation, during which various variants of workstation assignment were tested. This resulted in the emergence of a variant which best fulfilled the assumed optimisation criteria.
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25

Rushinek, A., and S. Rushinek. "Training software (TS) case study: feature selection system (FSS) for computer personnel." ACM SIGCPR Computer Personnel 12, no. 1 (April 1989): 21–33. http://dx.doi.org/10.1145/66058.66061.

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26

Zaluhovska, H. P. "Use of international experience in the system of selection of ukraine’s penitentiary personnel." ScientifiScientific Herald of Sivershchyna. Series: Law 2021, no. 2 (October 5, 2021): 67–78. http://dx.doi.org/10.32755/sjlaw.2021.02.067.

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The peculiarities of candidates’ selection for work in the State Criminal and Executive Service of Ukraine are considered in the article. The statutory regulations that determine the requirements for applicants to serve in the SCES of Ukraine, among which the leading place is occupied by the Law of Ukraine “On the SCES of Ukraine” and the Law of Ukraine “On National Police” are analyzed. The advantages and disadvantages in the functioning of the domestic system of requirements for candidates for work in the SCES of Ukraine are revealed. Enough attention is paid to the Ukrainian and foreign approaches to the staffing of the Penitentiary System. The standard of requirements for candidates for employment in the Penitentiary System, enshrined in international legal acts, is analyzed, as well as the requirements for candidates for employment in such countries as Germany, Switzerland, Iceland, Austria, Canada and Denmark, which are not typical for the Ukrainian Penitentiary System, are considered and analyzed. In order to improve the current legislation governing the selection of persons to the SCES of Ukraine, the article provides a comparative analysis of the procedure for staffing foreign and Ukrainian penitentiary bodies and institutions, as well as the requirements for candidates for the SCES of Ukraine and foreign Penitentiary Systems. Due to this, promising approaches to improving the quality of staffing of the Penitentiary System of Ukraine are revealed and the feasibility of using foreign experience in recruiting for the penitentiary system of Ukraine is substantiated, as well as the changes to current legislation setting requirements for candidates for SCES of Ukraine are proposed. At the same time, it is emphasized that borrowing positive foreign experience of completing penitentiary positions requires amendments to the current legislation of Ukraine, as well as synchronization with the peculiarities of the Ukrainian Penitentiary System by creating a pilot project in order to actually test the results of world analysis, monitoring and tracking the changes, on the basis of which it will be possible to make further decisions. The expediency of creating a separate statutory regulation, the purpose of which is to regulate the procedure for passing the military medical commission exclusively by candidates for service in the SCES of Ukraine and junior enlisted as well as the command staff of the SCES of Ukraine, is substantiated. Key words: penitentiary system, personnel, vacant position, position requirements, selection system.
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Ohotnykova, Olha Volodymyrivna. "IMPLEMENTATION OF THE MERITOCRATIC PRINCIPLE IN EUROPEAN PUBLIC ADMINISTRATION SYSTEMS." International Journal of Legal Studies ( IJOLS ) 4, no. 2 (December 30, 2018): 91–101. http://dx.doi.org/10.5604/01.3001.0013.0005.

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The article analyzed the experience of forming the personnel of the public administration system in France, Germany, Great Britain, Poland, Latvia. The author defined the procedures for selection and formation of a management elite in these countries. The article noted that the main stages of selection and formation of managerial personnel is the passage of the system of examinations on language proficiency and knowledge of legislation. The author stated that in France, Germany, Great Britain, Poland, Latvia there is no legislative regulation of the meritocratic principle as a principle of selection of talented specialists. In addition, the personal qualities of the managerial elite remain to be neglected. Separately, the question of creating a reserve of talented youth is needed, which will allow permanent rotation of staff in the system of public administration, and also create conditions for the development of personnel, depending on their talents and abilities. The author proposes ways to improve the system of examinations and procedures for recruiting.
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28

Klychova, Guzaliya, Alsu Zakirova, Angelina Dyatlova, Augul Klychova, and Nailya Zalyalova. "METHODOLOGICAL TOOLKIT FOR ENSURING ECONOMIC SECURITY IN THE PERSONNEL MANAGEMENT SYSTEM." Vestnik of Kazan State Agrarian University 15, no. 3 (November 30, 2020): 107–13. http://dx.doi.org/10.12737/2073-0462-2020-107-113.

