Personnel Selection: The process of choosing employees for specific types of employment. The concept includes recruitment.Selection, Genetic: Differential and non-random reproduction of different genotypes, operating to alter the gene frequencies within a population.Military Personnel: Persons including soldiers involved with the armed forces.Personnel, Hospital: The individuals employed by the hospital.Health Personnel: Men and women working in the provision of health services, whether as individual practitioners or employees of health institutions and programs, whether or not professionally trained, and whether or not subject to public regulation. (From A Discursive Dictionary of Health Care, 1976)Allied Health Personnel: Health care workers specially trained and licensed to assist and support the work of health professionals. Often used synonymously with paramedical personnel, the term generally refers to all health care workers who perform tasks which must otherwise be performed by a physician or other health professional.Personnel Management: Planning, organizing, and administering all activities related to personnel.Military Medicine: The practice of medicine as applied to special circumstances associated with military operations.Medical Laboratory Personnel: Health care professionals, technicians, and assistants staffing LABORATORIES in research or health care facilities.Models, Genetic: Theoretical representations that simulate the behavior or activity of genetic processes or phenomena. They include the use of mathematical equations, computers, and other electronic equipment.Emergency Medical Technicians: Paramedical personnel trained to provide basic emergency care and life support under the supervision of physicians and/or nurses. These services may be carried out at the site of the emergency, in the ambulance, or in a health care institution.Evolution, Molecular: The process of cumulative change at the level of DNA; RNA; and PROTEINS, over successive generations.Personnel Staffing and Scheduling: The selection, appointing, and scheduling of personnel.Biological Evolution: The process of cumulative change over successive generations through which organisms acquire their distinguishing morphological and physiological characteristics.Genetic Variation: Genotypic differences observed among individuals in a population.Patient Selection: Criteria and standards used for the determination of the appropriateness of the inclusion of patients with specific conditions in proposed treatment plans and the criteria used for the inclusion of subjects in various clinical trials and other research protocols.Selection Bias: The introduction of error due to systematic differences in the characteristics between those selected and those not selected for a given study. In sampling bias, error is the result of failure to ensure that all members of the reference population have a known chance of selection in the sample.Molecular Sequence Data: Descriptions of specific amino acid, carbohydrate, or nucleotide sequences which have appeared in the published literature and/or are deposited in and maintained by databanks such as GENBANK, European Molecular Biology Laboratory (EMBL), National Biomedical Research Foundation (NBRF), or other sequence repositories.War: Hostile conflict between organized groups of people.Naval Medicine: The practice of medicine concerned with conditions affecting the health of individuals associated with the marine environment.Personnel Staffing and Scheduling Information Systems: Computer-based systems for use in personnel management in a facility, e.g., distribution of caregivers with relation to patient needs.Iraq War, 2003-2011: An armed intervention involving multi-national forces in the country of IRAQ.Laboratory Personnel: Professionals, technicians, and assistants staffing LABORATORIES.Phylogeny: The relationships of groups of organisms as reflected by their genetic makeup.Genetics, Population: The discipline studying genetic composition of populations and effects of factors such as GENETIC SELECTION, population size, MUTATION, migration, and GENETIC DRIFT on the frequencies of various GENOTYPES and PHENOTYPES using a variety of GENETIC TECHNIQUES.Afghan Campaign 2001-: Multinational coalition military operation initiated in October 2001 to counter terrorism and bring security to AFGHANISTAN in collaboration with Afghan forces.Mutation: Any detectable and heritable change in the genetic material that causes a change in the GENOTYPE and which is transmitted to daughter cells and to succeeding generations.United StatesPersonnel Delegation: To entrust to the care or management of another, to transfer or to assign tasks within an organizational or administrative unit or structureIraqAttitude of Health Personnel: Attitudes of personnel toward their patients, other professionals, toward the medical care system, etc.Base Sequence: The sequence of PURINES and PYRIMIDINES in nucleic acids and polynucleotides. It is also called nucleotide sequence.AfghanistanAmbulances: A vehicle equipped for transporting patients in need of emergency care.Operating Rooms: Facilities equipped for performing surgery.Phenotype: The outward appearance of the individual. It is the product of interactions between genes, and between the GENOTYPE and the environment.

*  Wiley: Personnel Selection: Adding Value Through People, 5th Edition - Mark Cook

Clear and accessible, Personnel Selection will continue to be the guide that students and professionals alike turn to for ... Mark Cook is a Chartered Occupational Psychologist with 30 years of experience in selection, appraisal and related training. He ... is a lecturer in psychology at Swansea University and widely recognised as an expert in selection. ...

