Personnel Selection Research Articles

Job Advertisement, Selection, Recruitment and Placement of Personnel in Sokoto State Agency for Mass Education

Job Advertisement, Selection, Recruitment and Placement of Personnel in Sokoto State Agency for Mass Education

УПРАВЛЕНИЕ ПЕРСОНАЛОМ ОРГАНИЗАЦИЙ В УСЛОВИЯХ ЦИФРОВОГО ЭКОНОМИЧЕСКОГО РАЗВИТИЯ

Recently, digital information technologies have made significant progress. Personnel management has not been spared this direction of development, an essential aspect of which is the widespread introduction of digital platforms, programs that facilitate the selection, selection, training and adaptation of personnel for personnel services, both at state-owned enterprises and in small, medium and large businesses. The methodology of research on personnel management of organizations in the context of digital economic development is based on approaches, methods, techniques and specific tools for the widespread introduction of intelligent systems and artificial intelligence within the framework of the development and implementation of “digital platforms” in the economic life of the state. The practical application of various methods of personnel management in organizations in the conditions of the “digital economy”, for example, visualization, the use of virtual reality, distance learning provides a wide range of opportunities for more complete and systematic involvement of personnel in the life of organizations with the deepest prospects of reaching a new level of interaction between various structural divisions and career prospects. Recently, the Russian state and business have been trying everywhere, and as efficiently as possible, to introduce digital information technologies into various areas and areas of development, including personnel management. The forecast of motivation and involvement of personnel in the work of organizations due to new behaviors, synergy, growth trajectories and artificial intelligence in the digital environment is announced. As a result of the introduction of digital technologies in personnel management, both the public sector of the economy and private entrepreneurship are developing.

ФЕДЕРАЛЬНЫЙ РЕЗЕРВ ГОССЛУЖБЫ КАК ЗАВЕРАЮЩИЙ ЭЛЕМЕНТ КАДРОВОЙ ВЕРТИКАЛИ

In 2024, a federal personnel reserve in the civil service was established as provided for in legislation adopted exactly two decades ago. Thus, the formation of a vertical of reserves has been completed, parallel to which there are managerial reserves that are largely similar in purpose and new quasi-reserves are appearing (for example, the “Leaders of Russia” competition). In the article we analyze trends in the personnel policy of the Russian Federation, taking into account the emergence of the federal reserve. Bibliometric analysis revealed a stable research interest in the problems of the civil service and reserves without direct connection with the reforms. Using chronological and comparative legal methods, we summarized stages of formation of the civil service reserves. When creating the federal reserve, problems were noted with the implementation of such functions as personnel retention and selection based on merit (meritocracy). We used an institutional approach to describe the cadre vertical in civil service and the place of the federal reserve in this vertical. We have proved that the federal reserve institutionalizes neopatrimonial practices and legitimizes subjectivity of certain officials of the Presidential Administration in the cadre vertical. Also, we used the SWOT analysis to identify strengths, weaknesses, opportunities and threats for the future of the cadre vertical. The conclusion is substantiated that the emergence of the federal reserve completes building an institutional model of national civil service. The cadre vertical has been developed and there are no visible prerequisites for its significant transformation. The request for changes is satisfied not by institutional reform of the civil service, but by an attempt to build a parallel institution of “public” service, ensuring the involvement of the public sector managers in the cadre vertical. Such changes continue the creation of a unified system of public authority, provided for in 2020 by amendments to the Constitution of the Russian Federation.

Approach to the personnel selection in a group decision-making environment based on the use of the MULTIMOORA and PIPRECIA-S methods

Approach to the personnel selection in a group decision-making environment based on the use of the MULTIMOORA and PIPRECIA-S methods

A fuzzy Euclidean taxicab distance-based MCDM approach for optimal personnel selection

A fuzzy Euclidean taxicab distance-based MCDM approach for optimal personnel selection

Supplemental Material for Insights From an Updated Personnel Selection Meta-Analytic Matrix: Revisiting General Mental Ability Tests’ Role in the Validity–Diversity Trade-Off

Supplemental Material for Insights From an Updated Personnel Selection Meta-Analytic Matrix: Revisiting General Mental Ability Tests’ Role in the Validity–Diversity Trade-Off

On-Site Evaluation of Emergency Response Carried Out After Earthquakes with Epicentral Base Kahramanmaraş/ Pazarcık-Elbistan in Türkiye: An Observational Study

