Gotowe bibliografie tematyczne / Personnel selection

Gotowa bibliografia na temat „Personnel selection”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 29 lipca 2024

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Artykuły w czasopismach na temat "Personnel selection"

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Schmitt, N., i I. Robertson. "Personnel Selection". Annual Review of Psychology 41, nr 1 (styczeń 1990): 289–319. http://dx.doi.org/10.1146/annurev.ps.41.020190.001445.

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Schmidt, F. L., D. S. Ones i J. E. Hunter. "Personnel Selection". Annual Review of Psychology 43, nr 1 (styczeń 1992): 627–70. http://dx.doi.org/10.1146/annurev.ps.43.020192.003211.

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Borman, Walter C., Mary Ann Hanson i Jerry W. Hedge. "PERSONNEL SELECTION". Annual Review of Psychology 48, nr 1 (luty 1997): 299–337. http://dx.doi.org/10.1146/annurev.psych.48.1.299.

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Sackett, Paul R., i Filip Lievens. "Personnel Selection". Annual Review of Psychology 59, nr 1 (styczeń 2008): 419–50. http://dx.doi.org/10.1146/annurev.psych.59.103006.093716.

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Robertson, Ivan T., i Mike Smith. "Personnel selection". Journal of Occupational and Organizational Psychology 74, nr 4 (listopad 2001): 441–72. http://dx.doi.org/10.1348/096317901167479.

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Messner, Claude, Michaela Wänke i Christian Weibel. "Unconscious Personnel Selection". Social Cognition 29, nr 6 (grudzień 2011): 699–710. http://dx.doi.org/10.1521/soco.2011.29.6.699.

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Afshari, A. R., M. Mojahed, R. M. Yusuff, T. S. Hong i M. Y. Ismail. "Personnel Selection using ELECTRE". Journal of Applied Sciences 10, nr 23 (15.11.2010): 3068–75. http://dx.doi.org/10.3923/jas.2010.3068.3075.

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Rosse, Joseph G., i M. Singer. "Fairness in Personnel Selection." Industrial and Labor Relations Review 47, nr 4 (lipiec 1994): 726. http://dx.doi.org/10.2307/2524685.

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Murphy, Kevin R., Neal Schmitt i Walter C. Borman. "Personnel Selection in Organizations". Academy of Management Review 18, nr 4 (październik 1993): 783. http://dx.doi.org/10.2307/258598.

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Hakel, M. D. "Personnel Selection and Placement". Annual Review of Psychology 37, nr 1 (styczeń 1986): 351–80. http://dx.doi.org/10.1146/annurev.ps.37.020186.002031.

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Rozprawy doktorskie na temat "Personnel selection"

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Lobanova, A., Вікторія Олексіївна Щербаченко, Виктория Алексеевна Щербаченко i Viktoriia Oleksiivna Shcherbachenko. "Personnel Selection System in International Corporations". Thesis, Sumy State University, 2021. https://essuir.sumdu.edu.ua/handle/123456789/87042.

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У роботі проаналізовано сутність поняття управління персоналом. Запропоновано різні підходи до формування політики відбору персоналу в міжнародних компаніях. Визначено критерії відбору працівників та фактори, що впливають на прийняття рішення про найм працівників на роботу.
В работе проанализирована сущность понятия управления персоналом. Предложены разные подходы к формированию политики отбора персонала в международных компаниях. Определены критерии отбора работников и факторы, влияющие на принятие решения о найме работников на работу.
The essence of the concept of personnel management is analyzed in the work. Different approaches to the formation of personnel selection policy in international companies are proposed. The criteria for selecting employees and the factors influencing the decision to hire employees are identified.
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Garrad, Mark, i n/a. "Computer Aided Text Analysis in Personnel Selection". Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040408.093133.