*  Personnel selection - Wikipedia

"Personnel Selection: Methods: Personality Tests". Retrieved 2015-12-01. "Personnel Selection: Methods: ... As a scientific and scholarly field, personnel selection owes much to psychometric theory and the art of integrating selection ... The controversy over score banding in personnel selection: Answers to 10 key questions. Personnel Psychology, 54(1), 149-185. ... In this respect, selection of personnel has "validity" if an unmistakable relationship can be shown between the system itself ...

*  Personnel Selection Branch - Wikipedia

The Personnel Selection Branch (French: Branche des services de la sélection du personnel) is a personnel branch of the ... On 5 Nov 07, the Chief of Military Personnel announced that the Personnel Selection branch was to merge with the Training ... They also assess and recommend the suitability of military personnel for special training or employment. Personnel Selection ... and maintain personnel for operational and support roles. War portal The primary tasks of a Personnel Selection Officer (PSO) ...

*  European Personnel Selection Office - Wikipedia

... which principally concerned the authority of the European Personnel Selection Office to set pre-selection tests. The ... The European Personnel Selection Office (EPSO) is responsible for selecting staff to work for the Institutions and agencies of ... The Institutions do not organise personnel selection competitions specifically for persons with a disability. However, EPSO ... Since the ruling pre-selection tests are organised under the responsibility of the Selection Board. Following the decision EPSO ...

*  Institute of Banking Personnel Selection - Wikipedia

The Institute of Banking Personnel Selection also known as IBPS, is a recruitment body that was started with an aim to ... Thus, the banks asked the National Institute of Bank Management (NIBM) to design a selection testing process through which they ...

*  Supreme Council for Civil Personnel Selection - Wikipedia

The Supreme Council for Civil Personnel Selection (Greek: Ανώτατο Συμβούλιο Επιλογής Προσωπικού, Α.Σ.Ε.Π., Anótato Symvoúlio ... which is tasked with the selection of personnel for work for the Greek public sector. It is supervised by the Ministry of ... legal persons of the public sector ASEP exclusively performs the following tasks Selection of permanent and part-time personnel ... Control of institutions in the public sector that choose permanent and seasonal/contract agents personnel Conduct of written ...

*  Personality assessment in personnel selection using the MMPI-2: A cross-cultural comparison - University of Minnesota Press

... is the most widely used and researched clinical personality assessment instrument in personnel selection. This instrumental ... You are here: Home / Test Division / Reference Database / 2000 to 2009 / 2009 / Personality assessment in personnel selection ... Personality assessment in personnel selection using the MMPI-2: A cross-cultural comparison. International Journal of Clinical ...

*  Picking And Packing - Personnel Selection

Have a positive and can do attitude.. The hours of work will differ week to week and you could be offered day or night shift work.. If you would like to be considered please tick apply. ...

*  The Practice of Organizational Diagnosis - Clayton Alderfer - Oxford University Press

The Oxford Handbook of Personnel Assessment and Selection. Neal Schmitt * The Oxford Handbook of Participation in Organizations ...

*  Arnaldo Calveyra - Wikipedia

Anthologie personnelle (selection of poetry), Editorial Actes Sud, edited by Florence Delay, 1994. Second edition of Lettres ...

*  Umbilical Cord Blood Donation FAQs

A process for personnel selection and training. *A process to monitor and improve quality of services. ...

*  Psychology - Registrar's Office

Review of personnel selection, development, assessment; introduction to engineering psychology, consumer psychology, psychology ... Topics include employee selection and evaluation, training, leadership and work-related attitudes. Prerequisite: Psychology 101 ... course selection, research experience, internships); and an introduction to department faculty, their research programs and ...

*  Civil Service Syllabus Psychology, Psychology Syllabus for UPSC Exam, UPSC Psychology Examination, IAS Syllabus Psychology...

4. Work Psychology and Organisational Behaviour: Personnel selection and training; Use of psychological tests in the industry; ... Devising psychological tests for defence personnel for use in selection, Training, counseling; training psychologists to work ... The present scenario of information technology and the mass media boom and the role of psychologists; Selection and training of ... with defence personnel in promoting positive health; Human engineering in defence. (b) Sports Psychology Psychological ...

*  Incremental validity - Wikipedia

"Personnel selection." Annual Review of Psychology, 59, 419-450 Lillenfield et al. 2005 "What's wrong with this picture?" www. ...

*  Industrial and organizational psychology - Wikipedia

Personnel selection is the systematic process of hiring and promoting personnel. Personnel selection systems employ evidence- ... Personnel selection procedures are usually validated, i.e., shown to be job relevant to personnel selection, using one or more ... personnel selection systems.[citation needed] Personnel recruitment is the process of identifying qualified candidates in the ... Personnel selection involves both the newly hired and individuals who can be promoted from within the organization. Common ...

