人员选拔

人员选拔中的不准确性来源及对策

The Sources and Counter - measures of Inaccuracy in Personnel Selection

人员选拔研究的新进展

New Progress in Personnel Selection

情景测验在人员选拔中的应用自我职业选择测验（SDS）的试用报告

The application of situational test in employment selection A report on the use of Self-Directed Search Inventory

人格测量在人员选拔中应用的研究进展

Researches on the Application of Five-Factor Model in Structured Employment Interviews

维和医疗分队人员选拔策略

Selection Strategy of Medical Contingent Members of UN Peacekeeping Troop

电子产品零售业销售人员选拔量表的编制

A Research on the Measurement Scales for Selection of Electronics Retail Salesperson

运用人与生俱来的思维产生方式进行人员选拔和维持。

The role inborn thought processes plays in staff selection and retention .

领导人员选拔考试方法研究

A Study of the Leader-Selecting Method Through Examinations

目的探讨发作性头痛的脑波涨落图特征，为航空航天作业人员选拔提供参考方法。

Objective To offer reference of the screening procedure for aircrew and astronaut selection .

基于心理测评的煤矿安全从业人员选拔调配研究

Research on the Selection and Arrangement of Safety Personnel in Coal Mine Based on the Psychological Evaluation

本文在大量的文献基础上，从三个方面介绍了近十余年来人员选拔的新进展：预测源内容和过程研究、新兴选拔模式和内容研究、选拔有效性研究。

On the basis of extensive literature review , the recent development of personnel selection in three research areas are examined .

目的为探讨在飞行人员选拔时采用立体视觉检查的必要性及用白噪声图检查立体视觉的飞行人员选拔标准。

Objective To investigate the necessity of employing stereopic examination in selection of flying cadets , and set a criterion for it .

研究的焦点慢慢从职位分析、人员选拔、报酬方案转移到员工的心理。

The focus of study has moved from job analysis , personnel selection , and compensation scheme to the psychology of employees .

在对现行的人员选拔模型的优劣势进行分析后提出了相应的对策及建议。

Corresponding strategies and suggestions are also presented after the analysis of both advantages of disadvantages of the current personnel selection models .

本研究旨在对角色扮演测评技术在中层管理人员选拔中的应用进行探讨。

This study was in purpose of discussing the application of the role playing evaluation technology which was used in the administrative personnel selection .

再次，从组织结构、程序、规模、人员选拔、机制等方面分析了自组织团队如何进行组织设计。

Thirdly , the article argues the SORT organizational design methods , respectively from organization structures , procedures , scales , personnel selection and mechanism .

在日益激烈的全球竞争中，一个组织的报酬系统，人员选拔系统以及组织结构需要转移到以能力为中心。

In the global competitive environment , reward systems , selection systems , and the structure of organizations need to change to focus on competencies .

本文将企业内部的晋升问题分解为晋升人员选拔和岗位分配问题，首次将智能理论应用于企业内部晋升问题的研究。

Promotion inside the enterprise is divided into selection of promotion and job-matching and intelligent theory is applied to study promotion question inside the corporation .

胜任力模型可以帮助企业更好地实现岗位分析、人员选拔及招聘、培训、业绩管理、职业生涯规划等功能。

Competency model can help enterprises better realize the job analysis , selection and recruitment , training , performance management , career planning and other functions .

视觉表象能力是空间智能的核心要素，很多特殊职业均需求具备较高空间能力的个体，因此对视觉表象的研究在人员选拔和作业绩效的评定方面有较为重要的意义。

Ability of visual image is the essence of spatial intelligence , and individuals with high spatial ability are needed in a lot of special occupations .

心理旋转测验已作为一种诊断空间认知能力的技术广泛地应用于临床、人员选拔等领域。

The mental rotation tests were used widely in fields of clinical medicine , personnel assessment and so on as tools to diagnosing human beings ' spatial abilities .

当组织计划建立虚拟团队时首先应当确定的团队任务及相关决策，其中的重点是使命描述、人员选拔以及任务设计。

Preparations contains tasks and decisions that are relevant when an organization is planning to implement virtual teams , including mission statement , personnel selection , task design , etc.

结论此结果为发作性头痛提供了可参考的功能性评价指标，也对航空航天作业人员选拔有参考意义。

Conclusion It not only offered a parameter for pathophysiological and functional evaluation of paroxysmal headache , but also provided reference of the screening procedure for aircrew and astronaut selection .

其中人的问题主要又包括：传统观念、知识构成与人员选拔、职业共同体的失魂、辩护方无法壮大和检察官不能独立自主这几个方面。

Major problems which were also included : traditional values , Unscientific knowledge and personnel selection , professional community non-preformed , the defense can not grow stronger and prosecutors can not independence to decide their public affairs .

职业价值观可以反映学生的择业方向和标准、构成职业素质、用于素质测评，对于学生择业、人员选拔和配置十分重要。

As Professional Values can present student 's job choice orientation and norm , compose vocational diathesis and be applied to personal assessment , it is very important for student 's job choice , personal selection and arrangement .

具有一定的理论意义及应用价值，为高应激、高认知负荷及高危险性职业人员选拔中较难评价的情绪层面提供了研究方法。

Meanwhile , this research provides a way of selecting persons who engage in the field full of high stresses , high cognitive loads and dangers . It is of theoretical value and can be applied to a certain extent .

第一次世界大战以来，美国军事心理学发展迅速并广泛地应用于军事领域，从人员选拔、训练绩效、战斗士气以及心理健康等方面促进了部队战斗力的提高。

American military psychology has developed rapidly and been applied abroad to military fields , such as personal recruitment , training performance , fighting sprits and mental health since the First World War , which has improved the army 's battle effectiveness .

本文在比较分析情景测验方法与传统人员选拔方法的基础上，说明情景测验正成为识别人才、选拔人才行之有效的方法。同传统选拔方法相比，情景测验预测效度更高，真实性更强。

By comparing traditional methods of selection and situational tests , this paper considers that situational tests have higher predictive validity and facticity in employment selection and management selection Nevertheless , We must pay more attention to some issues in application of situational tests .

通过数理分析方法来分析测量结果，增加各种胜任特征的认知度，了解胜任特征之间的内部关系，目的在于有效有针对性的组织人员选拔，最终获得理想的比赛成绩。

Through the methods of mathematical analysis analyze the measurement results , increasing the awareness of a variety of competency to understand competent internal relations between the characteristics , the purpose of effective targeted training in the organization of competitions , and ultimately get a good competition results .

国有企业经营管理中存在的管理人员选拔任用机制不合理、员工激励机制不健全、未能建立有效的评估体系、缺乏合理的薪酬结构、未能建立员工长期职业发展规划等是造成人才流失的根本原因；

But the basic reason lays in mismanagement , such as the unreasonable mechanism for manager selection and appointment , the imperfect incentive mechanism , the failure to establish effective assessment systems , the absence of reasonable salary structures , and the lack of long-term staff development plans .