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This program of research was aimed at investigating a novel application of computer aided text analysis (CATA). To date, CATA has been used in a wide variety of disciplines, including Psychology, but never in the area of personnel selection. Traditional personnel selection techniques have met with limited success in the prediction of costly training failures for some occupational groups such as pilot and air traffic controller. Accordingly, the overall purpose of this thesis was to assess the validity of linguistic style to select personnel. Several studies were used to examine the structure of language in a personnel selection setting; the relationship between linguistic style and the individual differences dimensions of ability, personality and vocational interests; the validity of linguistic style as a personnel selection tool and the differences in linguistic style across occupational groups. The participants for the studies contained in this thesis consisted of a group of 810 Royal Australian Air Force Pilot, Air Traffic Control and Air Defence Officer trainees. The results partially supported two of the eight hypotheses; the other six hypotheses were supported. The structure of the linguistic style measure was found to be different in this study compared with the structure found in previous research. Linguistic style was found to be unrelated to ability or vocational interests, although some overlap was found between linguistic style and the measure of personality. In terms of personnel selection validity, linguistic style was found to relate to the outcome of training for the occupations of Pilot, Air Traffic Control and Air Defence Officer. Linguistic style also demonstrated incremental validity beyond traditional ability and selection interview measures. The findings are discussed in light of the Five Factor Theory of Personality, and motivational theory and a modified spreading activation network model of semantic memory and knowledge. A general conclusion is drawn that the analysis of linguistic style is a promising new tool in the area of personnel selection.
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Garrad, Mark. "Computer Aided Text Analysis in Personnel Selection". Thesis, Griffith University, 2004. http://hdl.handle.net/10072/367424.

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This program of research was aimed at investigating a novel application of computer aided text analysis (CATA). To date, CATA has been used in a wide variety of disciplines, including Psychology, but never in the area of personnel selection. Traditional personnel selection techniques have met with limited success in the prediction of costly training failures for some occupational groups such as pilot and air traffic controller. Accordingly, the overall purpose of this thesis was to assess the validity of linguistic style to select personnel. Several studies were used to examine the structure of language in a personnel selection setting; the relationship between linguistic style and the individual differences dimensions of ability, personality and vocational interests; the validity of linguistic style as a personnel selection tool and the differences in linguistic style across occupational groups. The participants for the studies contained in this thesis consisted of a group of 810 Royal Australian Air Force Pilot, Air Traffic Control and Air Defence Officer trainees. The results partially supported two of the eight hypotheses; the other six hypotheses were supported. The structure of the linguistic style measure was found to be different in this study compared with the structure found in previous research. Linguistic style was found to be unrelated to ability or vocational interests, although some overlap was found between linguistic style and the measure of personality. In terms of personnel selection validity, linguistic style was found to relate to the outcome of training for the occupations of Pilot, Air Traffic Control and Air Defence Officer. Linguistic style also demonstrated incremental validity beyond traditional ability and selection interview measures. The findings are discussed in light of the Five Factor Theory of Personality, and motivational theory and a modified spreading activation network model of semantic memory and knowledge. A general conclusion is drawn that the analysis of linguistic style is a promising new tool in the area of personnel selection.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
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Kumar, Riya. "The Use of Personality Testing in Personnel Selection". Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2038.

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Research has shown that more than 45% of American companies are opting to integrate personality tests in their recruitment processes. Given this surge in personality testing, this thesis examines whether personality testing is a valid predictor of job-fit and performance in the context of personnel selection. A large proportion of this paper is focused upon the Big-Five factor model, its limitations, and derivative tests of the model. The impact of technology upon personality testing is also discussed as an emerging field. By tracing and examining the history of personality testing to current day, I have found that personality tests are best administered when they provide incremental validity over other tools and are matched to specific job-criteria.
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Ramsay, Mark J. "Comparing Five Empirical Biodata Scoring Methods for Personnel Selection". Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3220/.

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A biodata based personnel selection measure was created to improve the retention rate of Catalog Telemarketing Representatives at a major U.S. retail company. Five separate empirical biodata scoring methods were compared to examine their usefulness in predicting retention and reducing adverse impact. The Mean Standardized Criterion Method, the Option Criterion Correlation Method, Horizontal Percentage Method, Vertical Percentage Method, and Weighted Application Blank Method using England's (1971) Assigned Weights were employed. The study showed that when using generalizable biodata items, all methods, except the Weighted Application Blank Method, were similar in their ability to discriminate between low and high retention employees and produced similar low adverse impact effects. The Weighted Application Blank Method did not discriminate between the low and high retention employees.
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Artiukh, R., i V. Nevliudova. "The system of automating the process of personnel selection". Thesis, НТУ «ХПИ», 2019. http://openarchive.nure.ua/handle/document/8989.

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The paper deals with the issues of automating the process of the business personnel selection since the general management of the organization depends on the right approach to personnel tasks. Personnel selection for an enterprise is a very important and complex process and it should follow the appropriate algorithm.Among current technologies of personnel selection, three basic ones should be distinguished; they are headhunting, recruiting and screening. To find specialists, recruitment officers often use various channels including professional networks, recommendations, and corporate databases. The following stages of the process of personnel selection are proposed: receiving job requisitions; analyzing the labour market; choosing and implementing the techniques of personnel selection methods.
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Sudaviciute, Simona. "Attitudes towards personnel selection methods in Lithuanian and Swedish samples". Thesis, Växjö University, School of Social Sciences, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2193.

