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1

Fixation of Setting as a Method of Professional Selection and Psychological Correction of Police Officers

100%
Karpenko V.
Internal Security
|
2013
|
vol. 5(2)
185-192
EN
The purpose of this article is to analyze the characteristics and determinants of mental activity in terms of theory of setting and to define diagnostic and corrective productive use of this theory as methodological psychological instruments. Subject’s state of readiness to activity as a configuration of his psychophysiological forces at a particular moment should be described as the state of actual setting. The actual setting of the subject is formed on the basis of “meeting” between the need and the situation of its satisfaction. The process of fixing a setting in a subject displays dynamic aspect of mental activity, its structure, and has significant individual differences. Such individual peculiarities of the process of fixing and fading of setting have an important differential psychological significance, and can be used for professional selection and individual approach in education and training of police officers. Important differential criteria include excitability (the speed of fixing it) — low, medium and high, and dynamics-statics, determined by the amount of illusory perception in the experiment. Impossibility of fixing a setting is quite rare and usually refers to cases of deep pathology. Some of the advantages of this technique include the short-term procedures, the presence of a large range of corrective effects on the health, mental and physical performance, possibility of multiple and effective use of the method, etc. The article proposes options of using the method of setting fixing as a component in the structure of the professional selection of police officers and correction of their states, abilities to efficient adaptation.
2

Role Patterns in it Projects Teams: Design of a Selection Module Using Fuzzy Logic Techniques

100%
Bach-Dąbrowska I., Wojnar J.
Foundations of Management
|
2013
|
vol. 5
|
issue 1
7-20
EN
This paper introduces an approach based on role patterns and modelling by the use of fuzzy logic tool for selection process with limitation to the area of IT projects environment. The article shows a concept of role pattern structures and their further usage in process of forming a fuzzy model dedicated to candidate assessment process support
3
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IMPLEMENTING EVOLUTIONARY ALGORITHM INTO TRAINING SINGLE-LAYER ARTIFICIAL NEURAL NETWORK IN CLASSIFICATION TASK

75%
Płaczek S.
Information Systems in Management
|
2016
|
vol. 5
|
issue 3
377-388
EN
The article proposes implementing a modified version of genetic algorithm in a neural network, what in literature is known as “evolutionary algorithm” or “evolutionary programming”. An Evolutionary Algorithm is a probabilistic algorithm that works in a set of weight variability of neurons and seeks the optimal value solution within a population of individuals, avoiding the local maximum. For chromosomes the real value variables and matrix structure are proposed to a single-layer neural network. Particular emphasis is put on mutation and crossover algorithms. What is also important in both genetic and evolutionary algorithms is the selection process. In the calculation example, the implementation of theoretical considerations to a classification task is demonstrated.
4
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Preliminary selection in the decision-making process of venture capital funds

75%
GRZECH A.
|
2009
|
vol. 19
|
issue 1
27-35
EN
In the paper the criteria of preliminary selection used by venture capital funds were described. Two methods of carrying out selection were characterised. Next, a model of the process of preliminary selection, based on the parallel method, was presented. An example of such a selection procedure was considered, in order to illustrate its use in practice.
PL
Selekcja wstępna ma na celu wybranie spośród wielu chętnych do pozyskania kapitału spółek tylko tych, których profil jest zgodny ze strategią inwestycyjną funduszu. Opiera się kryteriach selekcji. Na tym etapie procesu decyzyjnego nie jest konieczna dokładna analiza zgłaszanego projektu, zatem selekcja może odbywać się automatycznie poprzez stwierdzenie, czy dana spółka spełnia kryteria, czy też nie. Można rozważać dwie metody: szeregową (rys. 1) i równoległą (rys. 2), z których metoda równoległa jest bardziej uniwersalna i pozwala na większą elastyczność. W oparciu o zaproponowaną metodę zbudować można model procesu (rys. 3), a następnie na jego podstawie narzędzie, dzięki któremu przeprowadzenie procesu selekcji stanie się łatwe i szybkie. Omawiany proces składa się z dwóch etapów: etap pierwszy, który można nazwać przygotowawczym, obejmuje określenie kryteriów selekcji, nadanie im wag oraz ustalenie wartości progowej stopnia spełnienia kryteriów. Etap drugi – właściwej realizacji procesu – polega na ustaleniu, czy spółka spełnia każde z kryteriów. Decyzja o tym, czy spółka zostanie zaakceptowana czy odrzucona, podejmowana jest samoczynnie w oparciu o ustalone przez decydenta parametry.
5
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Wykorzystanie metody assessment center do selekcji menedżerów sprzedaży korporacji ubezpieczeniowo-finansowej. Analiza przypadku

51%
Jóźwik M.
Zarządzanie Zasobami Ludzkimi
|
2018
|
issue 2 (121)
63-79
PL
W latach 2006–2012 w Zakładzie Ubezpieczeń X (jedna z wiodących organizacji ubezpieczeniowych w Polsce, nazwa utajniona z powodu poufności omawianych danych) do oceny kompetencji kandydatów na kierowników grup sprzedaży stosowano badania metodą assessment center (AC). Celem badania opisanego w artykule było porównanie zachowań prezentowanych przez osoby kandydujące na stanowisko kierownika grupy (KG) ze wzorcem skutecznych zachowań menedżera, opisanym w profilu kompetencyjnym dla tego stanowiska pracy.
EN
Insurance Company X (a leading insurance company in Poland whose real identity must remain confidential due to the data discussed) applied the assessment center (AC) evaluation method over the years 2006–2012 to assess the competence of candidates for unit manager. The aim of the study as described in the article is to compare the behaviors of candidates for the position of unit manager with the pattern of behaviors of effective managers as described in the competency profile for the job.
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