Disasters are one of the complex and global problems that people around the world can face. Türkiye is one of the countries where natural disasters occur frequently. In the study, the researchers aimed to observe human behavior and post-disaster services by being in the environment where the earthquake took place and to make inferences about it. The data were collected from the provinces of Malatya, Diyarbakır, Adıyaman, Kahramanmaraş and Hatay, which are the places where earthquakes centered in Kahramanmaraş occurred in Türkiye, between 07-15 February 2023 by observation technique. In collecting the data, an unstructured field study called "participatory observation" was carried out by using the control form created by the researchers. The data obtained from the field were coded by the researchers and the categories were reached from the codes and the themes were reached from the categories. In the study, reliability criteria were followed in the data analysis process. It was observed that efforts were carried out on issues such as providing shelter, nutrition and psychological support of search and rescue personnel, ensuring coordination between teams, strengthening communication systems, and ensuring correct information flow. It is important to ensure cooperation and coordination for the selection of appropriate personnel for search and rescue activities, the strengthening of communication systems and the effective distribution of aid.

PERSONNEL WORK PROCESS USING DIGITAL ECONOMY APPLICATION PROGRAMS

Information technologies are emerging as systems that can meet the emerging demands of the business world in the conditions of increased competition and globalization. Today, with the help of information technology, it has become a value that can be multiplied and continuously produced and shared. Today, increased functionality with information technology has become the most important weapon of enterprises. Today, information technologies are used as the most important means of value creation, change, and renewal. The main purpose of the article is to determine the selection, training, and motivation of personnel for the digital economy. Also, the role of personnel emerging as a result of the digital revolution in the economy was particularly emphasized. The relevance of the study is that the increase in the labor productivity of the organization's employees and the increase in the efficiency of the personnel management system resulting from the use of digital technologies as a whole result in the increase of the competitiveness of the organizations.

The Relationship Between Anaerobic Performance Test and Time of Useful Consciousness Determined in Low-Altitude Chamber (25.000 Feet) with Heart Rate Variability

Understanding the relationship between anaerobic performance and time of useful consciousness (TUC) is important for individuals engaged in activities at high altitudes such as climbers, pilots, or astronauts. The aim of this research is to investigate the relationship between anaerobic capacity and TUC determined in a low-altitude chamber (LAC), in terms of performance and heart rate variability (HRV), in healthy males. Thirty male participants were included in the study as volunteers (mean age: 23.2±0.8 years; height: 180.6±6.0 cm; weight: 77.0±8.2 kg). In the scope of the research, participants were exposed to oxygen in a LAC at an atmospheric level of 25.000 feet after body measurements were taken on the first day, and TUC was determined. Anaerobic capacities of the participants were determined the following day using the Wingate Anaerobic test (WAnT). HRV was recorded before, during, and after both tests. According to the findings of our research, the parameter changes of Mean-RR, SDNN, and frequency domain parameters HFnu were significant for both WAnT and LAC in terms of TUC in the pre-test, during the test, and post-test periods. RMSSD change was significant for LAC, while LFnu change was significant for WAnT. In intra-group comparisons, there was a significant difference between pre-test and during the test for WAnT, but no significant difference between during the test and post-test. For LAC, there was a significant difference between pre-test and during the test, as well as between during the test and post-test. In terms of the relationship between anaerobic capacity and time to achieve TUC, TUC showed a non-significant negative correlation with relative peak power (r=-0.03; p=0.86), and non-significant positive correlations with total peak power (r=0.19; p=0.31) and total mean power (r=0.23; p=0.23). The most striking result of this research is the lack of significant relationship between TUC duration and anaerobic performance of the participants. Additionally, in terms of TUC, recovery was significant after TUC in LAC, while no recovery was observed after WAnT. According to the results of this research, anaerobic exercises are not a priority in terms of performance and HRV change to increase TUC. Anaerobic performance may not be the primary criterion for personnel selection for high altitude missions.