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The economic security system is a set of structures or services, the continuous activity of which is aimed at increasing security from external and internal threats and ensuring effective enterprise management. Each enterprise should develop its own system that ensures economic security and takes into account the specifics, organizational structure and scale of financial and economic activities of an economic entity. The purpose of the study is to develop recommendations for improving the methodological tools for ensuring economic security in the personnel management system. The proposed tests for assessing the heads of structural divisions and assessing the personnel management system of the enterprise allow us to evaluate each individual employee and the effectiveness of the personnel management system as a whole. In particular, when selecting heads of structural divisions, it is advisable to take into account such factors as advanced training, the presence of chronic diseases, convictions and administrative offenses, arrears on rent and loans, knowledge of foreign languages, the level of use of a personal computer, etc. On the effectiveness of the personnel management system as a whole the readiness of employees for additional vocational training or advanced training affects; provision of reliable, timely, confidential and accurate information by the internal control system; availability of control of automated information systems and program control of financial and business operations; observance of the official instructions by the personnel; the presence of internal regulatory documents on the protection of personal data and the procedure for managing information activities, as well as a separate economic security service, etc. By analyzing the answers to the questions contained in the tests, it is possible to give a generalized assessment of economic security in the personnel management system, as well as to develop further measures on its increase, including the selection of potential applicants for a certain position
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Чуланова, Oksana Chulanova, and Квиндт. "SYSTEM OF MANAGERIAL HUMAN RESOURCES SELECTION ON THE BASIS OF COMPETENCY BUILDING APPROACH (REGIONAL EXPERIENCE)." Management of the Personnel and Intellectual Resources in Russia 1, no. 3 (December 18, 2012): 0. http://dx.doi.org/10.12737/121.

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Basic provisions of resource concept are presented in this article. The personnel are considered as a strategic resource of organizations which introduce a personnel management system focused on development of personnel’s competences. Results of implementation of competence model and technology of managerial human resources selection on the basis of competency building approach in the branch of OJSC «Federal Grid Company of Unifi ed Energy System» — Trunk Power Grids Western Siberia are presented.
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Afanasyeva, M. R., and E. E. Mirgorod. "Recommendations for improving the personnel adaptation system at Stil Trade LLC." Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), no. 9 (September 1, 2021): 24–32. http://dx.doi.org/10.33920/pro-3-2109-03.

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At the present stage of business development, human resources are central to the activities of any organization. An efficiently assembled team of highly qualified personnel, with a successfully built system of selection and adaptation, motivation, training, etc. is the key to the successful functioning of any organization. Thus, the effectiveness of work, profitability, competitiveness and the prospects for the development of the company as a whole depend on the successful construction and operation of the personnel management system.
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Afanasieva, M. R., and E. E. Mirgorod. "The system of personnel adaptation in the company: theory and practice." Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), no. 7 (June 10, 2021): 52–66. http://dx.doi.org/10.33920/pro-3-2107-05.

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At the present stage of business development, human resources are central to the activities of any organization. An effectively assembled team of highly qualified personnel, with a successfully built system of selection and adaptation, motivation, training, etc. are the key to the successful functioning of any organization. Thus, the successful construction and operation of the personnel management system influences the efficiency of work, profitability, competitiveness and prospects for the development of the company as a whole.
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Chmarowski, Artur, and Władysław Melnarowicz. "Training of technical personnel of tactical data LINK." Journal of KONBiN 48, no. 1 (December 1, 2018): 559–73. http://dx.doi.org/10.2478/jok-2018-0071.

