Journal articles: 'Staff selection'

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Bates, Peter. "Staff Selection." A Life in the Day 1, no. 1 (February 1997): 21–23. http://dx.doi.org/10.1108/13666282199700006.

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Templeman, Michelle. "Successful staff selection." In Practice 17, no. 7 (July 1995): 342–44. http://dx.doi.org/10.1136/inpract.17.7.342.

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Weitman, Catheryn J. "Successful staff selection." Day Care & Early Education 12, no. 3 (March 1985): 14–15. http://dx.doi.org/10.1007/bf01620051.

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Cerinus, Marie, and Marina Shannon. "Improving staff selection processes." Nursing Standard 29, no. 10 (November 5, 2014): 37–44. http://dx.doi.org/10.7748/ns.29.10.37.e9011.

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Mills, Jean, and Melody Oie. "Autonomous Staff Selection Teams." JONA: The Journal of Nursing Administration 22, no. 12 (December 1992): 57???64. http://dx.doi.org/10.1097/00005110-199212000-00013.

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Zhezherun, Oleksandr, and Maksym Riepkin. "Classification system for staff selection." NaUKMA Research Papers. Computer Science 2 (December 2, 2019): 38–42. http://dx.doi.org/10.18523/2617-3808.2019.2.38-42.

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Pierce, Molly O. "STAFF INVOLVEMENT IN BED SELECTION." Journal of Wound, Ostomy and Continence Nursing 34, Supplement (May 2007): S49. http://dx.doi.org/10.1097/01.won.0000270976.35222.76.

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Özçınar, Beyza, Ateş Kadıoğlu, and Mehmet Bilgin Saydam. "Medical academic staff selection and academic staff organisation's criteria." Yuksekogretim Dergisi 5, no. 3 (December 1, 2015): 113–17. http://dx.doi.org/10.2399/yod.15.012.

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Boc, Kamil, Dagmar Vidrikova, and Martina Blaskova. "Application of multicriterial method in decision process of staff selection." New Trends and Issues Proceedings on Humanities and Social Sciences 3, no. 2 (March 22, 2017): 65–79. http://dx.doi.org/10.18844/gjhss.v3i2.1601.

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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 (August 8, 2018): 181. http://dx.doi.org/10.14419/ijet.v7i3.21.17157.

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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 is becoming more complex. The selection of the applicants for academic staff also relies on judgments of the committee that was appointed for interviewing the applicants with a lot of experience in the selection of academic staff applicant. The study finds that the objectives are to identify all criteria relevant to the selection of staffs. The technique used in giving weights to each criterion is Analytical Hierarchy Process (AHP) technique. As a result, the highest weight was assigned to the first criteria which are academic qualification with the weight 0.3423. It shows that the academic qualification was the most important criterion compared to the other criteria. In addition, the selection of applicant for academic staff is able to assist in the selection of potential qualified academic staff.

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Mareta, Ayu Datari, and Asri Wahyuni. "Pemilihan Staffberprestasi dengan menggunakan metode profile matching pada “COPPAMAGZ” (KOREAN ENTERTAINMENT MEDIA & COMMUNITY)." Jurnal Interkom: Jurnal Publikasi Ilmiah Bidang Teknologi Informasi dan Komunikasi 15, no. 4 (May 4, 2021): 1–9. http://dx.doi.org/10.35969/interkom.v15i4.122.

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The decision support system in selecting staff candidates at COPPAMAGZ (KOREAN ENTERTAINMENTMEDIA & COMMUNITY) is expected to assist in deciding the selection of outstanding staff. Previouslythere had never been an award for outstanding staff every year, it was undeniable that it was a difficulty inchoosing outstanding staff. To find out which staff is performing well, it is necessary to conduct aperformance appraisal of prospective staff. Conduct assessment results for outstanding staff using theprofile matching method. With the application of the profile matching method in selecting outstanding staffto solve problems that exist during the selection process of outstanding staff, so there are no errors indecision making. It is hoped that this effort can assist leaders in providing performance appraisals forprospective staff. After the leader gives a performance appraisal, the results of the assessment arecalculated using the profile matching method. The results of the selection of outstanding staff atCOPPAMAGZ (KOREAN ENTERTAINMENT MEDIA & COMMUNITY), namely a staff named Cindy witha data entry position with the final result of calculating a total of 5 ranks 1. Keywords: Decision Support System, Outstanding Staff, Profile Matching

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Pechiulis, Diane D., and B. Sue Richmond. "Eight Steps to Better Staff Selection." Nursing Management (Springhouse) 17, no. 7 (July 1986): 52. http://dx.doi.org/10.1097/00006247-198607000-00020.