*  Faculty - K. Juzwin | Illinois School of Professional Psychology at Argosy University | Schaumburg

... personnel selection/pre-employment selection, and disaster/first responder mental health. Outside of Argosy, she is the ... Research: NSSI, ED, pre-employment, high risk personnel selection Memberships. * The American Psychological Association (APA)* ... Symposium on current research and best practices in treating self-injury clients presented to clinicians, school personnel, ... Clinical Forensic: Pre-employment hiring, first responder culture, forensic personnel trauma, LE culture, CISM, disaster mental ...

*  Ten Tips About Financial Aid - Albion College

Deals with personnel selection, evaluation and employee training and development. Emphasizes criterion development, motivation ...

*  Contact Info Casualty Support | National Defence | Canadian Forces

Integrated Personnel Support Centres, Joint Personnel Support Units ... Base and Wing Partners (Personnel Selection Officers, Chaplains and more). Additional information on all of the programs, ... What is the Joint Personnel Support Unit?. For those Canadian Armed Forces (CAF) personnel who have a medical condition that ... A total of 24 Integrated Personnel Support Centres (IPSCs) and seven satellite centres make up the Joint Personnel Support Unit ...

*  Social Psychology 2010 by Psychology Press / Routledge - issuu

Human Resource Management/ Personnel Selection. 26. General Topics in Work & Organizational Psychology ... R.M. Nesse, Social Selection and the Origins of Culture. T. Kameda, M. Takezawa, Y. Ohtsubo, R. Hastie, Are Our Minds ... Guion Assessment, Measurement, and Prediction for Personnel Decisions, 2nd Ed December 2010: 6x9: 740pp Hb: 978-0-8058-6023-8 ... and to qualified personnel and trainees in many fields. September 2010: 7x10: 568pp Hb: 978-0-415-43203-0: £49.95 Pb: 978-0-415 ...

*  Bodies of the European Union - Wikipedia

"European Personnel Selection Office". Europa (web portal). Retrieved 2 August 2007. "Welcome to the eas". Europa (web portal). ... the European Personnel Selection Office (EPSO), a recruitment body which organises competitions for posts within Union ...

*  Wiley: The Wiley Blackwell Handbook of the Psychology of Training, Development, and Performance Improvement - Kurt Kraiger,...

Personnel Selection: Adding Value Through People - A Changing Picture, 6th Edition. by Mark Cook ... The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention ... Organizational and Personnel Psychology and the Erasmus Mundus Intensive Program in Human Resources and Knowledge Management in ...

*  Biographical Information Blanks - Wikipedia

Personnel selection: A theoretical approach. Thousand Oaks: CA: Sage. Schmitt, N., & Chan, D. (1998). Personnel selection: A ... which is used to make personnel selection decisions. There are two types of BIBs: the empirical and the rational. With the ... International Journal of Selection and Assessment, 7(2), 72-85. Breaugh, J. A. (2009). The use of biodata for employee ... selection: Past research and future directions. Human Resource Management Review, 19(3), 219-231. Stokes, G. S., & Searcy, C. A ...

*  Position analysis questionnaire - Wikipedia

Dunnette, M.D. & Borman, W.C. (1979). "Personnel selection and classification systems". Annual Review of Psychology. 30: 485. ...

*  Counterproductive work behavior - Wikipedia

... used in personnel selection". International Journal of Selection & Assessment. 9 (1/2): 31-39. doi:10.1111/1468-2389.00161. ... Sackett, P. R. (1994). "Integrity testing for personnel selection". Current Directions in Psychological Science. 3 (3): 73-76. ... 259-328, in Research in Personnel and Human Resources Management (Vol. 11) edited by G. R. Ferris. Greenwich, CT: JAI Press. ... A brief list of noted journals includes The International Journal of Selection and Assessment, The Journal of Applied ...

*  Physiognomy - Wikipedia

The Psychology of Personnel Selection. 1st ed. Cambridge: Cambridge University Press, 2010. Cambridge Books Online. Web. 07 ...