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Abstract An important area in the process of using and servicing tactical data transmission systems LINK-16 is a system of training operators and technicians. The article presents the results of research related to the modelling and implementation of a modular training program for technical personnel. There were determined ranges of qualification requirements for technical personnel TDL, for the first and second level of service and the possibility of flexible selection of expansion modules for the development of specific skills depending on the destination job.
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Barmuta, Karina, and Olga Grishchenko. "HR recruitment optimization strategy for large food factories with the use of lean manufacturing methods." E3S Web of Conferences 175 (2020): 08003. http://dx.doi.org/10.1051/e3sconf/202017508003.

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The issues related to the study of Human Resource processes optimization strategy with the use of the Lean Manufacturing system are highlighted in the paper. The HR specialist role in the recruitment system is reviewed. It is necessary to improve the current process, affecting each of its stages, to increase the efficiency of personnel selection and expand the influence on final result achievement in the food industry enterprises. The concept of HR as a business partnership (HRBP) is developed, which makes it possible to independently flag the need for personnel in accordance with company’s business plan and in some cases also to force changes needed to increase the effect of recruitment process for the company. Modified personnel selection system is introduced and the algorithm for its implementation based on Lean principles with the specified optimization effect in reducing personnel turnover rate and losses is developed. The value map, competency matrix and the list of actions needed to optimize recruitment are worked out.
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Dekker, Hannah, Stefan Remke, and Maik Spengler. "Never Change a Running System – What Worked for Personnel Selection Works for Promotion." Academy of Management Proceedings 2020, no. 1 (August 2020): 19714. http://dx.doi.org/10.5465/ambpp.2020.19714abstract.

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Branum, BA, BS, MS (Student), Andrew, J. Eric Dietz, PhD, PE, and David R. Black, PhD, MPH. "An evaluation of local incident command system personnel in a pandemic influenza." Journal of Emergency Management 8, no. 5 (September 1, 2010): 39. http://dx.doi.org/10.5055/jem.2010.0031.

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In 2008, 68 counties in the State of Indiana participated in functional exercises funded by the Indiana State Department of Health to evaluate local pandemic preparation and response. As a part of the exercise tasks, counties were asked to develop an Incident Command (IC) structure for the county as well as qualified personnel who would fill each position. By examining the individual structures, it was discovered that at the local level, no clear type of personnel was being used. This study will display the results of the findings by uniquely categorizing the local level IC personnel structure used in these exercises into three study-defined types: normal command, specialized command, and unified command. By looking at the various effectiveness aspects of each type of personnel structure, this study will provide consideration, with possible strengths and weaknesses, for effective IC use based upon selection of IC personnel. The results will allow localities to better modify their command to adjust to a pandemic emergency.
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Jemielniak, Mirosław. "Mathematical Model of Optimisation the Selection of Aviation Personnel to Perform Flying Drills." Journal of KONBiN 50, no. 3 (October 1, 2020): 297–306. http://dx.doi.org/10.2478/jok-2020-0063.

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AbstractThe report presents the rules of a criterial optimisation of crew selection to execute a specific aviation drill. A typical approach to mathematical analysis has been adopted, describing the problem of verifying and evaluating the flying personnel to execute aviation drills on a particular type of aircraft. Fundamental input data and criteria for potential evaluation of the flight personnel selection for a crew performing a selected task on a given type of aircraft are developed and presented. It was necessary to single out and describe the boundary conditions of this flight crew selection system that determine the system’s effectiveness. The report concludes that it is essential to make use of complex systems of management and training completed in military aviation as well as civil.
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Styagun, Dina Igorevna. "Modeling of the human resources subsystem using formal logic in the occupational health and safety management system at machine-building enterprises." Laplage em Revista 6, Extra-B (December 24, 2020): 227–38. http://dx.doi.org/10.24115/s2446-622020206extra-b661p.227-238.