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Makushkin, Sergey A. "Methods for recruiting and interviewing corporate staff." Linguistics and Culture Review 5, S2 (August 7, 2021): 805–16. http://dx.doi.org/10.21744/lingcure.v5ns2.1422.

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The relevance of this paper is conditioned by the fact that the Russian practice of sourcing and recruitment of personnel in recent years increasingly tends to the professional level of recruitment, absorbing Western practice and in many ways being guided by it. Also, modern personnel selection methods are increasingly used. The study covers in detail the stages of personnel selection in Russia. The main criteria characterizing the preferences of employers of different organizations in the field of recruiting and hiring personnel are indicated. The main purpose of the study is to investigate the most effective methods of selecting and interviewing potential personnel. In this study, several different methods were used: analysis of existing methods, generalization of them for distribution into stages, and so on. The study identified 5 stages of interviewing for the selection of qualified candidates. Different interviewing methods were compared. Modern methods for selection are considered and their main advantages are revealed. Thus, it can be stated that the specifics of hiring personnel today differs from the preceding methods. Still, the size of the company and its nature of business are of great importance.

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Warning, Susanne. "How to pick your staff? Using data envelopment analysis." Management Research Review 37, no. 9 (August 12, 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 – To deal with the multidimensional setting of selecting personnel, this paper introduces data envelopment analysis with assurance region (DEA-AR) to determine individually optimal weights for each applicant. Findings – DEA-AR leads to a score for each applicant that can serve as a signal for productivity and, thus, for evaluating the candidate. Based on linear programming, DEA-AR not only aggregates multiple dimensions into a single score but also incorporates managers’ preferences. In addition, the procedure is transparent and fair. It seems to be highly appropriate for selecting personnel. Based on a simulated dataset of applicants, the use of DEA-AR for selecting personnel is illustrated and discussed. Originality/value – DEA-AR provides a tool for supporting personnel selection or pre-selection. This model is based on a mechanical procedure and considers managers’ ideas about weights.

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Iniesta, Daniela S. Veas, and Diego Felipe Arbeláez Campillo. "Theoretical aspects of staff selection and placement." LAPLAGE EM REVISTA 7, no. 3A (September 13, 2021): 557–64. http://dx.doi.org/10.24115/s2446-6220202173a1456p.557-564.

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The article discusses methods for solving the problem of selection and placement of staff. The purpose of this work is: theoretical study of the basics of selection and placement of staff and analysis of the system of selection and placement of staff. The research method is the generalization of the practice of selection and placement of staff, as well as the analysis of scientific literature and regulatory legal documents. The scientific novelty and theoretical significance of the research is due to the presented systemic knowledge on the theory and organization of processes for the selection and placement of staff based on the identified features and problems in the form of technological directions (mechanisms and tools) to improve the system of selection and placement of staff, which will complement the existing scientific discoveries to ensure the research processes. The practical significance of the research is realized in the implementation of the development of technological directions (mechanisms and tools) to improve the system of selection and placement of staff.

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Гамаонов, Владимир, Vladimir Gamaonov, Эльбрус Олисаев, and El'brus Olisaev. "STAFF SELECTION PROBLEM FORMALIZATION USING SYSTEM APPROACH." Bulletin of Bryansk state technical university 2018, no. 3 (June 25, 2018): 82–87. http://dx.doi.org/10.30987/article_5b053290a10092.73778878.

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Sheridan, Daniel J., and Richard Segal. "Criteria for staff pharmacist selection in Ohio." American Journal of Health-System Pharmacy 46, no. 2 (February 1, 1989): 295–301. http://dx.doi.org/10.1093/ajhp/46.2.295.

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Ledray, Linda E. "SANE program staff: Selection, training, and salaries." Journal of Emergency Nursing 23, no. 5 (October 1997): 491–95. http://dx.doi.org/10.1016/s0099-1767(97)90152-5.