Selection (relational algebra): In relational algebra, a selection (sometimes called a restriction to avoid confusion with SQL's use of SELECT) is a unary operation written asUnited States Military Academy class ringCross-training (business)United States Army Medical Research Unit-Brazil: The United States Army Medical Research Unit-Brazil (USAMRU-B) was a "Special Foreign Activity" of the Walter Reed Army Institute of Research headquartered in Rio De Janeiro, Brazil with several satellite labs in the Brazilian hinterland.National Research Council (2000), Strategies to Protect the Health of Deployed U.List of EMS provider credentials: An EMS provider's post-nominal (listed after the name) credentials usually follow his or her name in this order:Molecular evolution: Molecular evolution is a change in the sequence composition of cellular molecules such as DNA, RNA, and proteins across generations. The field of molecular evolution uses principles of evolutionary biology and population genetics to explain patterns in these changes.Genetic variation: right|thumbColes PhillipsList of military conflicts spanning multiple wars: Early histories of a war typically describe the war as it was declared by the states involved. It is not uncommon for later historians to group together a series of wars over a long period or spread over several theaters as part of a broader conflict or strategic campaign.Arthur Wilson (Royal Navy officer)Ravi Iyengar: Ravi Iyengar, is a systems biologist and director of the Experimental Therapeutics Institute at the Icahn School of Medicine at Mount Sinai in New York City, as well as the Dorothy H. and Lewis Rosenstiel Professor and chairman of the Department of Pharmacology and Systems Therapeutics and director and principal investigator of the NIGMS-funded Systems Biology Center New York at The Mount Sinai Medical Center.Plasmatronics: Plasmatronics is a company, founded by former Air Force Weapons Laboratory (now Phillips Laboratory) scientist Dr. Alan E.Branching order of bacterial phyla (Gupta, 2001): There are several models of the Branching order of bacterial phyla, one of these was proposed in 2001 by Gupta based on conserved indels or protein, termed "protein signatures", an alternative approach to molecular phylogeny. Some problematic exceptions and conflicts are present to these conserved indels, however, they are in agreement with several groupings of classes and phyla.Panmixia: Panmixia (or panmixis) means random mating.King C and Stanfield W.Silent mutation: Silent mutations are mutations in DNA that do not significantly alter the phenotype of the organism in which they occur. Silent mutations can occur in non-coding regions (outside of genes or within introns), or they may occur within exons.List of Parliamentary constituencies in Kent: The ceremonial county of Kent,Delegation: Delegation is the assignment of responsibility or authority to another person (normally from a manager to a subordinate) to carry out specific activities, such as starting on proper tires during a wet race. It is one of the core concepts of management leadership.Damage to Baghdad during the Iraq War: The city of Baghdad suffered significant damage during the Iraq War.Symmetry element: A symmetry element is a point of reference about which symmetry operations can take place. In particular, symmetry elements can be centers of inversion, axes of rotation and mirror planes.Council of Ministers (Afghanistan): The Council of Ministers was the governmental organ in the Democratic Republic of Afghanistan and later the Republic of Afghanistan. The leader of the Council of Ministers chose ministers for the different ministeral posts in the country.Great Western Ambulance Service: The Great Western Ambulance Service NHS Trust (GWAS) was a UK National Health Service (NHS) trust providing emergency and nonemergency patient transport services to Bath and North East Somerset, Bristol, Gloucestershire, North Somerset, Swindon and Wiltshire in the South West England region. It was formed on 1 April 2006, from the merger of the Avon, Gloucestershire and Wiltshire ambulance services.Mayo HospitalPhenotype microarray: The phenotype microarray approach is a technology for high-throughput phenotyping of cells.

(1/406) Library residencies and internships as indicators of success: evidence from three programs.

This paper discusses post-master's degree internships in three very different organizations; the University of Illinois at Chicago, the National Library of Medicine, and the Library of Congress. It discusses the internships using several questions. Do the programs serve as a recruitment strategy? Do the programs develop key competencies needed by the participant or organization? Do the programs develop leaders and managers? Is acceptance into a program an indicator of future career success? A survey was mailed to 520 persons who had completed internships in one of the three programs. There was a 49.8% response rate. Responses to fifty-four questions were tabulated and analyzed for each program and for the total group. The results confirm the value of internships to the career of participants.  (+info)

(2/406) Organizational selection and assessment of women entering a surrogacy agreement in the UK.

In the UK, surrogacy procedures are unregulated and not monitored. Information concerning the selection and assessment of intended (the mother commissioning) and surrogate mothers (the mother carrying and delivering the baby) is therefore not generally available (BMA, 1996). It is important to determine what type of assessment is used, and how selection takes place within the organizations dealing with surrogate motherhood arrangements. The present survey enquired about the incidence, selection and assessment procedures of all registered surrogate and commissioning couples, and aimed to find out what advice and support is given. Eight organizations took part in the survey, six were clinics and two agencies dealing with surrogate arrangements. Two voluntary organizations/helplines were also surveyed, but their data are not relevant to the results presented here. An interview and questionnaire approach was used. Psychosocial assessment was minimally addressed by all organizations, and no fixed procedures for assessment and selection were employed. Despite this, few incidences of controversial cases were reported. Confidence in this practice could be increased in the future if both parties embarking on a surrogacy arrangement knew they were properly selected and assessed. A regulatory body could monitor consistent use of professional evidence-based criteria prior to arrangements.  (+info)

(3/406) Adjustment of Korean-American physicians in Korea: aspect of personal satisfaction.