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Analysis of the existing occupational health and safety management systems at machine-building enterprises. Selection of personnel assessment by highlighting the main properties of the personnel that influence the reliability of their work. Development of indicators that describe each of them using a special technique, based on the selected properties. The possibility of using predicate logic for forming and using the properties and qualities of the personnel in the future when senior executives make a decision to maintain an appropriate level of the personnel reliability at the machine-building enterprises.
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LI, Dejia. "The Path Selection of the Chinese Judges’ Disciplinary System Reform." East Asian Policy 10, no. 04 (October 2018): 116–25. http://dx.doi.org/10.1142/s1793930518000429.

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The reform of the judicial disciplinary system is an important part of China’s judicial reform. The purpose of the Disciplinary Committee for Judges and Prosecutors is to re-establish the judicial disciplinary system, including specific procedures, such as producing evidence, making arguments and statements, to protect the professional rights of judicial personnel. This article examines the main models of the extraterritorial judicial disciplinary system, and analyses the trend and characteristics of current judges’ disciplinary system reform. The reform’s largest problem lies in the positioning of the judges’ disciplinary committee and the distribution of judge’s disciplinary power which need to be clearly defined.
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Kumar, Shailendra. "Assessment and selection of psychological attributes: design team perspectives." Journal of Engineering, Design and Technology 14, no. 4 (October 3, 2016): 874–96. http://dx.doi.org/10.1108/jedt-03-2015-0010.

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Purpose The purpose of this paper is to bridge the gap between physical and metaphysical entities in the context of product/system design. The paper talks about the grey area of human psychology and presents a theoretical framework for the identification and selection of psychological attributes for designers. Design/methodology/approach On the basis of a literature review, this paper identifies various psychological attributes affecting the performance of designers in a team environment and then analyses the same. Findings The paper talks about a new shift in engineering design and designs for maintainability of mechanical systems. Practical implications A procedure based on the analytic hierarchy process method is applied. The developed procedure is useful in the assessment and selection of coveted psychological attributes for personnel in general and for designers in particular. Originality/value The paper highlights the immense role of psychology in engineering design, especially in the design for maintainability of mechanical systems. The paper will be useful to researchers, designers, maintenance personnel and professionals from the domain of engineering design, irrespective of their field of application. This paper is equally useful for human resource and management professionals/researchers.
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Belokonov, I. V., A. V. Ivliev, A. M. Bogatyrev, A. A. Kumarin, I. A. Lomaka, and S. P. Simakov. "Selection of project structure for nanosatellite propulsion system." VESTNIK of Samara University. Aerospace and Mechanical Engineering 18, no. 3 (October 31, 2019): 29–37. http://dx.doi.org/10.18287/2541-7533-2019-18-3-29-37.

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This paper presents the results of theoretical and experimental research of a prototype of a propulsion system for periodical low-Earth orbit correction of research-and-educational nanosatellites. For that purpose, the prototype is to provide at least 20 m/s relative velocity for a 3U CubeSat with a mass not exceeding 4.5 kg. The personnel and environment safety were taken into account during testing and operation along with the ability to be launched as an associated payload by a “Soyuz”-series launch vehicle or from the ISS. An electro-thermal propulsion system (ResistoJet) was designed with “nonfreezing” mixture of ethanol and distilled water used as the working fluid. It is shown that a standard vehicle power system is capable of initiating one corrective thrust impulse per orbit with flight velocity change of about 0.1 m/s by introducing pulse energy storage units and allocating sufficient time for their charging in the flight profile. The propulsion system prototype was tested in atmospheric conditions. For that purpose shortened “atmospheric” nozzles were used. Testing was carried out using a zero-torque test-bench with high-speed cameras. The measured thrust value was in agreement with the calculated value of 44 mN.
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Zubkov, V. I. "Personnel selection methods in a private security organization: a sociologist’s view." Moscow State University Bulletin. Series 18. Sociology and Political Science 27, no. 3 (October 4, 2021): 187–208. http://dx.doi.org/10.24290/1029-3736-2021-27-3-187-208.

