Are city personnel selections methods cost effective?
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Are city personnel selections methods cost effective?

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Published by The Laboratory in Washington, D.C .
Written in English

Subjects:

  • Municipal officials and employees -- Recruiting,
  • Personnel management

Book details:

Edition Notes

StatementPublic Service Laboratory, Georgetown University
SeriesStaffing services to people in the cities -- no. 5
The Physical Object
Pagination140 p. ;
Number of Pages140
ID Numbers
Open LibraryOL15235892M

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  Personnel selection and placement 1. CHAPTER 6: PERSONNEL SELECTION AND PLACEMENT Learning Objectives After studying this chapter you should be able to: 1. Establish the basic scientific properties of selection methods— reliability, validity, and generalizability. 2. "Cost-Benefit" Analysis Applied to Personnel/Human Resource Management Decisions. Abstract [Excerpt] Every model for improving quality in manufacturing or service emphasizes the need to understand customer or client needs, measure achievements in terms of those needs, and use measurements to adjust processes so that the needs are better met. Cost-effectiveness analysis helps identify ways to redirect resources to achieve more. It demonstrates not only the utility of allocating resources from ineffective to effective interventions, but also the utility of allocating resources from less to more cost-effective interventions. For example, a study by the National Center for Policy File Size: KB. Total review cost of training selection methods My previous post described in some detail the conditions of finite population annotation that apply to e-discovery. To summarize, what we care about (or at least should care about) is not maximizing classifier accuracy in itself, but minimizing the total cost of achieving a target level of recall.

By Brett Meade, Ed.D. Deputy Chief of Police University of Central Florida Ask any law enforcement executive worldwide to list the most challenging internal issue facing their respective agencies, and the vast majority will mention recruiting, selecting and retaining sworn personnel. The fact is, given the current environment of the policing profession, recruiting the next [ ]. Recruitment and Selection 1 Recruitment and Selection is an important operation in HRM, designed to maximize employee strength in order to meet the employer's strategic goals and objectives. In short, Recruitment and Selection is the process of sourcing, screening, . Selecting staff comprises two main stages: shortlisting and assessment. Throughout both stages employers should ensure that their selection methods treat candidates fairly, without discrimination or bias, and that selections are made based on the candidate’s ability to perform the role, contribute to the organisation and their potential for development. The CPO is central to a fair, transparent and effective outsourcing process. While the decision is ultimately reserved for the elected body, or senior executive, the CPO is prepared to provide informed insight on market structure, cost, risk, competitive methods and contract form as these factors impact the quality and cost of services.