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Candidates’ attitudes towards various personnel selection methods get attention of organizational and work psychology specialists because of various reasons. The most important reason is that individuals’ attitudes towards personnel selection methods influence their latter behavior. Although there is a substantial amount of studies carried out in different countries, there is no data from Lithuanian and Swedish samples. The aim of current study was to analyze the attitudes towards personnel selection methods among Lithuanian students, Lithuanian employees and Swedish students. The participants (197 students and 86 employees) filled in a questionnaire, which includes short descriptions of 10 personnel selection methods as well as items about fairness of these methods. According to the results of the study, work-sample tests were ranked as the fairest personnel selection method in the Lithuanian sample. The fairest personnel selection methods in Swedish sample were work-sample tests, interview, resumes, and personal references. Lithuanian students ranked the fairness of written ability test and honesty test more favorably than Swedish students, but Swedish students tended to rank as more favorable interview, resumes, personal references and personal contacts. Personal contacts and graphology were ranked the lowest on fairness dimension in Lithuanian sample, and Swedes ranked only graphology as the least fair personnel selection method. Lithuanian employees ranked personal references, personal contacts and graphology more favorably than Lithuanian students. In Lithuanian students sample, perception of personnel selection method as a scientifically proved, logic and precise or providing an opportunity to show one’s skills, had the strongest connection with favorability ranking of personnel selection method’s fairness. In the Lithuanian employees and the Swedish students samples, perception of the method as logic or providing an opportunity to show one’s skills, had the strongest link with fairness.

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Proença, Rui Pedro Salcedas. "Recrutamento e seleção na Page Personnel". Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7691.

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Mestrado em Gestão de Recursos Humanos
O presente relatório surge no seguimento das atividades desenvolvidas durante o período de estágio curricular na Page Personnel - subsidiária do PageGroup -, empresa de recrutamento e seleção especializados. O estágio teve como enfoque o suporte a diversas equipas, em áreas tão díspares como: Finance, Human Resources, Tax & Legal e Commercial & Marketing, desenvolvendo tarefas de diversa índole, no que ao recrutamento e seleção dizem respeito. Para uma melhor compreensão das temáticas abordadas, propõe-se uma revisão de literatura relativa às técnicas e aos métodos utilizados em cada etapa do processo de recrutamento desenvolvido na Page Personnel. Por fim, é apresentada uma análise das atividades levadas a efeito, confrontando as atividades realizadas com as teorizações literárias, assim como uma apreciação pessoal da experiência de estágio.
This report follows on from the activities developed during a traineeship period at Page Personnel - PageGroup affiliate -, a specialized recruitment and selection company. The traineeship focused the support provided to several teams, in such diverse areas as Finance, Human Resources, Tax & Legal and Marketing & Commerce, carrying out different type of tasks regarding the recruitment and job-seekers selection area. For a clearer understanding of the topics approached, it is firstly proposed a literature review on the techniques and methods applied at each step of the Page Personnel?s recruitment process. At last, an analysis of the activities developed is presented, confronting the practical tasks with the correspondent literary theories, as well as a personal statement on the traineeship experience
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Dissanayake, Chintha. "Personality vs. cognitive ability : unique sources of information to an assessment centre". Thesis, Cranfield University, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.359539.

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Coombs, Aaron. "Modeling Attrition in a Military Selection Context". Thesis, Virginia Tech, 2020. http://hdl.handle.net/10919/100781.