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Zukreena Zakuan, Atiqa, Shuzlina Abdul-Rahman, Hamidah Jantan, and . "Towards Academic Successor Selection Modelling with Genetic Algorithm in Multi-Criteria Problems." International Journal of Engineering & Technology 7, no. 4.33 (December 9, 2018): 130. http://dx.doi.org/10.14419/ijet.v7i4.33.23516.

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Succession planning is a subset of talent management that deals with multi-criteria and uncertainties which are quite complicated, ambiguous, fuzzy and troublesome. Besides that, the successor selection involves the process of searching the best candidate for a successor for an optimal selection decision. In an academic scenario, the quality of academic staff contributes to achieving goals and improving the performance of the university at the international level. The process of selecting appropriate academic staff requires good criteria in decision-making. The best candidate's position and criteria for the selection of academic staff is the responsibility of the Human Resource Management (HRM) to select the most suitable candidate for the required position. The various criteria that are involved in selecting academic staff includes research publication, teaching skills, personality, reputation and financial performance. Previously, most studies on multi-criteria decision-making adopt Fuzzy Analytical Hierarchy Process (FAHP). However, this method is more complex because it involved many steps and formula and may not produce the optimum results. Therefore, Genetic Algorithm (GA) is proposed in this research to address this problem in which a fitness function for the successor selection is based on the highest fitness value of each chromosome.

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Syukri, Makmur, Amiruddin Siahaan, Sri Rahayu Nasution, and Rija Ansyari. "Selecting and Developing Professionals." Edumaspul: Jurnal Pendidikan 6, no. 2 (October 1, 2022): 1952–58. http://dx.doi.org/10.33487/edumaspul.v6i1.3561.

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This study aims to examine Selecting and Developing Professionals. The research method used is library research. In collecting data, the factual study method was used. The results of the research from selecting and developing professionals were allegations of a teacher supply crisis, teacher recruitment and selection, teacher induction, teacher development, teacher retention, leadership recruitment and selection and leadership preparation and induction. This factual review (analysis) section focuses on the selection and development of two groups of staff, namely teachers and school principals. Learning organizations are meant to be inclusive, so all staff should be selected and developed with equal care. However, human resources are limited and it is undeniable that some categories of staff tend to have a greater impact on student learning than others. Principals have a variety of structures available to them that reflect organizational interests as well as individual interests.

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Deyanti, Shely Priselia, Sapri Sapri, and Prahasti Prahasti. "Application of the Preferences Selection Index Method in the Selection of Trainer (Teaching Staff) Khinanti PKBM Case Study." Jurnal Multidisiplin Dehasen (MUDE) 1, no. 1 (January 31, 2022): 27–32. http://dx.doi.org/10.37676/mude.v1i1.1976.

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PKBM Khinanti is a non-formal educational institution center for community learning activities. To get a quality education, a trainer (teaching staff) is needed who is reliable in their field, therefore it is necessary to apply the application of the preferences selection index method in the selection of trainers (teaching staff) for the khinanti pkbm case study. This application can be used to assist the process of assessing trainers (teaching staff) based on predetermined criteria, namely, last education, cumulative index scores, age, and teaching status. Each decision alternative will have these criteria. In this case, to determine the selection of trainers (teaching staff) it is done by summing the weights on each alternative for all attributes, thus this application is able to handle the selection of trainers (teaching staff) so that it will not be difficult to determine the assessment of the selection of trainers (teaching staff).

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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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Kuryło, Piotr, Adam Idzikowski, Joanna Cyganiuk, and Rados[ł]aw Paduchowicz. "Recruitment, Selection and Adaptation of Staff in Enterprise." System Safety: Human - Technical Facility - Environment 1, no. 1 (March 1, 2019): 1020–27. http://dx.doi.org/10.2478/czoto-2019-0129.

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AbstractThe article discusses and analyses selected issues of selection and adaptation of staff due to the specificity of a company. A theory on the principles of recruitment, selection and adaptation was confronted with the practice applied in a production company, taking into accout the safety of the company, depending on the correct selection of an employee with appropriate competences.

