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Готові списки джерел за темами / Criteria for selection of applicants / Статті в журналах

Щоб переглянути інші типи публікацій з цієї теми, перейдіть за посиланням: Criteria for selection of applicants.

Статті в журналах з теми "Criteria for selection of applicants"

Автор: Grafiati

Опубліковано: 30 травня 2022

Оновлено: 31 липня 2025

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1

Norsyafawati W. Muhamad Radzi, Wan, Norshahrizan Nordin, Razamin Ramli, Aidanazima Abashah, and Sayang Nurshahrizleen Ramlan. "The Use of Analytical Hierarchy Process in Identifying Weight age Criteria for Academic Staff Selection." International Journal of Engineering & Technology 7, no. 3.21 (2018): 181. http://dx.doi.org/10.14419/ijet.v7i3.21.17157.

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Анотація:

The academic staff selection for any organization is an important process that involves in decision making process. The process must be carried out carefully because it involves some important aspects towards the staff selection. During the interview session, the selection process based on five criteria of the applicant. The five selection criteria consists of academic qualification, religious knowledge, community services, knowledge, and communication skills. Furthermore, the selection of applicants for the academic ability and suitability with the field in order to make the selection process

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2

Cohen, Samuel, Kevin Shea, and Meghan Imrie. "Factors Considered in Ranking Pediatric Orthopaedic Surgery Fellowship Applicants." Journal of the Pediatric Orthopaedic Society of North America 4, no. 1 (2022): 1–8. http://dx.doi.org/10.55275/jposna-2022-0016.

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Background: Pediatric orthopaedic surgery is a competitive orthopaedic subspecialty that has seen a rise in the number of applications submitted per applicant over the past decade. Surveys of fellowship program directors in other orthopaedic subspecialties including orthopaedic trauma, spine, sports medicine, and hip and knee arthroplasty have demonstrated differing opinions regarding the factors considered most important when ranking applicants. The selection criteria considered most important by pediatric orthopaedic surgery fellowship program directors have not yet been evaluated. Methods:

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3

Lubelski, Daniel, Andrew T. Healy, Alan Friedman, Dyan Ferraris, Edward C. Benzel, and Richard Schlenk. "Correlation of personality assessments with standard selection criteria for neurosurgical residency applicants." Journal of Neurosurgery 125, no. 4 (2016): 986–94. http://dx.doi.org/10.3171/2015.7.jns15880.

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OBJECTIVE Neurosurgery is among the most competitive residencies, as evidenced by the high number of applicants for relatively few positions. Although it is important to recruit candidates who have the intellectual capacity and drive to succeed, traditional objective selection criteria, such as US Medical Licensing Examination (USMLE) (also known as Step 1) score, number of publications, and class ranking, have not been shown to consistently predict clinical and academic success. Furthermore, these traditional objective parameters have not been associated with specific personality traits. METH

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4

Zaidan, A. A., B. B. Zaidan, M. A. Alsalem, Fayiz Momani, and Omar Zughoul. "Novel Multiperspective Hiring Framework for the Selection of Software Programmer Applicants Based on AHP and Group TOPSIS Techniques." International Journal of Information Technology & Decision Making 19, no. 03 (2020): 775–847. http://dx.doi.org/10.1142/s0219622020500121.

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The selection of software programmer applicants based on multiperspective evaluation criteria (grade point average (GPA) and soft skills of the applicants) is needed instead of an interview because an interview does not necessarily lead to hiring the best candidate amongst the applicants. The selection of a suitable software programmer is considered a challenging task owing to the following factors: (1) data variation, (2) multiple evaluation criteria and (3) criterion importance. A general framework for the selection of the best software programmer applicants is not available in the existing

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5

Romanoski, Natasha L., Helen K. Morgan, Anna Kerlek, et al. "The Relative Influence of Program Signaling, Geographic Preferences, and In-State Status in Determining Odds of Interview Invitation in Residency Selection." Journal of Graduate Medical Education 17, no. 1 (2025): 56–62. https://doi.org/10.4300/jgme-d-24-00215.1.

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Background Program signaling and geographic preferences are intended to give residency applicants agency in selecting preferred training locations while allowing programs to identify interested applicants. However, how these variables compare to in-state status (applicant’s permanent addresses in the same state as a program to which they applied) when interview invitations are offered is unknown. Objective To identify the relative influence of program signaling, geographic preferences, and an applicant’s in-state status in determining the odds of receiving an interview invitation during reside

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6

Beavers, Sam. "An investigation of guidance officer selection criteria." Journal of Psychologists and Counsellors in Schools 5 (November 1995): 13–19. http://dx.doi.org/10.1017/s1037291100001679.