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The article is devoted to the problem of professional selection of personnel in private security organizations. This problem is relevant, since a significant (and even excessive) number of employees are engaged in security activities in the Russian economy, and their professionalism is a subject of discussion both among managers and personnel officers, and among ordinary people. The article briefly examines the system of professional selection and substantiates the stages of the research carried out by the author in accordance with the order of one of the security fiLms management, which provides physical protection of sensitive facilities. The article briefly examines the system of professional selection and substantiates the stages of the research carried out by the author in accordance with the order of the management of one of the security firms, which provides physical protection of sensitive facilities. An expert-stating method of constructing a psychogram is described. It provides for: expert assessment of personnel to determine successful and unsuccessful employees; selection of methods and techniques of psychodiagnostics and testing of successful and unsuccessful employees; identification of statistically significant differences in test results between successful and unsuccessful employees and determination of professionally important qualities. Difficulties and limitations in the implementation of these research procedures are analyzed in detail. As a result of the study, a psychological portrait of a successful security guard is presented, carrying out physical protection of sensitive objects. This portrait includes a general description of the factors of success, as well as a description of specific professionally important qualities.
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Simonova, Marina, Yuri Lyachenkov, and Anton Kravchenko. "HR innovation risk assessment." E3S Web of Conferences 157 (2020): 04024. http://dx.doi.org/10.1051/e3sconf/202015704024.

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The purpose of the study is to identify the risks of automation and robotization of personnel management systems, the pace of which is increasing and it needs a balanced approach to their use, taking into account the well-known and new risks and constraints. Systematic automation of routine processes leads to a change in the structure of the workflow, making it possible to shorten the production cycle and improve the quality of standard operations with a predictable result, but it does not consider mental and social constraints. The author analyzes the main trends and innovations related to digital resources in personnel selection and management, giving new horizons for career paths, defines the essence of each of selection tools, reveals the existing and future threats in using artificial intelligence in the most common automated HR systems and modern digital instruments with signs of artificial intelligence. The classification of digital tools used in personnel selection was developed, and the possibilities of using these tools in the professional and service career development were analyzed. There is a strong need to formulate a strategic development model of the company using information systems that integrate corporate knowledge bases and the intelligent decision support system, which can eventually be transformed into the individual human development.
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43

Samarin, V. V., O. S. Gordienko, and V. A. Kopnin. "The Use of the Automated Integrated Library System for Cosmo-naut Training Process." MANNED SPACEFLIGHT, no. 4(37) (December 3, 2020): 109–14. http://dx.doi.org/10.34131/msf.20.4.109-114.

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The paper analyzes the current state of electronic library systems and the results of using the automated integrated library system for ensuring an ef-fective selection of cosmonaut candidates, their training, and professional activity of the Gagarin Cosmonaut Training Center’s personnel. To tackle the problem, the ways of the soft-hardware integration of the library hold-ings with the GCTC portal were developed.
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44

Okhotnykova, O. V. "Theoretical principles of formation of a meritocratic approach to selection of personnel in the system of public administration." Public administration aspects 6, no. 10 (November 29, 2018): 31–36. http://dx.doi.org/10.15421/151862.

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The article analyzed the approaches to the concept of «meritocracy». The article determined that the meritocratic principle in the selection of management personnel is revealed in the early selection of talented individuals who have managerial abilities, charisma, high level of intelligence, communication abilities, and are honest, responsible, unbiased with their own personal core. The author noted that the principle of meritocracy in the formation of a management elite is manifested in equal access to the system of public administration of all professionally trained persons with a high level of moral qualities that have been appropriately selected and have experience in management activities. The article analyzed the experience of forming a managerial staff in Singapore. The success of the Singaporean model of public administration is based on meritocratic principles, a strict bureaucratic hierarchy and administrative impartiality, and is based on four major strategies: Singapore’s comprehensive civil service reform; strong and effective anti-corruption measures; decentralization of the Civil Service Commission; payment of competitive wages to attract and retain the best personnel. The author identified the main stages of selection of management personnel in accordance with Ukrainian legislation. In our opinion, the meritocratic principle should be central to the formation of the national managerial elite through the prevailing system of qualifying tests, examinations on the basis of objective, impartial and comprehensive evaluation.
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BORTNIKOVA, Mariana, Nataliia PETRYSHYN, and Yuliia CHYRKOVA. "Formation of a toolset for human resource consulting." Economics. Finances. Law, no. 11/1 (November 27, 2020): 17–20. http://dx.doi.org/10.37634/efp.2020.11(1).3.

