- Personnel selection, placement, and training

2012 ◽  
pp. 666-687
Keyword(s):  
Personnel Selection ◽  
And Training

The Constitution and the Patronage-Merit Debate: Implications for Personnel Managers

1994 ◽  
Vol 23 (3) ◽  
pp. 501-513 ◽  
Author(s):  
Thomas H. Roback ◽  
Janet C. Vinzant
Keyword(s):  
Personnel Selection ◽  
Republican Party ◽  
Public Employees ◽  
Freedom Of Association ◽  
Judicial Decisions ◽  
Public Managers ◽  
Legal Challenges ◽  
Supreme Court Rulings ◽  
And Training ◽  
Practical Implications

This article examines the effect of recent Supreme Court rulings concerning the First Amendment freedom of association rights of public employees. The question is framed under the rubric of partisan patronage cases related to personnel selection, dismissal and other actions. The Rutan v. Republican Party of Illinois case is highlighted in analyzing the key findings of the majority and minority opinions. Public managers are alerted to the practical implications of these judicial decisions so that legal challenges can be met. It is suggested that precision and clarity of job analysis, assessment methods, validity of interviewing and training in relevant understanding of constitutional decisions be implemented.

Personnel Qualifications for Mobile Offshore Drilling Unit Operations

1978 ◽  
Vol 22 (1) ◽  
pp. 163-167
Author(s):  
B. Paramore ◽  
D. T. Jones
Keyword(s):  
Data Base ◽  
Personnel Selection ◽  
Task Analysis ◽  
Field Survey ◽  
Offshore Drilling ◽  
Unit Operations ◽  
Petroleum Resources ◽  
Drilling Unit ◽  
Offshore Industry ◽  
And Training

This paper is based on a study performed to delineate the personnel training and qualification needs for the operations of mobile offshore drilling units (MODUs). These units are used in exploratory drilling for petroleum resources in offshore lands. The study involved a systems task analysis, backed up by a field survey, conducted with government and industry cooperation. A data base was created consisting of structured task descriptions of MODU operations and the skills and knowledge needed to perform each task. The training and experience implications of each task were then considered in relation to the typical MODU personnel organization, personnel sources and characteristics, and the history and trends in personnel selection and training in offshore industry.

Civilian Crisis Management in the EU – Structural and Functional Aspects

2011 ◽  
Vol 15 (1-2) ◽  
pp. 152-177 ◽  
Author(s):  
Marjan Malešič
Keyword(s):  
Crisis Management ◽  
Personnel Selection ◽  
Military Cooperation ◽  
Mission Strategy ◽  
Functional Aspects ◽  
Training Of Personnel ◽  
And Training ◽  
The Eu

This article offers a general overview of civilian crisis management in the EU, its mechanisms and instruments, the nature of civil-military cooperation (coordination), and an overview of civilian crisis management missions. Particular attention will be paid to the EULEX Mission in Kosovo as a case-study of how participating civilian experts judge both the mission itself and the mission preparations (i.e. selection and training of personnel, mission strategy, mission related activities, the problems identified etc.). The article will argue that seemingly trivial operational details, such as personnel selection, the quality of pre-deployment training and advance preparation are important factors which, if not properly coordinated, could jeopardise EU goals in the field of crisis management. The author also presumes that unregulated civil-military cooperation and coordination can lead to the failure of crisis management operations.

Information Processing by Tree Fellers: Signal Detection Analysis

Perception ◽  
1993 ◽  
Vol 22 (9) ◽  
pp. 1085-1092
Author(s):  
Mel Henderson ◽  
Ray Over
Keyword(s):  
Information Processing ◽  
Signal Detection ◽  
Personnel Selection ◽  
Effective Work ◽  
Detection Analysis ◽  
Video Recordings ◽  
Signal Detection Analysis ◽  
A Chain ◽  
Eventual Outcome ◽  
And Training

Eighteen experienced tree fellers and eighteen forestry students watched video recordings of mature eucalypts being felled by a man using a chain saw, and then rated whether each tree had fallen normally or abnormally. Signal-detection analysis showed that the tree fellers were more accurate than the forestry students in predicting eventual outcome. Further, the tree fellers achieved peak accuracy in discrimination by the time the logger had completed cutting the scarf (typically several minutes before the tree hit the ground), whereas the forestry students predicted outcome most accurately only when a tree was falling (and about 1 s from hitting the ground). Study of the bases for information processing and decision making by tree fellers has implications for personnel selection and training, as well as for formulation of effective work practices.

scholarly journals Criterion Validity of Cognitive Reflection for Predicting Job Performance and Training Proficiency: A Meta-Analysis

2021 ◽  
Vol 12 ◽  
Author(s):  
Inmaculada Otero ◽  
Jesús F. Salgado ◽  
Silvia Moscoso
Keyword(s):  
Job Performance ◽  
Personnel Selection ◽  
Meta Analysis ◽  
Criterion Validity ◽  
Incremental Validity ◽  
Research And Practice ◽  
Cognitive Intelligence ◽  
Cognitive Reflection ◽  
And Training

This article presents a meta-analysis of the validity of cognitive reflection (CR) for predicting job performance and training proficiency. It also examines the incremental validity of CR over cognitive intelligence (CI) for predicting these two occupational criteria. CR proved to be an excellent predictor of job performance and training proficiency, and the magnitude of the true validity was very similar across the two criteria. Results also showed that the type of CR is not a moderator of CR validity. We also found that CR showed incremental variance over CI for the explanation of job performance, although the magnitude of the contribution is small. However, CR shows practically no incremental validity over CI validity in the explanation of training proficiency. Finally, we discuss the implications of these findings for the research and practice of personnel selection.

A Five-Factor Model Inventory for Use in Screening Police Officer Applicants

2019 ◽  
pp. 1476-1489
Author(s):  
Paul Detrick ◽  
John T. Chibnall
Keyword(s):  
Literature Review ◽  
Job Performance ◽  
Police Officer ◽  
Personnel Selection ◽  
Factor Model ◽  
Five Factor Model ◽  
Normal Personality ◽  
Peace Officer ◽  
And Training

The Five Factor Model (FFM) is widely accepted as a valid descriptor of normal personality and commonly used as a framework for prediction of job performance. As an inventory that operationalizes the FFM, the NEO PI-R is often utilized in personnel selection. The California Commission on Peace Officer Standards and Training has identified ten dimensions that increasingly serve as a template for the screening of police officer applicants. These screening dimensions are based on the FFM. The NEO PI-R thus appears well suited to serve as an inventory used for screening police officer applicants. A literature review is provided and strengths and weaknesses of the inventory discussed.

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