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Little is known about the criteria used in selecting applicants for guidance and counselling positions in schools. This article reports the findings of a survey completed by 91 Queensland secondary school principals and 115 guidance officers and senior guidance officers working in secondary schools. The instrument was a 105-item forced-choice instrument in which each of 15 criterion statements was paired with each other. Both groups indicate the applicant's practicum performance as a major factor in making selection decisions. Communication skills also were regarded as important. In contrast w

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7

Alexander, Charlene M., Carolyn J. Heineman, Melissa Shuman Zarin, and Lisa M. Larson. "Admission Criteria to APA-Accredited Programs in Counseling Psychology Over 10 Years." Counseling Psychologist 30, no. 1 (2002): 135–48. http://dx.doi.org/10.1177/0011000002301010.

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This study was designed to investigate the extent to which the values of counseling psychology are present in the selection of applicants to counseling psychology doctoral programs and to determine the stability of these values over a 10-year period. A forced-choice paired comparison model revealed that preference for admissions criteria was relatively stable over time. Specifically, preference for an ethnic minority applicant was ranked first over a 10-year period followed by the research publication of an applicant and experience in counseling diverse populations. The present findings have i

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8

Crane, Joseph T., and Carl M. Ferraro. "Selection Criteria for Emergency Medicine Residency Applicants." Academic Emergency Medicine 7, no. 1 (2000): 54–60. http://dx.doi.org/10.1111/j.1553-2712.2000.tb01892.x.

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9

Pameswary, Nathasya, Shinta Puspasari, and Mustafa Ramadhan. "Application of Mamdani Fuzzy Inference Method in Selection of Contract Employees of PT Kreasi Utama Mandiri." Antivirus : Jurnal Ilmiah Teknik Informatika 18, no. 1 (2024): 13–26. http://dx.doi.org/10.35457/antivirus.v18i1.3150.

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This study aims to improve the performance of the employee selection system. This research uses the Mamdani Fuzzy Inference System to determine the suitability of job applicants for the company. Recommendations for job applicants can be used as a reference for selecting permanent employees. The common problem in selecting permanent employees is the difficulty for the company in assessing and selecting competent job applicants, as the company has to compare the test results of each job applicant one by one, requiring a long time. In addition, the most difficult thing in making decisions is elim

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10

Shevchenko, Sergiy. "CONSTRUCTION OF MULTI-CRITERIA SOLUTIONS TO SELECTION PROBLEMS." Bulletin of National Technical University "KhPI". Series: System Analysis, Control and Information Technologies, no. 2 (8) (December 23, 2022): 37–44. http://dx.doi.org/10.20998/2079-0023.2022.02.06.

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An approach to solving the problems of multi-criteria selection with the determination of suitable applicants based on the values of a number of criteria is considered. Known approaches to the solution of these problems do not always allow determining reasonable solutions with full consideration of the features of the selected criteria and their evaluation conditions. Comparison of evaluations by criteria often takes place from subjective positions without proper justification, which affects both the results of the selection and the possibilities of their practical application. Known multi-cri

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11

Lin, John C., Daniel J. Hu, Ingrid U. Scott, and Paul B. Greenberg. "Evidence-Based Practices for Interviewing Graduate Medical Education Applicants: A Systematic Review." Journal of Graduate Medical Education 16, no. 2 (2024): 151–65. http://dx.doi.org/10.4300/jgme-d-23-00115.1.

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Background Although the selection interview is a standard admission practice for graduate medical education (GME) programs in the United States, there is a dearth of recent reviews on optimizing the trainee interview process, which has low reliability, high cost, and major risk of bias. Objective To investigate the evidence base for different selection interview practices in GME. Methods We searched 4 literature databases from inception through September 2022. Two investigators independently conducted title/abstract screening, full-text review, data extraction, and quality assessment. Disagree

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12

Edje, Louito, Christine Miller, Jacklyn Kiefer, and David Oram. "Using Skype as an Alternative for Residency Selection Interviews." Journal of Graduate Medical Education 5, no. 3 (2013): 503–5. http://dx.doi.org/10.4300/jgme-d-12-00152.1.

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Abstract Background Residency interviews can place significant time and financial burdens on applicants. Objective To determine whether the use of Skype as a screening tool during interview season in a family medicine residency is cost-effective and time-efficient for the applicant and the residency program. Methods We surveyed 2 groups of medical students during interviews for our family medicine program. Thirty-two students were interviewed via our face-to-face, traditional interview (TI) process, and 10 students, the second group, who did not meet the program's standard interview selection

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13

Chen, Chen-Tung, and Wei-Zhan Hung. "A Two-Phase Model for Personnel Selection Based on Multi-Type Fuzzy Information." Mathematics 8, no. 10 (2020): 1703. http://dx.doi.org/10.3390/math8101703.