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Introduction. The implementation of progressive methods of human resource management is one of the most important vectors of enterprise development. The success of a business directly depends on how professional and responsible employees represent the company, how motivated they are and strive to apply management strategies in life, achieve the set goals and ensure results. The purpose of the paper is to form a toolset for human resource consulting as a factor of increasing the efficiency of personnel management in enterprises. Results. HR consulting is aimed at diagnosing the correspondence of professional and personal competencies of management personnel, improving the organizational structure and corporate culture of the enterprise, solving current problems related to improving production performance, and enhancing employee motivation. HR consulting is aimed at implementing policies in the field of personnel management based on the application of such fields as: HR audit, HR planning, HR strategy development, corporate culture formation, HR potential assessment, establishment of a motivation system, HR administration, improvement of the HR management system efficiency. Attracting external consultants to the personnel management system involves the formation and systematization of key tools for the implementation of personnel consulting, namely: coaching, recruiting, outsourcing, training, headhunting. The technology for the personnel consulting implementation at enterprises involves the realization of the following stages: pre-design, design, implementation and support. At each of the stages presented, the clarification and expansion of the functionality of the personnel consulting implementation takes place. Conclusion. People are an important element of business and the main source of its development. The correct personnel selection enriches the team with talented specialists of the required personal qualities, professional knowledge and skills. To improve staffing, the enterprise should search for employees both in the internal and external labor markets, combine various methods of personnel selection, and apply technologies of borrowed labor.
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Dolgopolova, Tatyana Anatolyevna, Viktor Aleksandrovich Maiboroda, Elvira Tagirovna Maiboroda, Yuri Alekseevich Potapov, and Yulia Nikolaevna Tarasova. "Training of judiciaries and the effectiveness of the judicial system in Russia." SHS Web of Conferences 108 (2021): 04009. http://dx.doi.org/10.1051/shsconf/202110804009.

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The article examines the theoretical, legal, social and psychological aspects of the formation of a highly effective judiciary in Russia on the basis of a systematic approach in the preparation and selection of personnel for the judicial system. The authors substantiate the most significant tasks of forming the professional identity of Russian judges based on social and psychological research, practical experience of legal personnel, information educational technologies, and analyze the results of assessing the effectiveness of the Russian judicial system according to European standards. When writing the article, general scientific and special research methods were used: structural and functional analysis, comparative legal and analytical methods. The research carried out by the authors made it possible to obtain the following results: to form a comprehensive idea of the identity of a judge based on the concepts of self-esteem, behavior control, communication characteristics and social abilities. It is possible to use these results in the academic process of educational institutions of secondary vocational education and higher education, in the selection of personnel and social and psychological support for the activities of judges and employees of the judicial apparatus. The importance of such studies is associated with the high social significance of this type of activity, its impact on the level of social trust in law and legality.
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Михелашвили, T. Mikhelashvili, Иванова, and I. Ivanova. "Video Interview as the Modern Tool of Personnel Selection: Myths and Reality." Management of the Personnel and Intellectual Resources in Russia 5, no. 4 (August 18, 2016): 78–81. http://dx.doi.org/10.12737/21739.

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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.
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Виниченко, М., M. Vinichenko, Петер Караксони, Peter Karaksoni, Н. Ли, and N. Li. "Development of the Training System and Human Reserve." Management of the Personnel and Intellectual Resources in Russia 7, no. 5 (November 14, 2018): 30–35. http://dx.doi.org/10.12737/article_5bd1c7a65fe561.98382476.