Cybervetting of organizational citizenship behavior Expectations: Profile summary as a Key in LinkedIn-based assessments

Cybervetting, the screening of applicants' social media profiles in personnel selection, is widely established. However, so far, it remained unclear which profile contents affect recruiters' online assessments of applicants. Especially, a research gap concerning cybervetting impressions of applicants' organizational citizenship behavior (OCB), has emerged: That is, many recruiters indicated to use social media for initial impressions of OCB, but on which cues they rely remained unclear. In this study, we provide an experimental investigation into how LinkedIn profile contents (presented in summary, volunteering, and posting) affect recruiters' perception of OCB. A total of N = 271 German working professionals cybervetted a candidate's profile, which we manipulated in a 2 × 2 × 2 between-subject design (OCB high vs. low: summary x volunteering x posting). We assessed recruiters' impressions of the candidate's OCB, task performance, and Big Five personality traits. Results revealed that the contents of the LinkedIn profile summary had a substantial effect on expected OCB; mediated via perceived agreeableness. However, volunteering and an OCB-related posting had no effects. As the first experimental study to manipulate the OCB-related content of social media profiles, we provide novel insights into how specific LinkedIn content affects OCB impressions.

Exploring and Acquiring Modern Human Resource Competencies in Cybersecurity Amidst State Digital Transformation

This paper validates the relevance of contemporary electronic communication systems, networks, and hardware and software suites and tools being particularly susceptible to cyber influences. The goal of the article is to concisely summarize international experience in modern human resource competencies within the cybersecurity domain and to identify their components according to specific directions. The paper examines current international trends regarding the formation of a minimal necessary package for creating, implementing, technical support, and enhancing an information security and cyber defense management system. This necessitates the development of a digitally aware society by the state, a crucial area of its internal policy. It emphasizes the undeniable fact that the demand for cybersecurity professionals will continually grow as high-technology society advances. In the context of the state’s total defense, the role of unified training for defense force personnel and the civilian sector in cybersecurity is beyond doubt. It is concluded that the main focus in forming Cybercom of partner countries is adequate funding, careful selection of personnel, quality professional training, and ensuring full interoperability of diverse structural units of subjects ensuring information protection and cybersecurity at the state level. The share of cyber threats is increasing, and this trend will intensify over the next decade as the internet technology sphere is developing rapidly, and digital solutions are being used in combination (e.g., artificial intelligence and blockchain). For instance, current Russia is one of the main threats to national and international cybersecurity, actively implementing the concept of information confrontation based on a combination of destructive actions in cyberspace. An increase in conflicts between states and the intensity of intelligence and subversive activities in cyberspace is expected. The number of states seeking to form their own cyber-intelligence, master the latest methods of destructive influence in cyberspace, and strengthen state control over the state segment of the Internet is growing. The technical level of cyber threats is increasing, and new tools and mechanisms for cyber attacks are constantly being improved and developed

Separate ways of providing the forensic institution with qualified employees

The article deals with the topical issue of providing qualified employees to forensic expert institutions of Ukraine. It was determined that personnel policy is an integral component of the country’s economic system. According to the authors, modern approaches to the management of organizations require organizational changes in the priority areas of personnel development, including the processes of recruitment, selection and placement of personnel. It is noted that the selection and placement of employees in a forensic institution, being a direct expression of the division and cooperation of labor, is created by the institution’s team. The expediency of forming a collective has been proven, taking into account not only the professional, business and personal qualities of each of its members, but also the effect of their combination psychological compatibility, which helps employees to work quickly and successfully with each other. It is noted that the rational arrangement of personnel is the distribution of employees by positions, in which the discrepancy between a person’s personal qualities and the requirements for the work performed by him is minimal without excessive or insufficient workload. The purpose of the article is to highlight the ways of selection and placement of professional personnel as one of the directions of providing a forensic expert institution with qualified professional employees. To achieve the goal, general scientific methods of theoretical generalization, comparison, system analysis and formalization were used. The issue of effective provision of training by qualified personnel of forensic expert institutions of Ukraine was considered. The process of personnel selection, possible methods used for this process are considered in detail. The system of errors that are allowed in the personnel policy of forensic institutions and possible options for solving them are separately defined. Ways to overcome staffing errors that are more effective are proposed.

Chemistry Teaching Departments’ Current Situation from the Perspective of Prospective Chemistry Teachers: A Case Study

This study aims to investigate the opinions of prospective chemistry teachers (PCTs) regarding the chemistry teaching department. In this qualitative research, 47 PCTs participated and the data were collected via an opinion form and focus group interviews. In the end, it was found that the PCTs preferred the department willingly, the intrinsic factors mainly shaped their preferences. Additionally, if they had a second chance they expressed that they would prefer different departments related to health like nursing, and pharmacy. Appointing in the Public Personnel Selection Exam (KPSS in Turkish) is prominent for them in the post-graduation period if not they have different plans. Correspondingly, the most intense feeling about this period they have is fear. In the end, they criticized the current undergraduate chemistry teaching curriculum and complained about it. They anticipated modifications both in the distribution and the context of the courses. In the end it was seen that they emphasized that they wanted more chemistry based professional knowledge courses.