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From the viewpoint of human resource management, personnel selection is one of the more important issues for enterprises in a high-level competitive environment. In general, many influence factors, quantitative and qualitative, affect the decision-making process of personnel selection. For considering qualitative factors, decision-makers cannot always easily judge the suitable degree of each applicant. Under this situation, this research proposes a systematic decision-making method based on computing with linguistic variables. First, unsuitable applicants are filtered by considering the quanti

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14

Indah Susilowati, Qoriah, and Züleyha Yılmaz Acar. "Essay Scoring for Essay Evaluation Using Support Vector Machine in predicting Youth Break the Boundaries Scholarship Applicants." JESII: Journal of Elektronik Sistem InformasI 1, no. 2 (2023): 82–93. https://doi.org/10.31848/jesii.v1i2.3329.

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This study proposes an automated essay scoring system utilizing Support Vector Machine (SVM) to predict successful candidates for the Youth Break the Boundaries Scholarship. The system aims to address the time-consuming and subjective nature of evaluating scholarship applicants' essays. A dataset comprising essays from previous applicants and corresponding human evaluation scores is utilized to train the SVM model. The model incorporates various textual features such as essay length, grammar, vocabulary, coherence, and argument structure. Performance evaluation is conducted through cross-valid

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15

Zhabenko, Oleksandr. "ADMINISTRATIVE PERSONNEL OF UNIVERSITY OF MIDDLE AND LOWER LEVEL: PROCEDURE AND SELECTION CRITERIA." Educological discourse, no. 4 (2020): 30–46. http://dx.doi.org/10.28925/2312-5829.2020.4.3.

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In the article analyzed the procedures and criteria for selecting candidates for middle and lower administrative positions at universities in Ukraine and the Netherlands. Detected differences in the process of selection of administrative personnel of university of middle and lower level: in the use of criteria for selection of candidates (in Ukraine – formal criteria for selection of candidates, there are no criteria for determining the level of competence of the candidate, his professional and moral or ethical qualities; universities in the Netherlands use «job profiles», which contain functi

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16

Warning, Susanne. "How to pick your staff? Using data envelopment analysis." Management Research Review 37, no. 9 (2014): 815–32. http://dx.doi.org/10.1108/mrr-05-2013-0104.

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Purpose – This purpose of this paper is to present a tool for facilitating personnel selection when multiple heterogeneous human resource managers use multiple criteria. Two problems result from such a situation. First, when multiple criteria are applied, it is unusual for one candidate to dominate the other candidates in all areas, which requires assigning weights to the different criteria to be able to rank the candidates. Second, in a heterogeneous selection committee, finding weights that accurately reflect the individual preferences of all members is difficult. Design/methodology/approach

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17

Hughes, Lauren, and Graham R. Davidson. "Effects of Non-Indigenous Australian Human Resource Managers' Gender and Attitudes and Applicants' Ethnicity and Gender on Resumé Evaluations." Journal of Pacific Rim Psychology 5, no. 1 (2011): 1–10. http://dx.doi.org/10.1375/prp.5.1.1.

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AbstractIn this web-based survey, 60 non-Indigenous Australian human resource (HR) professionals reviewed four fictitious job resumés for an Indigenous male, Indigenous female, non-Indigenous male and non-Indigenous female. Participants rated the resumés against five key selection criteria and then ranked them in terms of suitability for a HR position, team fit (TF) with participants' current HR team, and suitability for a customer service (CS) position. Finally, participants completed a modified Attitude toward Indigenous Australians scale. Although participants' gender and attitudes and appl

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18

Nuris, Nuzuliarini, and Fattya Ariani. "SISTEM INFORMASI SELEKSI PENERIMAAN PEGAWAI DENGAN METODE WATERFALL." JURNAL AKADEMIKA 11, no. 2 (2019): 13–17. https://doi.org/10.53564/akademika.v11i2.316.

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Human resources are one of the important factors in an effort to support the development of the business world. Selection of employees who still do the process manually, such as recording, still uses Microsoft Word and Microsoft Excel programs. Processing data that is quite difficult results in a delays in the process of selecting new employees, searching for data and influencing the performance of the company's internal employees. To overcome this, a better employee selection system model is needed, namely a computerized system with the waterfall method. With an employee recruitment system, s

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19

German, O. V., J. O. German, and S. Nasr. "A selection mechanism using multi-criteria evaluation and hierarhical classifying tree for resume data processing." «System analysis and applied information science», no. 2 (August 19, 2021): 34–38. http://dx.doi.org/10.21122/2309-4923-2021-2-34-38.