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Eustace, Rowland. "The criteria of staff selection: Do they exist?" Studies in Higher Education 13, no. 1 (January 1988): 69–88. http://dx.doi.org/10.1080/03075078812331377975.

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Odumeru, James A. "Emotional Competence as a Criteria for Staff Selection." Nigerian Chapter of Arabian Journal of Business and Management Review 1, no. 2 (January 2013): 1–8. http://dx.doi.org/10.12816/0003614.

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Hede, Andrew, and Don Dingsdag. "Equity in Staff Selection: Managerial Attitudes and Practices." International Journal of Selection and Assessment 2, no. 1 (January 1994): 37–44. http://dx.doi.org/10.1111/j.1468-2389.1994.tb00127.x.

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Whittaker, Andrea. "Involving People with Learning Difficulties in Staff Selection." International Journal of Selection and Assessment 3, no. 4 (October 1995): 221–24. http://dx.doi.org/10.1111/j.1468-2389.1995.tb00034.x.

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Kononykhin, Aleksandr, Bohdan Chornyi, Ihor Shaposhnyk, and Daria Bolohova. "INFORMATION TECHNOLOGY OF STAFF SELECTION IN THE OFFICE OF A LOGISTICS ENTERPRISE IN CONDITIONS OF FUZZY INFORMATION." Bulletin of Kharkov National Automobile and Highway University 1, no. 92 (January 15, 2021): 87. http://dx.doi.org/10.30977/bul.2219-5548.2021.92.1.87.

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The main task in choosing candidates for filling a vacancy is to meet the demand for employees in qualitative and quantitative terms. Hiring an employee is preceded by a clear understanding of the functions he will execute, tasks and job responsibilities, rights and interactions in the organization. Based on the set-out requirements, appropriate people selected for a specific position. Staff selection remains a challenge for many companies (problem). For solving these problems, it is necessary to develop information technology for the staff selection in the office of a logistics enterprise, which will provide a decision-making process in various situations for tasks of varying computational complexity(methodology). The work goals to improve the organizational management of staff support through the development of information technology for staff selection in the office of a logistics company. To achieve this goal, you need to solve the following tasks to develop the structure of information technology for the process of staff selection in the office of a logistics company; to formulate an example of staff selection by using analytic hierarchy process. As a result of developed information technology for staff selection in the office of a logistics enterprise includes: requirements formation for the office staff for the logistics enterprise; goal formation and its decomposition, including decision-making of multi-criteria and fuzzy information, information support and rule base staff selection model in the office of a logistics enterprise; multi-criteria discrete optimization; results evaluation. The practical aspect of example of staff selection in logistics office considered the usage of the analytic hierarchy process. A hierarchy of problems ‘to choose the best candidates’ creates a matrix of pairwise comparisons for all criteria. The first level is to select the best candidate. The second level is to evaluate the criteria for candidates. The third level is to fulfil the vacancy of a logistics enterprise. The difference of the developed information technology lies in the usage of fuzzy initial information, which makes it possible to be more adequately and fully evaluate applicants for vacant vacancies (originality).

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Kiraly, Meredith. "Give everyone a say: The involvement of young people in selecting program staff." Children Australia 26, no. 1 (2001): 20–26. http://dx.doi.org/10.1017/s1035077200010063.

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This article describes an Australian project which was conducted over several years in which small groups of young people were engaged to participate in the selection of staff to work in youth programs. It builds upon a series of small projects of a similar nature which have been conducted in the UK over the years 1993 to 1996. The collaboration of staff and young people in staff selection was a rewarding one, and led to the conclusion that with appropriate preparation and resourcing, this process is a very worthwhile addition to conventional staff selection, and one which adds useful information to the selection decision.

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Sitinjak, Nandri Marsan, Muhammad Zarlis, and Roslina Roslina. "Analisis Decision Support System Perbandingan Metode Smarter dan Saw Dalam Menentukan Pemilihan Staff Pegawai Terbaik Laboratorium Komputer." JURNAL MEDIA INFORMATIKA BUDIDARMA 5, no. 2 (April 25, 2021): 495. http://dx.doi.org/10.30865/mib.v5i2.2926.