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Attrition, employee turnover, self-selection, and withdrawal all refer to an employee’s exit from an organization, or from an organization’s recruitment or selection process. When individuals with the desired knowledge, skills, abilities, and other qualities (KSAOs) attrit, it represents lost productivity to an organization (Barrick & Zimmerman, 2009). Therefore, organizations should seek a selection program that screens out unwanted characteristics while minimizing the voluntary withdrawal, or quitting, of those who would be a good organizational fit. A military selection context amplifies these two aims because of the limited number of qualified individuals relative to the organization’s personnel needs, and because of the high potential cost of a bad hire. However, there are few studies of attrition during a selection process, and even fewer in a military context that combines physical, cognitive, and personality components as relevant performance dimensions. The purpose of the study was to model attrition from a military special operations selection through training program to determine what combination of physical abilities, cognitive abilities, and personality scales best predicts success. The study examined archival data from 748 candidate records spanning eight different classes during 2019. Secondary purposes of the study included comparing differences in attrition from the first week of the program to the remaining seven weeks, and comparing the predictive validity of a personality trait profile model to a model using personality scales T-scores. In conducting the analysis and modeling, exploratory factor analysis was conducted on the sample Jackson Personality Inventory-Revised (JPI-R) personality scales, finding both similarities and differences with previous study samples (Detwiler & Ramanaiah, 1996; Paunonen & Jackson, 1996). The result of the study was a logit prediction model with a ROC AUC of .784, and an F1 score of .69, that incorporated three physical predictors, performance IQ, and three personality variables: JPI-R T-score for sociability, and two composites created from the factor analysis—a Conscientiousness Composite and an Openness Composite (negative relationship with candidate success). Models for week 1 attrition and attrition from weeks 2-8 differed from the 8-week attrition model, and from each other in the significance and the importance of the personality variables and of cognitive abilities. Physical predictors: run score, pushups score, and sit-ups score, were significant and strong predictors of success for each of the time periods. Verbal IQ was not significant for any time period, while performance IQ was significant in predicting 8-week success, and for success during the week 2-8 time period. Personality predictors varied the most by timeframe, although some component of Conscientiousness predicted strongly for each timeframe. Whereas Openness-related facets predicted for 8-week success and success from week 1 with a negative relationship, Openness factors were non-significant in weeks 2-8. In contrast, Anxiety, a related sub-facet of Neuroticism, predicted moderately (negative relationship) for success from weeks 2-8, but was non-significant for week 1 and for the 8-week program. Unexpected findings included the sample’s different factor structure on the JPI-R, the dominance of the physical predictors in all models, and the strength of personality predictors relative to cognitive abilities. Implications for military and similar types of selection contexts, where selection through training includes a significant physical component, are discussed.
M.S.
The study analyzed attrition from a military special operations selection program to determine what combination of individual differences measured before the program best predicted attrition during the program. The individual differences measured prior to the program were physical abilities, cognitive abilities, and personality. Archival data from 748 candidate records spanning eight different classes during 2019 was analyzed. Attrition is the departure of an individual from an organization, or from a hiring process. This study dealt with attrition from a hiring, or personnel selection process, which is less commonly studied than attrition from within an organization. Secondary purposes of the study included how attrition from the first week of the program differed from the remaining seven weeks, and determining if a specific broad personality profile best predicted attrition. The study found additional results that were not anticipated, specifically, that the military sample differed meaningfully on important dimensions of the Jackson Personality Inventory-Revised (JPI-R) personality scales, in comparison with previous study samples (Detwiler & Ramanaiah, 1996; Paunonen & Jackson, 1996). The practical result of the study was a mathematical prediction model that incorporated a candidate’s scores on pushups, sit-ups, 2-mile run, performance IQ, and three personality variables, and calculates a candidates’ probability of success. The three personality variables that predicted success were scores for sociability, and two composites—a Conscientiousness Composite and an Openness Composite. Mathematical models for week 1 attrition and attrition from weeks 2-8 differed from the 8-week attrition model, and from each other, suggesting that attrition during different timeframes is due to different reasons. Physical predictors: 2 mile run score, pushups score, and sit-ups score, were strong predictors of success for each of the time periods. Verbal IQ did not predict for any time period, while performance IQ predicted 8-week success, and success during the week 2-8 time period. Personality predictors varied the most by timeframe, although a component of Conscientiousness predicted strongly for each timeframe. Openness-related personality facets predicted for 8-week success and success from week 1 with a negative relationship. In contrast, Anxiety, a related sub-facet of Neuroticism, predicted moderately (negative relationship) for success only from weeks 2-8. Unexpected findings included the military sample’s different factor structure on the JPI-R, the dominance of the physical predictors in all models, and the strength of personality predictors relative to cognitive abilities. Implications for military and similar types of selection contexts, where selection through training includes a significant physical component, such as police or firefighters, are discussed.
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Książki na temat "Personnel selection"

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Cook, Mark. Personnel Selection. Oxford, UK: Wiley-Blackwell, 2008. http://dx.doi.org/10.1002/9780470742723.

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Cook, Mark. Personnel selection and productivity. Wyd. 2. Chichester: Wiley, 1993.

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Fetzer, Michael, i Kathy Tuzinski, red. Simulations for Personnel Selection. New York, NY: Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4614-7681-8.