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The paper considers a problem of optimal feature selection for resume data processing by means of combining multicriteria evaluation technique and hierarhical classifying trees technology what makes it possible to build a selection mechanism without necessity to collect data for the learning purposes of real applicants. Instead, the learning data are generated by means of the technique used in a full factorial experiment with quite a restricted number of samples. The suggested approach minimizes the number of the features used in selection the best candidates and does not use the quantitative

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20

O’Brecht, Michael, and Robert O. Pihl. "Granting Agency Criteria for Awarding Graduate Research Scholarships." Canadian Journal of Higher Education 21, no. 3 (1991): 47–58. http://dx.doi.org/10.47678/cjhe.v21i3.183110.

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Eleven Canadian research granting agencies were surveyed concerning the weights that they apply to various criteria when reviewing applications for graduate student awards. Nine agencies responded, seven providing useful data. The undergraduate academic grades of applicants for research training awards were found to carry high weight in selection decisions, especially in competitions that were either large or were open to students at the master's level. However, the literature on early career indicators suggests that the undergraduate academic achievement of graduate students is not an effecti

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Kurysheva, Anastasia, Harold V. M. van Rijen, and Gönül Dilaver. "How do admission committees select? Do applicants know how they select? Selection criteria and transparency at a Dutch University." Tertiary Education and Management 25, no. 4 (2019): 367–88. http://dx.doi.org/10.1007/s11233-019-09050-z.

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Abstract In this study, we investigated the currently applied selective admission criteria and tools of the two-year research master’s programs of both the Graduate Schools of Life Sciences and Natural Sciences of Utrecht University (the Netherlands). In addition, we evaluated their transparency to applicants. Both admissions staff members and applicants participated. To determine admission criteria that are important for admission decisions, we ranked 51 admission criteria and, on their basis, combined into six domains: academic background, grades, cognitive ability, research background, pers

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22

Keith-Spiegel, Patricia, Barbara G. Tabachnick, and Gary B. Spiegel. "When Demand Exceeds Supply: Second-Order Criteria Used by Graduate School Selection Committees." Teaching of Psychology 21, no. 2 (1994): 79–81. http://dx.doi.org/10.1207/s15328023top2102_3.

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The three primary criteria used to evaluate applicants by doctoral selection committees—grade point average, Graduate Record Examination scores, and letters of recommendation—may fail to narrow the field to the small number of slots available. A survey of doctoral selection committee members identified the relative importance of the next level of selection criteria. Among the most important are research experience, “good match” factors, and writing skills. Among the least important are ability to speak a language other than English, geographical origins of applicants, and “legacy.” Few differe

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Kovalchuk, O., O. Zachko, and D. Kobilkin. "METHOD OF EVALUATION AND SELECTION OF CANDIDATES IN THE PROJECT TEAMS OF HIGHER EDUCATION INSTITUTIONS IN THE CIVIL PROTECTION SYSTEM." Bulletin of Lviv State University of Life Safety 24 (January 11, 2022): 123–29. http://dx.doi.org/10.32447/20784643.24.2021.16.

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Abstract. The article classifies the methods of selection and evaluation of applicants for higher education with specific learning conditions based on the Civil Defence Law. The application of the competence approach to the teambuilding process and the qualimetric evaluation method with the analysis of criteria that describe the business, psychological and personal values are generalized. The possibility of applying the qualimetric model to the relative integral value of the applicant's similarity to the requirements for inclusion in the project team is presented. A mathematical qualimetric mo

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Annell, Stefan, Petra Lindfors, and Magnus Sverke. "Police selection – implications during training and early career." Policing: An International Journal of Police Strategies & Management 38, no. 2 (2015): 221–38. http://dx.doi.org/10.1108/pijpsm-11-2014-0119.

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Purpose – The cost of selecting and training new police officers is high. However, previous research has provided limited guidance on how to select the best applicants. The purpose of this paper is to enhance the understanding of the possibilities to select suitable applicants by using combinations of four common categories of selection methods, namely cognitive tests, personality inventories, physical tests, and rater-based methods (i.e. interviews). Design/methodology/approach – Using a sample of Swedish police recruits (n=750) the authors performed hierarchical multiple regression analyses,

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Basak, Ayan, and Kavita Khanna. "A study on the selection criteria of different hotels of Delhi NCR in accordance to the hr policies and market trends." International journal of social sciences and humanities 1, no. 1 (2017): 27–38. http://dx.doi.org/10.29332/ijssh.v1n1.13.