Possibilities of automating the plant personnel recruitment

The presented research is devoted to determining the possibilities of introducing information technologies in the work of the human resources department of the enterprise for the personnel selection activities automation. The article substantiates the relevance of studying the problem of “personnel shortage” at Russian enterprises in general and in relation to the production enterprise of the Sverdlovsk region. The authors carried out a comparative analysis of the wages at the analyzed enterprise with the average level in the metallurgical industry and in the Sverdlovsk region. Based on the results of the empirical study, the recruitment process’ components are highlighted, the results of the analysis of the photograph of working hours of recruitment specialists of a large manufacturing enterprise in the Sverdlovsk region are presented. The reserves of increasing the productivity of labor time use of human resources specialists of the production enterprise through the automation of a number of processes have been revealed. Recommendations for the introduction of information technologies in improving the recruitment system of the production enterprise are developed. The research paper may be of interest to specialists of personnel management services of large production and industrial enterprises in terms of analyzing the possibilities of automating the business process of personnel recruitment.

Service in the Periphery of the Romanov Empire: Exile or Springboard for Customs Officials of the Administrative Authorities of Czarist Russia in the 19th and Early 20th Centuries?

Peter I, ruler of Russia, is regarded as the father of the modern administrative apparatus created in order to effectively administer the empire. The then introduced system of personnel selection and promotions became an inherent part of the practice applied during the reign of successive Romanovs until the end of the functioning of absolute rule in Russia. On the basis of preserved source materials of government origin, the fact of the service of customs officials on the borders of the empire was analyzed, as was its influence on appointments to positions within the central administrative authorities that managed the customs revenues of the Romanov Empire in the 19th and early 20th centuries. For some officials, the necessity of serving on the borders of the empire was only a stage in their civil service career, which ultimately ended in the offices operating in the capital city of St. Petersburg. However, many failed to find employment in the capital, pursuing their careers on the borders of the vast Romanov Empire.

A Decision Model to Support the Selection of SENKOM Personnel Using the Profile Matching Method with the Capability of Cyber Security

The very rapid development of information technology has brought tactical and strategic advantages, but it can also be a potential attack from opposing parties on the information and communication systems and networks used, thus opening the way for the emergence of a new war, namely cyber warfare. Cyber attacks are a new threat to Adisutjipto Air Base, which targets vital parts that can impact the organization and make the command and control system ineffective and inefficient. One of the important elements of Adisutjipto Lanud in facing cyber attacks is the readiness of data and communication network security personnel. In the direct or conventional personnel selection process, it is not possible to see the abilities possessed by prospective data security personnel, both in terms of skills, management aspects, analytical aspects, competency weight, and so on. A decision support system can be used to assist decision-making based on existing criteria. This research is limited to only considering the selection of personnel who will become members of komlek or senkom who are responsible for data security and communications networks at Adisutjipto Air Base. In this research, the method used is the profile matching method. The concept of the profile matching method is to compare the selection using the conventional method with the decision support system method in selecting komlek/senkom personnel as cyber security personnel so that differences in competency can be identified, also called GAP (Gross Across Product). The smaller the GAP produced, the greater the weight of the value. large, this means that personnel who meet the requirements have a greater chance of someone occupying that position. The final result of this research is to obtain ranking information for each cyber security candidate based on profile matching calculations to be able to carry out tasks optimally in securing data and networks at Adisutjipto Air Base.

Academic success is in the eye of the beholder: understanding scholars’ implicit appointment preferences through adaptive choice-based conjoint analysis

Because scholarly performance is multidimensional, many different criteria may influence appointment decisions. Previous studies on appointment preferences do not reveal the underlying process on how appointment committee members consider and weigh up different criteria when they evaluate candidates. To identify scholars’ implicit appointment preferences, we used adaptive choice-based conjoint analysis (ACBC), which is able to capture the non-compensatory process of complex decisions like personnel selection. Junior and senior scholars (N = 681) from different countries and types of higher education institutions took part in a hypothetical appointment procedure. A two-step segmentation analysis based on unsupervised and supervised learning revealed three distinct patterns of appointment preferences. More specifically, scholars differ in the appointment criteria they prefer to use, that is, they make different trade-offs when they evaluate candidates who fulfill some but not all of their expectations. The most important variable for predicting scholars’ preferences is the country in which he or she is currently living. Other important predictors of appointment preferences were, for example, scholars’ self-reported research performance and whether they work at a doctorate-granting or not-doctorate-granting higher education institution. A comparison of scholars’ implicit and explicit preferences yielded considerable discrepancies. Through the lens of cognitive bias theory, we contribute to the extension of the literature on professorial appointments by an implicit process perspective and provide insights for scholars and higher education institutions.