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Cook, Mark. Personnel selection and productivity. Chichester: Wiley, 1991.

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Anderson, G. C. Personnel selection and recruitment. Glasgow: University of Strathclyde Business School, 1986.

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Cook, Mark. Personnel selection and productivity. Chichester: Wiley, 1988.

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Neal, Schmitt, Borman Walter C i Society for Industrial and Organizational Psychology (U.S.), red. Personnel selection in organizations. San Francisco: Jossey-Bass, 1992.

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G, Rumsey Michael, Walker Clinton B i Harris James H. 1944-, red. Personnel selection and classification. Hillsdale, N.J: L. Erlbaum Associates, 1994.

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Cook, Mark. Personnel selection and productivity. Wyd. 2. Chichester, England: J. Wiley & Sons, 1993.

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Oliveira, Teresa Carla. Rethinking Interviewing and Personnel Selection. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137497352.

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Części książek na temat "Personnel selection"

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Hedge, Jerry W., i Walter C. Borman. "Personnel Selection". W Handbook of Human Factors and Ergonomics, 458–71. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2006. http://dx.doi.org/10.1002/0470048204.ch17.

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Hebl, Michelle R., Juan M. Madera i Larry R. Martinez. "Personnel selection." W APA handbook of multicultural psychology, Vol. 2: Applications and training., 253–64. Washington: American Psychological Association, 2014. http://dx.doi.org/10.1037/14187-015.

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Truxillo, Donald M., Talya N. Bauer i Berrin Erdogan. "Personnel Selection". W Psychology and Work, 179–223. Wyd. 2. New York: Routledge, 2021. http://dx.doi.org/10.4324/9780429055843-8.

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Truxillo, Donald M., Talya N. Bauer i Berrin Erdogan. "Personnel Selection". W Psychology and Work, 224–68. Wyd. 2. New York: Routledge, 2021. http://dx.doi.org/10.4324/9780429055843-9.

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Jianmin, Sun. "Personnel Selection". W The ECPH Encyclopedia of Psychology, 1–2. Singapore: Springer Nature Singapore, 2024. http://dx.doi.org/10.1007/978-981-99-6000-2_801-1.

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Attwood, Margaret, i Stuart Dimmock. "Recruitment and Selection". W Personnel Management, 28–50. London: Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-13939-2_3.

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Attwood, Margaret. "Recruitment and Selection". W Personnel Management, 28–49. London: Macmillan Education UK, 1989. http://dx.doi.org/10.1007/978-1-349-20137-2_3.

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Weaver, Haiden, i Yalcin Acikgoz. "Personnel Security: Selection". W Encyclopedia of Security and Emergency Management, 1–7. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-69891-5_217-1.

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Weaver, Haiden, i Yalcin Acikgoz. "Personnel Security: Selection". W Encyclopedia of Security and Emergency Management, 716–22. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-319-70488-3_217.

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Luong, Alexandra, Justin M. Sprung i Michael J. Zickar. "Judgment and decision-making in selection". W Personnel Psychology, 132–42. New York: Routledge, 2023. http://dx.doi.org/10.4324/9781315731735-8.

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Streszczenia konferencji na temat "Personnel selection"

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Zhou, Qing, i Baolin Deng. "Intelligent Selection of Personnel". W 2012 International Conference on Computer Science and Electronics Engineering (ICCSEE). IEEE, 2012. http://dx.doi.org/10.1109/iccsee.2012.42.

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Kadnikov, Vladimir Andreevich, i Alexandra Dmitrievna Kosintseva. "Choice criteria of personnel selection methods". W International Conference on Trends of Technologies and Innovations in Economic and Social Studies 2017. Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/ttiess-17.2017.45.

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Teslenko, I. B., i O. V. Solov'eva. "New trends in the selection and selection of personnel in digitalization". W Scientific achievements of the third millennium. LJournal, 2019. http://dx.doi.org/10.18411/scienceconf-05-2019-47.

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He, Yanzhen, i Ruixin Gong. "A Review of Integrity Tests in Personnel Selection". W 2010 International Conference on E-Product E-Service and E-Entertainment (ICEEE 2010). IEEE, 2010. http://dx.doi.org/10.1109/iceee.2010.5660850.