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The hotel industry is one of the most booming industry contributing tremendous growth in the global economy. It has never got affected by any kind of recession or economic turmoil, and this happens because of the fact that individuals/ families would need services of hotel industry for various reasons of human activities like business, recreation, pilgrimage educational tour, historical tours, festivals, carnivals, medical assistance trip etc. and so on. The biggest apprehension about this industry is attrition/turnover rate of employees; and to trounce this matter, selection of the right cand

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26

Griffiths, GD, J. Ausobsky, A. Steger, A. Waghorn, and L. Cochrane. "An Assessment of the Reliability and Validity of Shortlisting in General Surgery Training Selection." Bulletin of the Royal College of Surgeons of England 95, no. 4 (2013): 134–37. http://dx.doi.org/10.1308/147363513x13500508919970.

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Shortlisting is a recognised means of preliminary selection that reduces the number of applicants who progress to interview. It is generally based on an assessment of a structured application form or the applicants' curriculum vitae. Various criteria are used to determine the selection but there is usually a scoring system based on the desirable criteria in the person specification. It has the advantage of making the interview process more manageable by reducing the total number of interviews required and also by pre-determining the exact number of appointments.

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Resmi, Margaretha Ajeng Purbo. "Employee Acceptance Decision Support System with AHP Method." International Journal of Basic and Applied Science 9, no. 1 (2020): 6–8. http://dx.doi.org/10.35335/ijobas.v9i1.7.

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The process of hiring Kanisius Printing Publisher Yogyakarta is the process of getting the best prospective employees from all existing applicants. In the process, applicants must go through several stages of selection, namely administrative tests, written tests, interview tests and medical tests. However, all processes are still done manually. This resulted in the recruitment process takes a long time in determining qualified applicants and in accordance with company criteria. In this research, a software decision-making support system for recruitment of employees is created which functions t

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28

Syafira, Alaina. "Penerapan Proses Rekrutmen dan Seleksi Karyawan pada UMKM Tree Burger House." Madani: Jurnal Ilmiah Multidisiplin 1, no. 5 (2023): 802–6. https://doi.org/10.5281/zenodo.8051513.

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This observation aims to determine the recruitment process carried out by MSMEs Tree Burger House. Recruitment and selection is a very important process in determining whether or not applicants are recruited in the company.  Because human resources have an important role in an organization or business, as well as recruitment and selection which have an important role in achieving the goals of a company. The method we use is descriptive with observative. The results we got were in the form of information about the various stages of the recruitment and selection process at the new MSMEs Tre

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Cohen, Samuel A., and Suzann Pershing. "Relative Importance of Applicant Characteristics in Ophthalmology Residency Interview Selection: A Survey of Program Directors." Journal of Academic Ophthalmology 14, no. 02 (2022): e246-e256. http://dx.doi.org/10.1055/s-0042-1756122.

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Abstract Introduction Ophthalmology residency positions remain competitive. A lack of clarity regarding which residency selection criteria are prioritized by program directors can heighten the stress associated with the match process. While surveys of program directors in several other medical specialties have been conducted to identify the most important residency selection criteria, there is limited data on selection criteria used by ophthalmology residency program directors. The purpose of our study was to survey ophthalmology residency program directors to identify the current state of int

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Teo, Jia Hui, and Cristelle Chow. "How do current paediatrics residency selection criteria correlate with residency performance?" Annals of the Academy of Medicine, Singapore 52, no. 10 - Correct DOI (2023): 553–55. http://dx.doi.org/10.47102/annals-acadmedsg.2023157.

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The selection process for potential residents needs to be reviewed regularly and assessed if effective in selecting the best-fit residents who can achieve academic and professional excellence. Objective measures must take precedence over subjective criteria to reduce selection bias while ensuring transparency and accountability. However, the predictors of an ideal resident and his/her performance during residency training have been a great challenge to identify as part of the selection process. The use of examination results from medical school examination, licensing examinations such as the U

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Teo, Jia Hui, and Cristelle Chow. "How does current paediatrics residency selection criteria correlate with residency performance?" Annals of the Academy of Medicine, Singapore 52, no. 10 (2023): 553–55. http://dx.doi.org/10.47102/annals-acadmedsg.v52n10p553.

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The selection process for potential residents needs to be reviewed regularly and assessed if effective in selecting the best-fit residents who can achieve academic and professional excellence. Objective measures must take precedence over subjective criteria to reduce selection bias while ensuring transparency and accountability. However, the predictors of an ideal resident and his/her performance during residency training have been a great challenge to identify as part of the selection process. The use of examination results from medical school examination, licensing examinations such as the U

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Pykhtin, A. I., and O. V. Ovchinkin. "MATHEMATICAL MODEL AND ALGORITHM FOR CENTRALIZED ENROLEMENT COMPETITION IN RUSSIAN HIGHER EDUCATION INSTITUTIONS." Proceedings of the Southwest State University 22, no. 1 (2018): 45–52. http://dx.doi.org/10.21869/2223-1560-2018-22-1-45-52.