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The best employees will make an agency to increase in its operations and can develop rapidly. However, relations on the part of an agency are still not optimal in selecting the best staff. Therefore, human resource management is needed in an agency with the selection of the best employee staff to spur staff morale in improving operations, dedication and performance in an agency, so that it becomes better, namely by creating a Decision Support System in selecting the best staff employees by using the Smarter and Saw method comparison method. The Smarter and Saw method is a decision-making method using multiplication to determine the value of a criterion, where the value for each criterion must be determined in advance with the weight of each criterion concerned. By utilizing the advantages and disadvantages of each method, the comparison of this method is able to give a value of 79.5 for the Smarter method, 93 for using SAW. Decision support systems using this comparison method can assist in the selection of the best employees and provide an alternative choice of ranking results

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Hancock, Cath. "Effective Recruitment and Selection." Legal Information Management 2, no. 2 (2002): 23–25. http://dx.doi.org/10.1017/s1472669600000086.

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Cath Hancock, Staff Development Officer at Cardiff University, and Alison Clayton of Cameron McKenna have supplied us with two articles addressing aspects of the recruitment and selectiom process. This article from Cath Hancock concentrates on the pre-intervies process but also looks briefly at post-interview issues.

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Nurbayeva, Gulnur, and Serik Amanov. "Staff selection procedure for senior management positions: literature review." Journal of Health Development 3, no. 32 (2019): 40–47. http://dx.doi.org/10.32921/2663-1768-2019-3-32-40-47.

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Koldybaev, Safar Abdugalievich, and Aigul Serikpaevna Kinzhibaeva. "PSYCHOLOGICAL ASPECTS OF STAFF SELECTION BY A MODERN MANAGER." Психология. Психофизиология 13, no. 3 (October 21, 2020): 54–60. http://dx.doi.org/10.14529/jpps200306.

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The article is dedicated to staff selection depending on the conditions of a modern organization and the nature of its functioning. Currently, staff selection at the request of a particular leader has become very common. The same tendency is observed in all countries and at all levels of the organization. There is no doubt that HR decisions are based not only on business interests but also psychological characteristics. Particular attention is paid to such concepts as team, leader, personality, as well as to psychological characteristics that emphasize the exceptional role of a leader in staff selection. It was found that the psychological component occupies a very important place in the team concept. Moreover, it plays a dominant role, both in terms of staff selection and team functioning. A team, as a modern form of social organization, embodies various psychological potential for its further expression. In some cases, positive psychological atmosphere can be an effective positive mechanism for society functioning. In other cases, psychological mood may already be different and aimed at selfish interests of the members of this organization, which do not coincide with the interests of other people.

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Avanesyan, Hrant. "Strategy to Develop the Psycological Criteria for Staff Selection." WISDOM 1, no. 1 (December 1, 2013): 156. http://dx.doi.org/10.24234/wisdom.v1i1.65.

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Taylor, B. "An Approach to Optimising the Selection of Technical Staff." Asia Pacific Journal of Human Resources 28, no. 4 (November 1, 1990): 19–29. http://dx.doi.org/10.1177/103841119002800402.

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Gutjahr, Walter J., Stefan Katzensteiner, Peter Reiter, Christian Stummer, and Michaela Denk. "Competence-driven project portfolio selection, scheduling and staff assignment." Central European Journal of Operations Research 16, no. 3 (March 29, 2008): 281–306. http://dx.doi.org/10.1007/s10100-008-0057-z.

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Selvia, Eri Mega, and Isnaini Rodiyah. "Implementation of Village Staff Recruitment and Selection in Sidoarjo Regency." JKMP (Jurnal Kebijakan dan Manajemen Publik) 8, no. 1 (July 31, 2020): 23–28. http://dx.doi.org/10.21070/jkmp.v8i1.748.

