Abstract:
Work of personnel services and the administrative board of any organization is inevitably connected with necessity of search and selection of the personnel. Selection of the staff is one of the major functions of management as people provide an effective utilization of any kinds of the resources which are available at the disposal of the organization, and on people finally depends its economic parameters and competitiveness. The personnel is the motor of any organization. Mistakes at selection of the staff - especially when it is a question of the managerial personnel – can cost too much. Losses of the organization from erroneous decisions, failures, marriage is only a part of those charges which should be born as a result of unsatisfactory work on selection of the new staff. Search and selection of the personnel is traditionally considered as function of personnel services. However effective process of selection demands participation in it of heads of all divisions for whom employees are selected. Considering function of selection of the personnel as an exclusive duty of personnel services, it is necessary to note, that functioning of the given service is caused by obligatory performance of some the basic functions:
Search and selection of the staff;
Motivation of the personnel;
Personnel planning;
Formation of personnel culture;
Training of the personnel.
Presently the set of reliable and effective technologies of selection of the personnel is developed. The modern level of development of a science allows to use the most different methods of search of the necessary experts and to apply the complex multistage systems of selection, covering all of the characteristics of the person. In the given part of work it will be a question of these technologies and systems of selection of the personnel, their merits and demerits, within the limits of the primary goals decision in the field of search and selection of the personnel. The overall objective of research, was to learn, whether there is an opportunity of use of concrete psychological tools for selection of the candidate for work and whether there is a universal diagnostic psychological tool for definition of psychological characteristics which guarantee success in a post? For today there is no one optimum (universal) psychological tool for a set of the personnel, therefore the organization should own all set of receptions for an estimation of candidates and use them depending on a specific target. The majority of experts converge in opinion, that for achievement of success at reception of the candidate for work it is necessary to use, at least, three methods of an estimation of candidates. Having analyzed answers of participants of interrogation, I make a conclusion, that in psychology there are rather successful and suitable tools which are capable to define the qualities of the candidate necessary for successful work on a new post. By means of interrogation, I managed to solve, put by me in the beginning of the fourth part of my work, problem. That is, the Hypothesis 1 and the Hypothesis 2 it was possible to confirm.