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Currently, the conditions for admission to higher education in Russia can provide centralization of the procedure for competitive selection of applicants across the country to increase the transparency and openness of this process in relation to applicants, and to reduce the costs of universities for the organization of the admission campaign. The core of such centralization could be the federal information system for USE and admission, but at present there are no algorithms for competitive selection. The paper proposes a modification of the existing mathematical model for the organization of

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Cullen, Michael W., Darcy A. Reed, Andrew J. Halvorsen, et al. "Selection Criteria for Internal Medicine Residency Applicants and Professionalism Ratings During Internship." Mayo Clinic Proceedings 86, no. 3 (2011): 197–202. http://dx.doi.org/10.4065/mcp.2010.0655.

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Pare, Selfina, Tatik M. Tallulembang, and Agustan Latif. "Decision Support System for Admission of Regional Government Scholarships in Merauke Regency Using the TOPSIS Method." European Journal of Engineering and Technology Research 8, no. 3 (2023): 80–85. http://dx.doi.org/10.24018/ejeng.2023.8.3.3055.

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Scholarship is a government program given to high school graduates to be able to continue their studies at the tertiary level. This is as stipulated in the Regent Regulation (PERBUP) No 25 of 2019 concerning "providing scholarships and educational assistance to students of Merauke Regency". In the scholarship acceptance selection activities in 2019, approximately 103 applicants were recorded, and 74 were successfully accepted. The process of selecting prospective scholarship recipients is currently being carried out, namely checking and comparing one by one with the applicant's data. Based on

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Walek, Bogdan, Ondrej Pektor, and Radim Farana. "Decision Support System for Evaluating Suitable Job Applicants." Mathematics 9, no. 15 (2021): 1773. http://dx.doi.org/10.3390/math9151773.

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This paper describes a novel approach in the area of evaluating suitable job applicants for various job positions, and specifies typical areas of requirement and their usage. Requirements for this decision-support system are defined in order to be used in middle-size companies. Suitable tools chosen were fuzzy expert systems, primarily the inference system Takagi-Sugeno type, which were then supplied with implementation of methods of variant multi-criteria analysis. The resulting system is a variable tool with the possibility to simply set the importance of individual selection criteria so tha

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Frieyadie, Frieyadie. "PENERAPAN METODE AHP SEBAGAI PENDUKUNG KEPUTUSAN PENETAPAN BEASISWA." Jurnal Pilar Nusa Mandiri 13, no. 1 (2017): 49–58. http://dx.doi.org/10.33480/pilar.v13i1.146.

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Schools usually set the rules or criteria that must be met by the applicants for the scholarship. The problems faced by the school in the process of determining the establishment of scholarships including data collection process is conventionally frequent errors and the absence of clear criteria for students to receive a scholarship and is having trouble because of the scholarship applicants and the number of criteria used to determine the decision of recipients. The research objective to avoid errors in data collection, and better process again what if you have a lot of criteria, so as to obt

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Nugroho, Agung, and Donny Maulana. "Implementasi Fuzzy Mamdani pada Seleksi Penerimaan Mahasiswa Baru." Pelita Teknologi 15, no. 1 (2020): 13–18. http://dx.doi.org/10.37366/pelitatekno.v15i1.265.

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The process of selecting new students at a tertiary institution is one of the stages of the admission process. In the process, not all applicants will be accepted, but only student candidates who fulfill the criteria will be selected. So that the selection process needs to be done based on the stages that have been determined. This research aims to make a new student admission selection system modeling using the fuzzy inference Mamdani method. Fuzzy Mamdani is used because it has characters such as the human core in processing data based on several determining criteria. Based on the results of

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Durani, P., P. Rajan, A. Menon, and RS Pickard. "Shortlisting for higher surgical training: now and the future." Bulletin of the Royal College of Surgeons of England 89, no. 3 (2007): 94–96. http://dx.doi.org/10.1308/147363507x180410.

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The Modernising Medical Careers changes to higher surgical training are almost upon us. Selection into ST1–3 has begun, but what are the most important selection criteria and how have they changed from the old Calman-system? Applicants are desperate to succeed but when it comes to knowing what specialty programme directors look for in a candidate, they have little to go on. This paper goes some way to answering these questions and perhaps gives applicants some useful insight into the minds of those with the power to say 'yes'.

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Indriani, Karlena, Sumanto Sumanto, Ade Christian, Ahmad Yani Ahmad Yani, Ahmad Rais Ruli, and Lita Sari Marita. "Sistem Pendukung Keputusan Kelayakan Kredit Pada PT.BPR DP TASPEN Dengan Metode TOPSIS." Journal of Students‘ Research in Computer Science 4, no. 2 (2023): 237–47. http://dx.doi.org/10.31599/q6t2ed19.