This study was conducted to assess the psychosocial adjustment of Korean-American physicians in the aspect of personal satisfaction after returning to Korea. A questionnaire was mailed to 72 Korean-American physicians who were practicing medicine in Korea and forty physicians responded. These physicians, typically in their 50s, lived in America for 21-30 years before coming back to Korea. The most frequent motives for them to come back to Korea were giving back to their native country, longing for their native country, filial duty, and suggestions from their colleagues or professors to move back. Eighty percent of them were extremely satisfied or slightly satisfied with their work in Korea, and only 10% are extremely or slightly dissatisfied with their decision to return. Although most of them are content for the time being in Korea, only 12.5% have definite plans to stay in Korea after retirement. The variables that were most significantly related to personal satisfaction of returning to Korea were how well treated at work and how much satisfied with job rather than other factors such as motives for returning, duration of staying in America and in Korea, and family situation.  (+info)

(4/406) Estimates of costs of primary care physician turnover.

OBJECTIVE: To provide estimates of the institutional costs associated with primary care physician (PCP) turnover (job exit). SUBJECTS AND METHODS: A cohort of 533 postresident, nonfederal, employed PCPs younger than 45 years of age, in practice between 2 and 9 years, participated in national surveys in 1987 and 1991. Data from a national study of physician compensation and productivity and data from physician recruiters were combined with PCP cohort data to estimate recruitment and replacement costs associated with turnover. RESULTS: By the time of the 1991 survey, slightly more than half (n = 279 or 55%) of all PCPs in this cohort had left the practice in which they had been employed in 1987; 20% (n = 100) had left 2 employers in that same 5-year period. Among those who left, self-designated specialties and proportions were general/family practice (n = 104 or 37%); general internal medicine (n = 91 or 33%); and pediatrics (n = 84 or 30%). Estimates of recruitment and replacement costs for individual PCPs for the 3 specialties were $236,383 for general/family practice, $245,128 for general internal medicine, and $264,645 for pediatrics. Turnover costs for all PCPs in the cohort by specialty were $24.5 million for general/family practice, $22.3 million for general internal medicine, and $22.2 million for pediatrics. CONCLUSIONS: Turnover was an important phenomenon among the PCPs in this cohort. This turnover has major fiscal implications for PCP employers because loss of PCPs causes healthcare delivery systems to lose resources that could otherwise be devoted to patient care.  (+info)

(5/406) GPs' employment of locum doctors and satisfaction with their service.

BACKGROUND: Locum doctors provide cover during normal working hours for GPs absent due to holidays, sickness, maternity leave or for educational purposes. However, there is little information on the extent of the use of locums or of GPs' perception of their services. OBJECTIVES: To examine the level of use of locum doctors by GPs, the ease of recruitment and satisfaction with their services. METHODS: A postal survey of all general practices in one of the six health regions in England was carried out. Logistic regression analysis was used to examine the independent effects on locum use of practice size and type of area, source of recruitment and GPs' satisfaction with their services. RESULTS: A total of 935 (80.6%) general practices responded. Locum GPs were employed by 81.7% of practices in the previous 12 months. Two-thirds of practices reported problems obtaining locum cover, especially at short notice and for holiday periods. One-fifth of practices employing a locum in the previous 12 months were dissatisfied with the locum. CONCLUSIONS: There are high demands for, but a considerable shortage of, locum doctors in general practice. Educational and other initiatives for GPs may contribute to increased demands for locum cover. Difficulties in recruitment may be reduced by measures to improve the conditions of employment for doctors working as locums on a longer term basis. New codes of practice for employing locums may increase satisfaction with locum services.  (+info)

(6/406) Women in hospital medicine in the United Kingdom: glass ceiling, preference, prejudice or cohort effect?

OBJECTIVE: To assess from official statistics whether there is evidence that the careers of women doctors in hospitals do not progress in the same way as those of men. DESIGN: The proportions of female hospital doctors overall (1963-96), and in the specialties of medicine, surgery, obstetrics and gynaecology, pathology, radiology/radiotherapy, anaesthetics and psychiatry (1974-1996) were examined. Additionally data were examined on career preferences and intentions from pre-registration house officers, final year medical students, and medical school applicants (1966-1991). ANALYSIS: Data were analysed according to cohort of entry to medical school to assess the extent of disproportionate promotion. RESULTS: The proportion of women in hospital career posts was largely explained by the rapidly increasing proportion of women entering medical school during the past three decades. In general there was little evidence for disproportionate promotion of women in hospital careers, although in surgery, hospital medicine and obstetrics and gynaecology, fewer women seemed to progress beyond the SHO grade, and in anaesthetics there were deficits of women at each career stage. Analyses of career preferences and intentions suggest that disproportionate promotion cannot readily be explained as differential choice by women. CONCLUSIONS: Although there is no evidence as such of a "glass ceiling" for women doctors in hospital careers, and the current paucity of women consultants primarily reflects historical trends in the numbers of women entering medical school, there is evidence in some cases of disproportionate promotion that is best interpreted as direct or indirect discrimination.  (+info)

(7/406) Lessons from the London Initiative Zone Educational Incentives funding: associations between practice characteristics, funding, and courses undertaken.