Enhancing Personnel Selection through the Integration of the Entropy Synergy Analysis of Multi-Attribute Decision Making Model: A Novel Approach

Personnel selection stands as a pivotal component within the domain of human resource management, intrinsically tethered to the quality of the workforce at large. In this research endeavor, we introduce the Entropy Synergy Analysis of Multi-Attribute Decision Making (ES-MADM) model, an innovative framework expressly designed to rationalize and augment the decision-making processes inherent in the evaluation and selection of personnel within corporate entities. The ES-MADM model systematically navigates the complexities of personnel selection by imbuing objectivity into the assessment criteria, thereby facilitating the structured ranking of potential candidates and establishing a discernible selection sequence. Furthermore, it delves into the statistical significance of these criteria, thereby reinforcing the decision-making process’s stability. This research conducts a comparative analysis with alternative multicriteria methodologies and employs sensitivity analysis to ascertain the overall efficacy of the ES-MADM model. This scholarly pursuit, through its rigorous approach, furnishes a comprehensive solution to the intricate challenges surrounding personnel selection, thereby championing a systematic, data-driven approach to underpin pivotal decisions in this sphere.

ALGORITHM AND SOFTWARE OF MEDICAL PERSONNEL SELECTION SYSTEM

There is a lot of routine work in any organization, including in recruitment agencies. Effective management organization and automation of activities of employees of recruiting agencies is not an easy task. The system should automate the routine actions of workers of recruiting agencies and be convenient for their clients. This paper proposes an approach to automating the selection of necessary medical staff. Not all information systems used by recruiting agencies can compare candidates and generate results that include several of the best candidates. Based on the analysis of the subject area, groups of parameters that significantly affect the choice of medical personnel were determined. The proposed approach is to analyze the request from the client, and then in the system find requests of other clients similar to it in terms of parameters, for which a candidate has already been found. The next step is to take the profiles of healthcare professionals that have been suggested for these requests (they act as benchmarks) to further compare them with existing candidates. Each employee profile parameter has its own similarity function. Available candidates will receive scores and will be ranked. We also additionally adjust the assessment by comparing candidates with the current request. Software was developed to automate the selection of medical personnel. For its implementation, a three-level client-server architecture is proposed. MVC (Model View Controller) architecture was chosen for the server part. The Single Page Application architectural template is used for the client part. The server part is divided into three layers, which further demarcate and structure the responsibilities of the system components. .NET technologies are used to implement business logic. SQL Server is used for the server and database provider. The use of the software implementation of the developed system demonstrated quite good results. The average time for selecting the 10 best candidates out of 500 is 0.4 seconds, and the processing of only 1 resume by a person takes several minutes.

Günümüz Yönetim Anlayışında Eğitim Yönetimi Sürecinde İnsan Kaynaklarının Planlanması

With the transition of management science to modern management understanding in the historical development process, it has begun to be accepted that man is a social being. Accordingly, the importance of human resources has started to increase every day. It is difficult to find a suitable human resource for the job, train it and ensure that it stays at work in an intense competitive environment. In today's management understanding conditions, it is up to organizations to provide competitive advantage to each other, to ensure people's satisfaction by producing at minimum cost in the shortest possible time without compromising on quality. At this point, the subject of education is an important element that provides a competitive advantage to institutions. For this reason, the training of human resources is one of the facts that need to be discussed today. Training is one of many human resource management practices that can be used to increase the competitiveness of the organization, such as job design, personnel selection, recruitment and placement, rewarding, performance evaluation and industrial relations. In organizations, training plays a key role in ensuring competitiveness and effectiveness. Competitiveness refers to the organization's ability to gain and maintain market share in the industry, training practices help it gain a competitive advantage over other competitors. Training practices help serve the organization's customers by providing them with the knowledge and skills to be successful, as well as motivating human resources to stay with the organization and provide good service. One of the most important tasks of human resources management is to ensure the recruitment of employees with a habit of self-improvement and to create suitable environments for current employees to improve themselves. Key Words: Management, Education Management, Human Resources, Planning