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This study focuses on analyzing the feasibility of pension loan applicants for state civil servants at PT. BPR DP TASPEN, with a focus on the use of the Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) as an alternative analysis method. Previously, PT. BPR DP TASPEN uses a subjective evaluation method to assess the feasibility of loan applicants, which leads to potential risks and errors in the analysis. In this study, the authors recommend the use of TOPSIS as a support decision-making system to standardize the analytical process. TOPSIS was chosen for its efficiency

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ROSEMARY ADU POKU. "STUDENTS’ UNIVERSITY CHOICE REASONS: THE CASE OF AKENTEN APPIAH- MENKA UNIVERSITY OF SKILLS TRAINING AND ENTREPRENEURIAL DEVELOPMENT, MAMPONG CAMPUS (AAMUSTED-M)." International Journal of Social Sciences and Management Review 08, no. 02 (2025): 420–42. https://doi.org/10.37602/ijssmr.2025.8214.

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University choice reasons provide an insight into what drives undergraduate applicants in the selection of universities. This necessitates looking into motivations that drive prospective applicants in their choice of AAMUSTED-M. The purpose of the study was to identify key factors that influenced decisions of undergraduate applicants of 2023/2024 Academic Year in the selection of Akenten Appiah-Menka University of Skills Training and Entrepreneurial Development, Asante Mampong Campus (AAMUSTED-M). In this study, university choice motivations are categorised into four areas namely; institutiona

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Apilada, Yolanda A., Christine G. Cameros, Mayalene S. De la Rita, Maridel L. Ceniza, and Jane Golandrina. "Cluster Analysis of the Teacher – Applicants to be Enlisted in the Registry of Qualified Applicants for Public School Teachers: Basis for Policy Formu-lation." International Journal of Multidisciplinary: Applied Business and Education Research 4, no. 2 (2023): 421–28. http://dx.doi.org/10.11594/ijmaber.04.02.09.

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The Recruitment, Selection and Placement Core Group of the PRIME-HRM of the Department of Education Division of Butuan City conducted this research mainly to address the issues on the assessment of the Teacher applicants particularly in the scoring system which may eventually be hired in the Department of Education. To identify gaps in assessing teacher competencies, the researchers used the K-means cluster analysis to generate knowledge that could be the basis for policy formulation. An applicant can be in the Registry of Qualified Applicants if he/she passes the criteria in the selection rel

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Uusiautti, Satu, and Kaarina Määttä. "Who is a Suitable Teacher? The Over-100-Year Long History of Student Selection for Teacher Training in Finland." International Journal of Sciences Volume 2, no. 2013-03 (2013): 109–18. https://doi.org/10.5281/zenodo.3348186.

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When many countries struggle with finding ways to attract the youth to apply for teacher training, Finland has about ten times more applicants than what is possible to take in. These applicants represent straight-A students. Indeed, constant debate about how to develop student selection so that the best of the best would be selected is going on in Finland. The selection for teacher training has long roots and the criteria have changed along the years, and yet, some themes have lasted unchanged. This article describes the history of selection processes for teacher training in Finland and discus

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Tambyah, PA. "Selection of Medical Students in Singapore: A Historical Perspective." Annals of the Academy of Medicine, Singapore 34, no. 6 (2005): 147C—151C. http://dx.doi.org/10.47102/annals-acadmedsg.v34n6p147c.

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The selection of medical students in Singapore has been a contentious issue for more than 140 years. Initially, students were selected for Madras Medical College, the traditional source for medical officers in early Singapore, by a combination of an examination as well as an observed preceptorship at the General Hospital. With the establishment of the medical school in Singapore in 1905, the selection criteria have been progressively refined over the years. These have included a baseline academic threshold, linguistic competence and performance at an interview. In the past, other criteria such

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Stratonov, Vasyl, and Volodymyr Rybalko. "Interpretation of the Evaluative Concept of “Integrity” as a Part of Judge Selection and Qualification Evaluation Practice." Studia Iuridica Lublinensia 33, no. 4 (2024): 73–85. https://doi.org/10.17951/sil.2024.33.4.73-85.

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Analyzing the latest scientific and practical studies, the authors examine the interpretation of the evaluative concept of “integrity” in the judge selection and qualification assessment practice. The authors emphasize that the absence of a legislative definition of the evaluative term “integrity” in the selection and qualification assessment practice does not mean that it does not meet the requirements of legal certainty. Both legislators and judiciary bodies as well as court practice, build this concept. Numerous issues of its interpretation remain unresolved, which in some cases may indicat

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Ma, Hongqiang, and Jidan Huang. "Talent Assessment Multi-criteria Decision Method with Multiple Fuzzy Numbers Based on TOPSIS." Journal of Intelligence and Knowledge Engineering 1, no. 3 (2023): 48–53. http://dx.doi.org/10.62517/jike.202304307.