BACKGROUND: Following the Tomlinson report of 1992, London Initiative Zone Educational Incentives (LIZEI) funding was introduced for a three-year period to improve recruitment, retention, and educational opportunities for general practitioners working within inner London. AIM: To test the hypothesis that general practices that show evidence of good organisation achieved better access to LIZEI funding than less organised practices. METHOD: Observational practice-based study involving all 164 general practices in EAst London and the City Health Authority during the first two years of the scheme, April 1995 to March 1997. RESULTS: Univariate analysis showed that higher levels of LIZEI funding were associated with practices where there was evidence of good organisation, including higher targets for cervical cytology screening and immunisation rates for under two-year-olds, better asthma prescribing, and training status. Using ten practice and population explanatory variables, multiple regression models were developed for fundholding and non-fundholding practices. Among non-fundholding practices, the asthma prescribing ratio was the variable with the greatest predictive value, explaining 14.7% of the variation in LIZEI funding between practices. Strong positive associations existed between taking further degrees and diplomas, practice size, training, and non-fundholding status. CONCLUSION: Larger practices, training practices, and those that demonstrated aspects of good practice organisation gained more LIZEI funding: an example of the 'inverse funding law'. Practices within a multifund, based in the Newham locality, gained LIZEI funding regardless of practice organisation. Networks of practices, and, potentially, primary care groups, have a role in equalising the opportunities for education and development between practices in east London.  (+info)

(8/406) A competency model for general practice: implications for selection, training, and development.

BACKGROUND: The role of the general practitioner (GP) has changed significantly over the past decade. This problem is compounded by growing concern over postgraduate attrition rates from medicine, with current estimates as high as 19%. AIM: To define a comprehensive model of the competencies required for the job role of GP. METHOD: Three independent studies were conducted to define GP competencies including (1) critical incidents focus groups with GPs, (2) behavioural coding of GP-patient consultations, and (3) critical incidents interviews with patients. Study 1 was conducted with GPs (n = 35) from the Trent region. Study 2 involved observation of GP-patient consultations (n = 33 consultations), and Study 3 was conducted with patients (n = 21), all from a Midlands-based medical practice. RESULTS: The data collected from the three studies provided strong evidence for a competency model comprising 11 categories with a summary of the associated behavioural descriptions. Example competencies included empathy and sensitivity, communication skills, clinical knowledge and expertise, conceptual thinking, and coping with pressure. CONCLUSIONS: Triangulation of results was achieved from three independent studies. The competencies derived imply that a greater account of personal attributes needs to be considered in recruitment and training, rather than focusing on academic and clinical competency alone. The model could be employed for future research in design of selection techniques for the role of GP.  (+info)


  • The European Personnel Selection Office (EPSO) is responsible for selecting staff to work for the Institutions and agencies of the European Union including the European Parliament, the European Council, the European Commission, the European Court of Justice, the Court of Auditors, the European External Action Service, the Economic and Social Committee, the Committee of the Regions and the European Ombudsman. (
  • EPSO cannot consider any application or CV submitted outside the framework of an official competition or selection procedure. (
  • The eligibility requirements for EPSO selection procedures vary depending on the profile sought. (
  • EPSO also organises the selection of contract agents, who are employed for a temporary period with an initial contract running for a maximum of three to six years, depending on the type of the contract. (
  • EPSO does not organise the selection of temporary agents. (


  • War portal The primary tasks of a Personnel Selection Officer (PSO) require the application of professional behavioural science knowledge and procedures in the assessment of people and human factors that affect working relationships. (
  • They train and monitor PSOs and Military Career Counsellors (MCCs) in the use of interview, personnel assessment and counselling techniques, either at a base or in recruiting centres. (
  • Home / Test Division / Reference Database / 2000 to 2009 / 2009 / Personality assessment in personnel selection using the MMPI-2: A cross-cultural. (
  • International Journal of Selection and Assessment, 7(2), 72-85. (


  • The professional standards of industrial-organizational psychologists (I-O psychologists) require that any selection system be based on a job analysis to ensure that the selection criteria are job-related. (
  • I-O psychologists must evaluate evidence regarding the extent to which selection tools predict job performance, evidence that bears on the validity of selection tools. (
  • Many personnel psychologists serve as human resources specialists, helping organizations with staffing, training, and employee development and management in areas such as strategic planning, quality management, and adjustments to organization changes. (
  • Personnel psychologists apply psychological theories and principles to organizations. (
  • Personnel psychologists use psychological measurement and research findings related to human abilities, motivation, perception, and learning in seeking to improve the fit between the needs of the work organization and those of the people who populate it. (


  • They manage and administer military personnel resettlement programs such as the Second Career Assistance Network (SCAN) at NDHQ, Command Headquarters (CHQs), formations and bases. (
  • Employers may administer personnel selection tests within the scope of background checks that are used to assess the likelihood that employees will engage in dishonest behavior. (