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This study aims to analyze and describe the implementation of recruitment and selection of village officials in Sidoarjo Regency as well as supporting and inhibiting factors for the implementation of recruitment and selection of village officials in Sidoarjo Regency. The research method uses descriptive research with a qualitative approach. Data collection is done by observation, interviews, and documentation with informants. Data analysis techniques using the theory of Miles & Huberman, namely data collection, data reduction, data presentation, and conclusions. The results showed that the implementation of the recruitment and selection of village officials in Sidoarjo Regency had been carried out in accordance with regulations where the registration and selection process was carried out in each village and the online selection process using a computer. The formation of the recruitment and selection committee for the village apparatus was carried out through a meeting led by the Village Head, but the condition of the facilities and infrastructure in the recruitment and selection of the village apparatus in the village was inadequate because participants were required to bring their own laptops. Communication has been carried out well by the parties, namely through socialization. Supporting factors and obstacles to the implementation of recruitment and selection of village officials in Sidoarjo Regency, namely supporting factors consisting of SOPs have been implemented well. While the inhibiting factor is the implementation of the online selection of village equipment in Desa Kepambat having a schedule delay due to a server error. In addition, the facilities and infrastructure in Tulangan District are inadequate

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Duraj, Tomasz. "PROCEDURA KONKURSOWEGO DOBORU KADR KIEROWNICZYCh. PROBLEMATYKA PRAWNA." Zeszyty Prawnicze 12, no. 3 (December 16, 2016): 79. http://dx.doi.org/10.21697/zp.2012.12.3.04.

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THE COMPETITIVE SELECTION PROCEDURE FOR MANAGEMENT STAFF: LEGAL ISSUES Summary This analysis relates to the legal issues in the competitive selection of management staff. Under the current provisions in Poland many legal acts pertain to this issue, giving an inhomogeneous set of regulations for the principles of conducting such procedures in particular domains of public, social and economic affairs. The subject of this article is a detailed description of the stages of the procedure for the competitive selection of management staff. Good legislation to regulate the selection procedures for competitions for management appointments will have a significant influence on the effectiveness of the adopted method of selection. The author presents the successive stages of the procedures for such competitions and conducts an in-depth legal analysis, paying specific attention to legal doubts arising in connection with the application of the current law. On the basis of his analysis he formulates some proposals de lege ferenda addressed to the legislator on the introduction of requisite amendments and supplements to the legal regulations for the procedure of competitive selection of management staff.

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Sánchez-Bahíllo, Angel, Claire Davis, Richard Onyon, and Jan Birtle. "Involving service users in the recruitment of mental health staff: the Service User Informed Tool for Staff Selection (SUITSS)." Psychiatrist 36, no. 4 (April 2012): 133–36. http://dx.doi.org/10.1192/pb.bp.111.035030.

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Aims and methodService user involvement in the development of services is a fundamental aim of the National Health Service (NHS). However, a structured and quantifiable approach to their involvement in the recruitment of NHS staff is still lacking. In this study, we used service-user focus groups within a therapeutic community for people with personality disorder in order to develop the Service User Informed Tool for Staff Selection (SUITSS).ResultsWe enabled service users to develop SUITSS as a Likert scale with which to define relevant staff characteristics and rate applicants according to them, informing the staff-selection process. The tool has a semi-quantitative format that allows to test whether applicants with higher ratings are actually appointed by selection panels or not.Clinical implicationsThis new tool provides an approach to enhancing service user contributions to staff recruitment. It may be adapted and refined for use in a range of services, with local input from service users, following the approach described here.

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Skyba, Yurii. "HEADHUNTING – INNOVATIVE TECHNOLOGIES IN HUMAN RESOURCES MANAGEMENT IN HIGHER EDUCATION INSTITUTION." Educological discourse 37, no. 2 (2022): 75–88. http://dx.doi.org/10.28925/2312-5829.2022.25.

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In the article the essence of headhunting has been revealed, the concept of headhunting in higher education has been substantiated, the technology of headhunting has been developed and its use in higher education for the selection of management staff of higher education has been proposed. “Headhunting in higher education” is a technology for finding and selecting highly qualified and competitive candidates for management positions in higher education. Headhunting technology for finding and selecting candidates for management positions in higher education institutions has been developed, consisting of seven stages: 1) determining the needs of higher education institutions for management staff and forming a «portrait of the ideal candidate» for the position; 2) analysis of the labor market in the field of higher education, including determining the list of high-ranking higher education institutions, analysis of management staff of these higher education institutions and collecting information on potential candidates for the position, in particular, studying career advancement and achievements; 3) formation of the list of candidates for management positions, in accordance with the previously agreed list of competencies; 4) organization of individual meetings between specialists and potential candidates for positions; 5) holding meetings between the management of the higher education institution and candidates for management positions; 6) negotiations between the management of the higher education institution with the candidate for a management position on working conditions, salary, descriptors of performance evaluation, etc.; 7) signing a contract with the selected candidate. The principles on which headhunting technology is based have been identified, namely: search efficiency, objectivity, exclusivity, informativeness, confidentiality and guarantee. The proposed technology has significant advantages in the selection of management staff compared to open competition, namely the high probability of selection of highly qualified management staff.