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Alonso Gastelum Chavira, Diego, Juan Carlos Leyva Lopez, Jesus Jaime Solano Noriega i Javier Leonardo Pereira Retamales. "A multicriteria outranking modeling approach for personnel selection". W 2017 IEEE International Conference on Fuzzy Systems (FUZZ-IEEE). IEEE, 2017. http://dx.doi.org/10.1109/fuzz-ieee.2017.8015551.

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Krichevsky, M. L., i J. A. Martynova. "Multifactor Selection of Personnel Based on Fuzzy Logic". W 2020 International Multi-Conference on Industrial Engineering and Modern Technologies (FarEastCon). IEEE, 2020. http://dx.doi.org/10.1109/fareastcon50210.2020.9271197.

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GARZA RÍOS, ROSARIO, ILEANA PÉREZ VERGARA i CARIDAD GONZALEZ SANCHEZ. "METHODS OF PROXIMITY FOR PERSONNEL SELECTION THROUGH COMPETITIONS". W Proceedings of the MS'10 International Conference. WORLD SCIENTIFIC, 2010. http://dx.doi.org/10.1142/9789814324441_0043.

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Kelemenis, Alecos M., i D. Th Askounis. "An extension of fuzzy TOPSIS for personnel selection". W 2009 IEEE International Conference on Systems, Man and Cybernetics - SMC. IEEE, 2009. http://dx.doi.org/10.1109/icsmc.2009.5346097.

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Yang Huiqin, Li Jufen i Chen Li. "Applied research of drawing projection test in personnel selection". W 2011 International Conference on Management Science and Industrial Engineering (MSIE). IEEE, 2011. http://dx.doi.org/10.1109/msie.2011.5707518.

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Hurst, D. "Training and certification of personnel for work in potentially explosive atmospheres". W IEE Colloquium on Equipment for Use in Flammable Atmospheres; Selection, Use and Maintenance. IEE, 1996. http://dx.doi.org/10.1049/ic:19960607.

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Raporty organizacyjne na temat "Personnel selection"

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CORPS OF ENGINEERS WASHINGTON DC. Civilian Personnel: Corporate Recruitment and Selection. Fort Belvoir, VA: Defense Technical Information Center, sierpień 2001. http://dx.doi.org/10.21236/ada403962.

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Fischer, Susan C., i Patricia D. Mautone. Multi-Tasking Assessment for Personnel Selection and Development. Fort Belvoir, VA: Defense Technical Information Center, sierpień 2005. http://dx.doi.org/10.21236/ada437535.

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Hodge, T. P. The Group Selection or Assessment Centre (AC) Approach to Personnel Selection: An Annotated Bibliography,. Fort Belvoir, VA: Defense Technical Information Center, luty 1988. http://dx.doi.org/10.21236/ada198152.

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DEPARTMENT OF THE ARMY WASHINGTON DC. Personnel Selection and Classification: Assignment to Army Attache Duty. Fort Belvoir, VA: Defense Technical Information Center, sierpień 2001. http://dx.doi.org/10.21236/ada402429.

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Heslegrave, Ronald J., i Caran Colvin. Selection of Personnel for Stressful Occupations: The Potential Utility of Psychophysiological Measures as Selection Tools. Fort Belvoir, VA: Defense Technical Information Center, marzec 1993. http://dx.doi.org/10.21236/ada264571.

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Campbell, John P. Improving the Selection Classification, and Utilization of Army Enlisted Personnel. Supplement. Fort Belvoir, VA: Defense Technical Information Center, maj 1988. http://dx.doi.org/10.21236/ada196274.

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Ree, Malcolm J., i Thomas R. Carretta. Interchangeability of Verbal and Quantitative Scores for Personnel Selection: An Example. Fort Belvoir, VA: Defense Technical Information Center, wrzesień 1998. http://dx.doi.org/10.21236/ada354026.

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Retzlaff-Roberts, Donna, Jose H. Dula i James Van Scotter. Classification and Selection for Personnel Applications Using a Data Envelopment Analysis Approach. Fort Belvoir, VA: Defense Technical Information Center, grudzień 2002. http://dx.doi.org/10.21236/ada409042.

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Campbell, John P. Improving the Selection, Classification, and Utilization of Army Enlisted Personnel. Project A. Fort Belvoir, VA: Defense Technical Information Center, czerwiec 1987. http://dx.doi.org/10.21236/ada193343.

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Borissova, Daniela. A Group Decision Making Model Considering Experts Competency: an Application in Personnel Selection. "Prof. Marin Drinov" Publishing House of Bulgarian Academy of Sciences, listopad 2018. http://dx.doi.org/10.7546/crabs.2018.11.11.

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