  • He is a lecturer in psychology at Swansea University and widely recognised as an expert in selection. (
  • In the United States of America, members of the Society for Industrial and Organizational Psychology (SIOP) conduct much of the research on selection. (
  • Personnel Psychology is a subfield of Industrial and Organizational Psychology. (
  • Personnel psychology is the area of industrial/organizational psychology that primarily deals with the recruitment, selection and evaluation of personnel, and other job aspects such as morale, job satisfaction, and relationships between managers and workers in the workplace. (
  • this area of psychology deals with job analysis and defines and measures job performance, performance appraisal, employment testing, employment interviews, employee selection and employee training, and human factors and ergonomics. (
  • By the end of the nineteenth century, industrial, or personnel psychology, was developed as a way to understand work behavior. (
  • Munsterberg studied selection and fit in the workplace, and he proposed experimental methods as solutions to business problems in his text, Psychology and Industrial Efficiency (1913). (
  • Walter Dill Scott, also trained by Wundt and a professor at Northwestern University, is credited with the foundation of I/O psychology, as he used such psychology in advertising and in founding the first personnel consulting firm. (
  • Personnel psychology is used in a variety of ways. (
  • Personnel Psychology, 18(2), 179-185. (
  • It can also be used within other areas of psychology , such as career and occupational selection. (


  • Personnel selection systems employ evidence-based practices to determine the most qualified candidates and involve both the newly hired and those individuals who can be promoted from within the organization. (
  • The procedure of personnel selection includes gathering data about the potential candidates with the end goal of deciding suitability and sustainability for the employment in that particular job. (
  • Thus, the banks asked the National Institute of Bank Management (NIBM) to design a selection testing process through which they could hire proficient candidates. (


  • The procedure of selection takes after strategy to gather data around a person so as to figure out whether that individual ought to be utilized. (

Canadian Forces

  • The Personnel Selection Branch (French: Branche des services de la sélection du personnel) is a personnel branch of the Canadian Forces (CF). The Personnel Selection branch was created in the Canadian Army on 18 September 1941. (
  • Officers of the Personnel Selection (PSEL) branch provide behavioural science services to enable the Canadian Forces (CF) to effectively assess, acquire, integrate, and maintain personnel for operational and support roles. (
  • Personnel Selection Officers also teach military leadership, management and behavioural sciences at the Royal Military College of Canada(RMC) and at the Canadian Forces Management Development School (CFMDS). (

employee selection

  • The use of biodata for employee selection: Past research and future directions. (
  • Some of the most important functions it serves range from analyzing corporate culture and individual and group interactions to developing and evaluating employee selection and appraisal techniques. (


  • In 1990, a European astronaut working group reevaluated selection criteria for the selection of European astronauts as Russian researchers have collected personality data on cosmonauts for a number of years. (
  • Examples of personality-oriented integrity test are the Personnel reaction blank, employment inventory from personnel decisions Inc., and the Hogan personality inventory. (

recruitment body

  • The Institute of Banking Personnel Selection also known as IBPS, is a recruitment body that was started with an aim to encourage the recruitment and placement of young graduates in public sector banks in India (except SBI). (


  • To enable the CF to meet its training and personnel requirements, PSOs provide professional advice to military commanders at all levels and conduct personnel applied and advanced behavioural research at the Director General Military Personnel Research Analysis(DGMPRA) at National Defence Headquarters (NDHQ). (
  • They conduct occupational analyses at the Director Personnel Generation Policy at National Defence Headquarters. (


  • Chapter 2: Validity of Selection Methods. (
  • In this respect, selection of personnel has "validity" if an unmistakable relationship can be shown between the system itself and the employment for which the people are ultimately being chosen for. (
  • Raju contributed to the literature on personnel selection (especially validation and utility), psychometrics (especially in the areas of reliability and differential item functioning), and validity generalization/meta-analysis. (


  • Mark Cook is a Chartered Occupational Psychologist with 30 years of experience in selection, appraisal and related training. (


  • Chapter 1: Old and New Selection Methods. (
  • Scott, along with Walter Van Dyke Bingham, worked at the Carnegie Institute of Technology, developing methods for selecting and training sales personnel. (


  • Personnel selection is the methodical process used to hire (or, less commonly, promote) individuals. (
  • Although the term can apply to all aspects of the process (recruitment, selection, hiring, acculturation, etc.) the most common meaning focuses on the selection of workers. (
  • Then again, a selection method may be deemed valid after it has already been executed by directing follow up job analysis and demonstrating the relationship between the selection process and the respective job. (
  • The Notice includes information on the selection criteria, the job profile and duties involved, the number of places on the reserve list, the qualifications and experience required, and the format of the tests at each stage of the selection process. (
  • There has also been an analytical study to identify the skills necessary for long and short duration missions to inform the initial astronaut candidate selection process. (