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Saragih, Bobby Pratama, Harmein Nasution, and Iskandarini . "Analysis of Recruitment System and Effective Selection for Front-Line Staff Outsource at Pt Garuda Indonesia (Persero) TBK." International Journal of Research and Review 8, no. 5 (May 21, 2021): 187–92. http://dx.doi.org/10.52403/ijrr.20210526.

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PT Garuda Indonesia (Persero) TBK is a state-owned company whose business focus is transportation services pax and cargo. In carrying out its business processes, the Garuda Indonesia Company has a cooperation with PT Perdana Perkasa Elastindo (Persaels) in providing outsourced labor for front-line staff. The performance evaluation data of the front-line outsource staff stationed at Garuda Indonesia Medan Branch for the last 3 years (2015, 2016 and 2017), it was found that around 40% of the total front-line staff did not show good performance according to the company's needs. The purpose of this research is to identify the factors exist in the dimensions of the recruitment and selection system that are constraints, and formulate an effective recruitment process design and selection for outsourced front-line staff by outsourced service providers. The requirements of front-line staff met with the company needs as outsourced service users. The data analysis used descriptive qualitative technique. The results of the research on several factors from the existing recruitment and selection dimensions indicate that the factors of Job description, Job Requirements, Sources of recruitment, interview process and consistency in the implementation of the selection test are factors that become obstacles in producing competent outsourced front-line staff according to the needs of the company PT Garuda Indonesia ( Persero) TBK. Keywords: Recruitment system, front-line staff outsource, PT Garuda Indonesia (Persero) TBK.

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Burns, Della. "Staff selection and preparation in a critical care training program." Critical Care Nursing Quarterly 15, no. 3 (November 1992): 10–16. http://dx.doi.org/10.1097/00002727-199211000-00003.

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Gutjahr, Walter J., and Peter Reiter. "Bi-objective project portfolio selection and staff assignment under uncertainty." Optimization 59, no. 3 (April 2010): 417–45. http://dx.doi.org/10.1080/02331931003700699.

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Ito, Jack K. "Current Staff Development and Expectations as Criteria in Selection Decisions." Public Personnel Management 23, no. 3 (September 1994): 361–72. http://dx.doi.org/10.1177/009102609402300301.

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

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Jackson, Chris J., and Adrian Furnham. "Appraisal Ratings, Halo, and Selection: A Study Using Sales Staff." European Journal of Psychological Assessment 17, no. 1 (January 2001): 17–24. http://dx.doi.org/10.1027//1015-5759.17.1.17.

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Summary: Supervisor ratings are useful criteria for the validation of selection instruments but may be limited because of the presence of rating errors, such as halo. This study set out to show that supervisor ratings which are high in halo remain successful criteria in selection. Following a thorough job analysis, a customer service questionnaire was designed to assess the potential of retail sales staff on three “orthogonal” subscales labelled Dealing with people, Emotions and energy, and Solitary style. These subscales were uncorrelated with supervisor ratings made about 8 weeks later. However, the supervisor ratings were correlated with an overall scale derived from the three scales of the customer service questionnaire. These results support the view that supervisor ratings generally consist of global impressions and suggest that these global impressions are useful measures of overall performance. This field study confirms laboratory results that halo does not necessarily reduce rating accuracy.

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Кричевский, Михаил, and Mihail Krichevskiy. "Selection of the Staff With the Use of Soft Computing." Management of the Personnel and Intellectual Resources in Russia 6, no. 6 (January 23, 2018): 61–65. http://dx.doi.org/10.12737/article_5a4624634bb683.14483599.

