Программно-аппаратный комплекс обеспечения профессиональной деятельности психолога органов внутренних дел
The punch line of the book “Verbal Phenomenology of the Quality of Human Life Considered in the Sense of Psycholinguistic and Psycho-Pedagogical Methods and Approaches to its Optimization” could be defined as a study developed through systematic analysis of the major psycholinguistic aspects of language image reflected in the general picture of human life with respect to their links with linguistic,existential,aesthetic,cathartic,philosophical,literary,pedagogical,psychological,medical and biological scholarly approaches to the quality of life in the context of activity paradigm. The results of the theoretical study have been incorporated into a practical course aimed at optimization of the quality of human life through language acquisition within the platform under view.
This article is devoted to ethnic stereotypes of female recruiters towards candidates of four ethnic groups: Russian, Armenians, Uzbeks and Jews. The study is based on measurement technique developed by the authors. It reflects the main stages of recruitment. According to the study the number of dropouts or promotions at various stages of selection process is not connected with the nationality of the candidate. Nevertheless, ethnic stereotypes are found in personal characteristics and occupation attribution, which were ascribed to candidates of different nationalities by recruiters. The most stereotyped groups from those which had been studied are Uzbek and Jewish – their representatives had been characterized by opposing personal qualities. Thus, Jewish candidates were associated with managerial positions, while applicants of the Uzbek national group were suggested to pretend on the positions on the manager or assistant level
In the article the author analyzes the current estimation methods, which are used by recruiters: interviews, assessment centers, testing (professional and personal), verification of recommendations, graphology. The strategy of conducting the interview as the main method of candidates evaluation in the recruitment activities is described in detail. The author singles out the advantages and limitations of each strategy and explores some of the opportunities to use technology assessment depending on the principles of the personnel selection.
In the present article the factors having impact on the decision of a recruiter at personnel selection are considered. These factors were allocated on the basis of the analysis of scientific literature and expert opinion. They are as follows: education, experience, appearance, knowledge, abilities, skills, knowledge of English, competence, coincidence of values, existence of recommendations, a sex, age, motivation for work in the company, recruiter. The special attention is paid to coincidence (congruence) of values of the candidate and the company as to a factor whichis considered in practice of the large companies. The article generalizes the results of the research, carried out in the Russian division of the international company at thebeginning of 2014. Data were collected during competence-based interviews with candidates for vacancies of professionals without managerial responsibilities. In total 127 interviews were collected. On the basis of the data analysis the model of recruiter’s decisionmaking was constructed, taking into account the statistical significance of factors. The hypothesis that candidates with the values corresponding toshared values of the company, are more successful when passing interview, than those candidates which values don’t correspond to shared values of the company was confirmed. The research findings had practical implication. They promoted the decision to a practical problem in the investigated company — creation of the training program for recruiters taking into account the significant factors defining successful passing of selection process in the company. The scientific originality of results consists in checking the influence of such ill-studied factor, as congruence of values.