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In the context of introducing high-level talents, the issue of talent evaluation has always been a challenge for decision-makers. Selecting exceptional candidates from a pool of applicants, based on scientific assessment, has been a perplexing task. This article proposes that talent assessment is a complex process, and suggests using the TOPSIS method to address this challenge. By employing a mixed fuzzy number multi-criteria decision-making approach, a ranking plan for talent selection can be formulated, thereby aiding decision-makers in determining the most suitable candidate based on the op

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Seemüller, Anna, Catrin Hasse, Johann-Christoph Münscher, et al. "Predictive Validity of Selection and Training for Ab Initio Air Traffic Controllers." Aviation Psychology and Applied Human Factors 15, no. 1 (2025): 37–44. https://doi.org/10.1027/2192-0923/a000294.

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Abstract: The German Aerospace Center (DLR) provides a selection procedure to identify suitable applicants for ab initio air traffic controller (ATCO) training at DFS Deutsche Flugsicherung GmbH. The selection phases comprise cognitive and work sample tests, team exercises, and an interview with a final assessment by a selection board. DFS ATCO training consists of initial training (IT) and unit training (UT). For the first time, performance data from the UT were available. A validation sample of 603 ATCO trainees was used to analyze the selection and training data. Cognitive performance was p

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Matton, Nadine, Éric Raufaste, and Stéphane Vautier. "External validity of individual differences in multiple cue probability learning: The case of pilot training." Judgment and Decision Making 8, no. 5 (2013): 589–602. http://dx.doi.org/10.1017/s1930297500003685.

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AbstractIndividuals differ in their ability to deal with unpredictable environments. Could impaired performances on learning an unpredictable cue-criteria relationship in a laboratory task be associated with impaired learning of complex skills in a natural setting? We focused on a multiple-cue probability learning (MCPL) laboratory task and on the natural setting of pilot training. We used data from three selection sessions and from the three corresponding selected pilot student classes of a national airline pilot selection and training system. First, applicants took an MCPL task at the select

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Cesare, Steven J., Mark H. Blankenship, Patrick W. Giannetto, and Mark Z. Mandel. "A Predictive Validation Study of the Methods Used to Select Eligibility Technicians." Public Personnel Management 22, no. 1 (1993): 107–22. http://dx.doi.org/10.1177/009102609302200108.

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The intent of this article is to assess the psychometric effectiveness of the written multiple choice test used to hire Eligibility Technicians and to investigate the predictive relationship between the selection test and job performance criteria. Selection system data were gathered on all applicants for the position of Eligibility Technician between the years of 1986 and 1990. The written test was found to: (a) be a valid predictor of subsequent job performance in that the applicants who scored well on the written test received higher job performance ratings than those applicants who scored p

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Sabev, Sabin, and Maria Ilcheva. "SELECTION CRITERIA AND FINANCIAL CORRECTIONS THROUGH THE PRISM OF THE CASE LAW." Knowledge International Journal 28, no. 5 (2018): 1625–31. http://dx.doi.org/10.35120/kij28051625s.

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According to article 70 from the Law on the management of European Structural and Investment Funds, the financial support with resources form these funds can be entirely or partially revoked with a financial correction for irregularity, which might be a fault in the public procurement process, implemented with an action or inactivity on behalf of the beneficiary and would have as a result a financial damage on the resources from the European Structural and Investment Funds, as well as for other irregularity considered a violation of the applicable legislation of the European Union and/or Bulga

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Nikolaenko, Elizaveta, and Stanislav Butuzov. "METHODOLOGY FOR DETERMINING THE PROFESSIONALLY IMPORTANT QUALITIES OF APPLICANTS IN DECISION SUPPORT IN THE PROFESSIONAL SELECTION SYSTEM." Scientific and analytical journal «Vestnik Saint-Petersburg university of State fire service of EMERCOM of Russia» 2025, no. 2 (2025): 69–76. https://doi.org/10.61260/2218-130x-2025-2-69-76.

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The results of the analysis of the professional psychological selection systems of some educational organizations in the form of emerging contradictions in the decision-making process are presented. The process of formalization of decision support in the system of professional psychological selection of applicants is considered. The methods of determining their professionally important qualities are proposed, the structure of expert assessment and processing of the obtained research results is described, which make it possible to determine the criteria for the importance of professionally impo

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