  • A total of 24 Integrated Personnel Support Centres (IPSCs) and seven satellite centres make up the Joint Personnel Support Unit. (
  • These support centres and their satellite locations provide one-on-one contact and support for serving and former CAF personnel, their families and the families of the fallen. (
  • The Family Liaison Officer is a trained Military Family Resource Centre (MFRC) Social Worker who is located within the IPSC, connecting both Centres to ensure that the widest variety of support is offered to families of CAF personnel who are coping with an illness, injury or special need. (


  • Primary areas of research include: self-injury, the multisymptomatic complex patient (NSSI, ED, trauma), high risk patients, personnel selection/pre-employment selection, and disaster/first responder mental health. (


  • There is a lack of data that related performance to team composition and cohesion due to the evolution of job duties and selection practices over the history of manned spaceflight as well as the limited number of astronauts actually selected (340 U.S. astronauts to date). (


  • For those Canadian Armed Forces (CAF) personnel who have a medical condition that limits their full involvement in their trade or occupation, there are important support mechanisms in place, including the existence of a CAF unit that focuses on their needs. (


  • The strategies used must be in compliance with the various laws in respect to work force selection. (
  • Anótato Symvoúlio Epilogís Prosopikoú, ASEP), is an independent commission, not subject to government control, which is tasked with the selection of personnel for work for the Greek public sector. (


  • Evidence linking crew selection, composition, training, cohesion or psychosocial adaptation to performance errors is uncertain. (


  • They also assess and recommend the suitability of military personnel for special training or employment. (
  • Whether students intend to pursue employment or graduate study, they should utilize the services of the department's advising center and consult with their faculty advisor regarding course selection. (
  • Integrity testing for employment selection became popular during the 1980s. (
  • employment inventory from personnel decisions Inc. was designed to measure employee deviance. (

army personnel

  • citation needed] Private industry set out to emulate the successful testing of army personnel. (
  • Robert Yerkes, along with Walter Van Dyke Bingham and Scott, headed the selection and placement of army personnel with their Army Alpha and Army Beta tests. (


  • The requirements for a selection system are characteristics known as KSAOs - knowledge, skills, ability, and other characteristics. (


  • Personnel Selection Officers assist CF members with their professional development, accreditation and transition to civilian life, and provide second career assistance in the form of workshops and counseling to CF members transitioning to a second career. (
  • The Joint Personnel Support Unit (JPSU) provides personal administrative support and programs to ill or injured CAF members of the Regular and Reserve Force who have a medical condition that precludes them from returning to their normal place of duty for a period of six months or more. (
  • What services are available for CAF members through the Joint Personnel Support Unit? (
  • During the selection of crew members, throughout their training and during their psychosocial adaptation to the mission environment, there are several opportunities to encourage optimal performance and, in turn, minimize the risk of failure. (
  • Also, there are reasons to believe that ground support personnel and crew members experience many of the same basic issues regarding teamwork and performance. (

human resources

  • On 5 Nov 07, the Chief of Military Personnel announced that the Personnel Selection branch was to merge with the Training Development branch along with some unspecified elements of the Logistics Branch to form a new Human resources branch. (
  • Human Resources personnel found integrity tests were an improvement over polygraph tests. (


  • Typically, BIBs are designed to predict success in a particular job because they contribute to a predictor sample, which is used to make personnel selection decisions. (
  • These tests may weigh in on the final personnel decisions. (


  • larger organizations hire consultants or firms that specialize in developing personnel selection systems. (
  • Chinese civil servant exams, established in AD 605, may be the first documented "modern" selection tests, and have influenced subsequent examination systems. (
  • As a scientific and scholarly field, personnel selection owes much to psychometric theory and the art of integrating selection systems falls to human resource professionals. (


  • Clear and accessible, Personnel Selection will continue to be the guide that students and professionals alike turn to for practical advice in this complex field. (


  • In this way, a vital piece of selection is Job Analysis. (


  • Selection, training, cohesion and psychosocial adaptation influence performance and, as such, are relevant factors to consider while preparing for costly, long-duration spaceflight missions in which the performance objectives will be demanding, endurance will be tested and success will be critical. (


  • Over the course of his career, Raju authored over 150 publications and presentations and was editor or reviewer for more than 24 professional journals and served on the United States Department of Defense Advisory Committee on Military Personnel Testing from 1989 to 1992. (


  • The regression bias method: A unified approach for detecting item bias and selection bias. (


  • These test helped to bring attention to testing as a form of selection and their uses in practical applications. (


  • She is active in critical incident response with first responders and law enforcement personnel. (


  • What is the Joint Personnel Support Unit? (
  • What support can a CAF member's family receive through the Joint Personnel Support Unit? (