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The article reveals the problematic issues of the development of the training system and the personnel reserve. In the context of increasing competition in the world market of goods and services, the labor market is increasingly difficult to implement reforms in the field of education. The high need of employers for quality personnel is limited by the inadequate elaboration of the training system and the personnel reserve. Development and optimization of the training system and the personnel reserve will increase the productivity of labor and the efficiency of organizations. In this work, a two-stage sociological study was conducted for the first time, involving 100 representatives of Russian organizations of small, medium and large businesses, mainly operating in Russia, at the first stage. At the second stage, 12 experts from among domestic and foreign scientists, business representatives and faculty took part in the focus group work. The study found that the most popular in companies use such methods of training as business training, refresher courses, instruction on position. At the same time, these methods of training in 2017 showed a certain increase in the frequency of use. As new ways (forms) of training should be allocated online courses and MBA programs. The overwhelming majority of respondents positively perceive the learning process. A number of trends were identified during the study. Among them: expansion of a set of methods and methods of selection in the personnel reserve of management and work with persons enrolled in it, increasing the complexity of their application; the growth of expectations, especially in terms of comprehensive development, based on education and self-education, which are assigned to the staffing reserve of management; priority when working with the management personnel reserve from the development of hard skills towards soft skills, allowing to be successful regardless of the specifics of the activity and direction in which a person works. These and other trends will allow us to develop principles for the effective functioning of the training system and the personnel reserve and apply them competently in practice.
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Applebaum, David. "Patient Selection for Advanced Prehospital Care in a Two-Level Emergency Medical System." Prehospital and Disaster Medicine 4, no. 1 (September 1989): 36–38. http://dx.doi.org/10.1017/s1049023x00038528.

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In Jerusalem, the Emergency Medical Service is the sole prehospital provider for a population of 450,000 residents. Ambulances are dispatched from a centrally located first-aid center. Separate basic and advanced life support (MICU) ambulances are provided. Basic life support units are staffed by Emergency Medical Technicians (EMTs) trained to provide first aid and cardiopulmonary resuscitation (CPR). These units are dispatched to service persons in whom advanced life support (ALS) services are not likely to be required. The MICU is staffed by paramedical personnel plus a qualified physician. In order to maximize the efficiency of the service an attempt was made to use the MICU only for patients who may benefit from ALS interventions.Selection of patients for whom the ALS unit may be required is accomplished by switchboard operators. These personnel routinely dispatch the MICU for definite emergencies such as unconsciousness or absence of breathing. All other cases have been reported first to an on-call physician who ultimately decides whether or not to dispatch the MICU. This method of determining priority for dispatch is called the Consultation-Dispatch System (CDS). This method of determining priority seemed inefficient, so an alternative system was implemented that did not require prior physician consultation. This brief report details the impact of this change on system operation and MICU activity.
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Manga, Ibrahim, S. D. Samaila, and H. Bello. "Mamdani-Fuzzy Framework for Academic Staff Selection and Placement in Nigerian Universities." International Journal of Engineering and Computer Science 8, no. 09 (September 19, 2019): 24838–46. http://dx.doi.org/10.18535/ijecs/v8i09.4362.

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Selection and placement of appropriate personnel for the right job leads to great success in any organization. However, this is one of the most important activities carried out by Human Resource (HR). Minimizing imprecision and subjective value judgment in personnel selection processes were taken into consideration in this research by developing personnel selection and placement framework using the Mamdani- fuzzy model. This research work is aimed at developing Mamdani- fuzzy framework for academic staff selection and placement. A model with three levels has been developed to manage the database, and the necessary conditions required from applicants for selection and placement, and the consideration of individual temperament was paramount. Tools: Java script and HTML (for the front end) PHP and MySQL (for the database storage as back end). Experimental results using fuzzy classification membership function defined by the truth value of a fuzzy propositional function would also be used as part of the analysis and design. When the need arise, MathLab would be employed for some analysis and simulations. A graphical user interface (GUI) would be developed for all the relevant forms in order to effectively interact with the users of the system
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