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Managing Human Resources - Krasnoshapka V.V.

4.3 Viddir staff

Vіdbіr personalu- tse protses vivchennya profesіynih i psihologіchnih yakostey pratsіvnika of metoyu vstanovlennya, Yogo zdatnostі vikonuvati posadovі obov'yazki on Pevnyi robochem mіstsі abo posadі, i in kіntsevomu pіdsumku vibіr of sukupnostі pretendentіv naybіlsh priynyatogo of urahuvannyam Yogo kvalіfіkatsії, spetsіalnostі, zdіbnostey that іnteresіv, I am satisfied with the organisation's goals.

When candidates are accepted, the following principles are accepted:

1. Organizing on the strengths, and not the weaknesses of the candidates and the best candidates accepted for a given planting. Yakshcho decіlka candidates do not satisfy the vimogs, then we can carefully look at the vimogs, the fragments of the stink can be but envious,

2. Vidmova vid hiring new specialists, regardless of their qualifications and special features, as a rule they need a lot of them.

3. Organizing for the most qualified staff, but not for the highest qualifications, the lowest possible posad.

4. Security of the individual and indigenous brutes of the vimogs, who are hanging up before planting.

At the first stage, this is the first selection for the next profession, the first candidates, as well as the need for additional functions (Fig. 4.2).

scheme of candidates for vacancies

With the most advanced tools, environment professionals in the process of the initial video collection, there are the following:

1. An analysis of the questionnaire of the transfer є, which is the biography of the applicant є an adequate indicator of the potential for completing viral functions. An analysis of the questionnaire on the part of the questionnaire of the candidate’s questionnaire and model of work. Happiness of such a model with the necessary mental performance of a fair candidate and effective for the organization’s bidder applicants.

2. Graphologic examination . The Danish method is based on theories, clearly speaking about the handwriting of people є a good deal of visual characteristics of particular features, and for the help of handwriting, it’s possible to evaluate the different characteristics of people, including the fact that they’re functional. So, for example, in the active organizations SILA graphological expertise to conduct for 238 parameters. Overstepping the method given as the primary vidbor selection in low vitrates, and a short time is one-sided, the method must be stored in complex with the first methods of primary vidbor.

3. Expertise examination , based on the candidate’s photograph - profile and full face.

For the results of the analysis of questionnaire, graphological and physical expertise, take up the decision on the specialty of special needs for the candidate. The objectives of such forward-looking б offensive:

  • the previous competency of the particular competencies of the applicant, as well as the other vacancies in the robot;
  • informant of the applicant about organizing, winter robot and terminology;
  • z'yasuvannya іnterestіv і ochіkuvan both sides, oblasts іх rozhodzhennya and moglivih glyachiv pogodzhennya;
  • I’m grateful to the applicant in the final offer of the opportunity to evaluate most of them if they want to deny the robot.

The first hour is due to the employees of the personnel service who specifically want to know how to qualify the applicant for the portrait of the ideal teacher and that one.

For additional testing it is possible to assess the health to the lowest level of understanding, most clearly identify robots, reliability, respect and memory, and intelligence and some other characteristics.

ntelektualnaya bell tower

Testing Rules:

1. Testing is necessary vikoristovuvati as one of the tools in vidbora, ale not єdiny.

2. Necessarily wait to evaluate the other tests for a specific organization, so that you’ll get a little less fun, that’s why test bules are more effective in the latest organizations,

3. For the testing of tests, it is necessary to have a standard for hiring and for the selection of employees in the organization.

4. It is necessary to keep records in which you can see who will accept the best candidate.

5. Necessarily frowning with the services of a special psychologist at the test.

6. Make sure you have a special wash hour test.

Table 4.1.

Methods of assessment and personnel selection

Yakostі, scho otsiniyut

Analysis of questionnaire

Psycholo gіchne testuvannya

Otsinochna dilova gra

Qualification test:

Pereverka recommendations

Spivbesіda

1. Intellect

++

++

+

2. Eruditsіya

+

+

++

+

3. Professionals and knowledge

+

+

++

+

+

4. Organizational health

+

++

+

+

+

5. Community Health

+

++

++

6. Psychological portrait

++

+

+

++

7. Health and robot protection

+

+

+

++

8. Zovnіshnіy viglyad і manner

+

++

9. Motivation

++

+ - the method is often stowed;

++ - the most effective method for identifying that indicator.