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In a changing environment and inaccurate information, it is difficult to get an unambiguous answer about the quality of the candidate for the position, based only on the results of viewing the applicant’s questionnaires. As a consequence, recently there has been a trend towards the use of soft computing (neural networks, fuzzy logic and evolutionary computations) in tasks personnel’s selection. The article presents the solution of such a problem using the methods of soft computing for a software company. We use a neural-fuzzy system such as the ANFIS (Adaptive Network-Based Fuzzy Inference System) to quantify the candidate’s quality. The idea of neural-fuzzy systems is to determine the parameters of fuzzy systems through training methods used in neural networks. The most important advantage of this system lies in the automatic creation of the rules base. After completing the training, we receive an assessment of the quality of the candidate in the form of a scoring on a 10-point scale. In addition, we derive a regression equation that relates the candidate’s quality with the input variables.

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E., Daniel, and Friday E. "A Fuzzy AHP Model for Selection of University Academic Staff." International Journal of Computer Applications 141, no. 1 (May 17, 2016): 19–26. http://dx.doi.org/10.5120/ijca2016908969.

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Boc, Kamil, Dagmar Vidrikova, and Martina Blaskovac. "Application of multicriterial method in decision process of staff selection." New Trends and Issues Proceedings on Humanities and Social Sciences 3, no. 2 (March 27, 2021): 65–79. http://dx.doi.org/10.18844/prosoc.v3i2.1601.

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Modern, active, even experience-based methods of instruction are among basic prerequisites for quality higher education. Drawing students into the qualification and education process and attributing them with the role of partners in relation to their teachers already became a necessity. For this reason the article focuses on presentation of process and results of the newest educational experiment realized at Faculty of Security Engineering of the University of Å½ilina, whose aim was to strengthen the vocational skills and competences of students. Method of continual simulation of activities of virtual company has been selected as experimental educational method. Based on analysis, synthesis and generalization of theoretical knowledge of creative educational methods, the methodological part focuses on detailed description of basis, elements and process of applied simulation; selection of new employees in company that provides services in private security has been simulated. Utilizing data and criteria resulting from simulated analysis of work positions, students subsequently worked in the environment of multicriterial decisions, and applied procedures defined for method of analysis of hierarchical processes. Conclusion of the article discusses and summarizes the key findings and defines recommendations, through which the presented simulation method can acquire even higher quality and can become a fully-fledged part of the educational program not only at University of Å½ilina, but also at other universities that provide education in sphere of security management.Â

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Nasser Al Muniri, Khamis Said. "ACADEMIC STAFF SELECTION IN THE SULTANATE OF OMAN – THE CASE OF COLLEGES OF TECHNOLOGY." International Journal of Engineering Technologies and Management Research 5, no. 11 (March 23, 2020): 128–45. http://dx.doi.org/10.29121/ijetmr.v5.i11.2018.323.

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This paper looks at the academic staff selection practices at the Colleges of Technology in Oman. An inductive reasoning or bottom up approach was used in this research project. The main method of data collection used was semi-structured interviews conducted with selected government officials whose position and experience would enable them to provide useful data on the issues being explore. Some of the main findings of the research was that the interviewers predominantly conducted unstructured interviews and the interviewers had not received any training on how to conduct interviews and carryout the selection process. In addition, the interviewers did not have any standard selection criteria when recruiting academic staff to the college of technology. The research findings will help administrators in Oman to improve the recruitment and selection process of academic Staff.

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Sholehah, Baitus. "SYSTEMATIC REVIEW : KONFIGURASI STAF DI DALAM AMBULAN." Jurnal Keperawatan Profesional 10, no. 1 (February 23, 2022): 104–30. http://dx.doi.org/10.33650/jkp.v10i1.4091.

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Emergency Medical Service (EMS) is a comprehensive system that provides health and safety services for emergency victims. Ambulances are one component of EMS available 24 hours per day in most hospitals, Ambulance staff provide an important life-saving role in the EMS system. This systematic review discusses the configuration of the staff in the ambulance and is carried out through several stages, namely, formulating research questions, identifying the feasibility of articles, selecting articles to be included, screening articles, and evaluating articles. The article selection process was set out in a systematic review framework and based on that framework, 9 articles were obtained. The articles are then summarized and assessed by JBI in each article. This study looks at the effectiveness of staff configurations in ambulances with various configuration models. The staff configuration model across the country differs in the number of staff the level of training staff has.

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Journal articles on the topic 'Staff selection'

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