Through varying personnel selection methods, corporations have obtained suitable employees. In the public, corporations use numerological ways to select employees can not to announce. This paper is to collect opinions of numerologists and corporations who have had the experience of use numerological ways to select employees, and to understand that selection by using numerological ways whether effects or not. The examination is done by analyzing tests materials collected from numerologists and corporations who have had the experience of use numerological ways to select employees. This research finds potential interviewers by leave messages at numerological websites. During interview, there is no job seeker has experience of numerological ways selection be find. Opinions of numerologists and corporations who have had the experience of use numerological ways to select employees are classified into two categories. Numerologists and corporations who have had the experience of use numerological ways to select employees think select employees by numerological way can be used. They think can screening job seeker¡¦s resume by Zewei numerology, Horoscope and blood type, and using Face reading in interview.

<p>Candidates’ attitudes towards various personnel selection methods get attention of organizational and work psychology specialists because of various reasons. The most important reason is that individuals’ attitudes towards personnel selection methods influence their latter behavior. Although there is a substantial amount of studies carried out in different countries, there is no data from Lithuanian and Swedish samples. The aim of current study was to analyze the attitudes towards personnel selection methods among Lithuanian students, Lithuanian employees and Swedish students. The participants (197 students and 86 employees) filled in a questionnaire, which includes short descriptions of 10 personnel selection methods as well as items about fairness of these methods. According to the results of the study, work-sample tests were ranked as the fairest personnel selection method in the Lithuanian sample. The fairest personnel selection methods in Swedish sample were work-sample tests, interview, resumes, and personal references. Lithuanian students ranked the fairness of written ability test and honesty test more favorably than Swedish students, but Swedish students tended to rank as more favorable interview, resumes, personal references and personal contacts. Personal contacts and graphology were ranked the lowest on fairness dimension in Lithuanian sample, and Swedes ranked only graphology as the least fair personnel selection method. Lithuanian employees ranked personal references, personal contacts and graphology more favorably than Lithuanian students. In Lithuanian students sample, perception of personnel selection method as a scientifically proved, logic and precise or providing an opportunity to show one’s skills, had the strongest connection with favorability ranking of personnel selection method’s fairness. In the Lithuanian employees and the Swedish students samples, perception of the method as logic or providing an opportunity to show one’s skills, had the strongest link with fairness.</p>

Candidates’ attitudes towards various personnel selection methods get attention of organizational and work psychology specialists because of various reasons. The most important reason is that individuals’ attitudes towards personnel selection methods influence their latter behavior. Although there is a substantial amount of studies carried out in different countries, there is no data from Lithuanian and Swedish samples. The aim of current study was to analyze the attitudes towards personnel selection methods among Lithuanian students, Lithuanian employees and Swedish students. The participants (197 students and 86 employees) filled in a questionnaire, which includes short descriptions of 10 personnel selection methods as well as items about fairness of these methods. According to the results of the study, work-sample tests were ranked as the fairest personnel selection method in the Lithuanian sample. The fairest personnel selection methods in Swedish sample were work-sample tests, interview, resumes, and personal references. Lithuanian students ranked the fairness of written ability test and honesty test more favorably than Swedish students, but Swedish students tended to rank as more favorable interview, resumes, personal references and personal contacts. Personal contacts and graphology were ranked the lowest on fairness dimension in Lithuanian sample, and Swedes ranked only graphology as the least fair personnel selection method. Lithuanian employees ranked personal references, personal contacts and graphology more favorably than Lithuanian students. In Lithuanian students sample, perception of personnel selection method as a scientifically proved, logic and precise or providing an opportunity to show one’s skills, had the strongest connection with favorability ranking of personnel selection method’s fairness. In the Lithuanian employees and the Swedish students samples, perception of the method as logic or providing an opportunity to show one’s skills, had the strongest link with fairness.

Candidates’ attitudes towards various personnel selection methods get attention of organizational and work psychology specialists because of various reasons. The most important reason is that individuals’ attitudes towards personnel selection methods influence their latter behavior. Although there is a substantial amount of studies carried out in different countries, there is no data from Lithuanian and Swedish samples. The aim of current study was to analyze the attitudes towards personnel selection methods among Lithuanian students, Lithuanian employees and Swedish students. The participants (197 students and 86 employees) filled in a questionnaire, which includes short descriptions of 10 personnel selection methods as well as items about fairness of these methods. According to the results of the study, work-sample tests were ranked as the fairest personnel selection method in the Lithuanian sample. The fairest personnel selection methods in Swedish sample were work-sample tests, interview, resumes, and personal references. Lithuanian students ranked the fairness of written ability test and honesty test more favorably than Swedish students, but Swedish students tended to rank as more favorable interview, resumes, personal references and personal contacts. Personal contacts and graphology were ranked the lowest on fairness dimension in Lithuanian sample, and Swedes ranked only graphology as the least fair personnel selection method. Lithuanian employees ranked personal references, personal contacts and graphology more favorably than Lithuanian students. In Lithuanian students sample, perception of personnel selection method as a scientifically proved, logic and precise or providing an opportunity to show one’s skills, had the strongest connection with favorability ranking of personnel selection method’s fairness. In the Lithuanian employees and the Swedish students samples, perception of the method as logic or providing an opportunity to show one’s skills, had the strongest link with fairness.

<p>Candidates’ attitudes towards various personnel selection methods get attention of organizational and work psychology specialists because of various reasons. The most important reason is that individuals’ attitudes towards personnel selection methods influence their latter behavior. Although there is a substantial amount of studies carried out in different countries, there is no data from Lithuanian and Swedish samples. The aim of current study was to analyze the attitudes towards personnel selection methods among Lithuanian students, Lithuanian employees and Swedish students. The participants (197 students and 86 employees) filled in a questionnaire, which includes short descriptions of 10 personnel selection methods as well as items about fairness of these methods. According to the results of the study, work-sample tests were ranked as the fairest personnel selection method in the Lithuanian sample. The fairest personnel selection methods in Swedish sample were work-sample tests, interview, resumes, and personal references. Lithuanian students ranked the fairness of written ability test and honesty test more favorably than Swedish students, but Swedish students tended to rank as more favorable interview, resumes, personal references and personal contacts. Personal contacts and graphology were ranked the lowest on fairness dimension in Lithuanian sample, and Swedes ranked only graphology as the least fair personnel selection method. Lithuanian employees ranked personal references, personal contacts and graphology more favorably than Lithuanian students. In Lithuanian students sample, perception of personnel selection method as a scientifically proved, logic and precise or providing an opportunity to show one’s skills, had the strongest connection with favorability ranking of personnel selection method’s fairness. In the Lithuanian employees and the Swedish students samples, perception of the method as logic or providing an opportunity to show one’s skills, had the strongest link with fairness.</p>

Kandidatų požiūriai į įvairius atrankos metodus traukia organizacinės ir darbo psichologijos atstovų dėmesį dėl įvairių priežasčių, viena svarbiausių jų – tai, jog individų požiūriai į personalo atrankos metodus įtakoja jų vėlesnį elgesį. Ir nors tyrimų atlikta skirtingose šalyse nemažai, tačiau jokių duomenų nerandama Lietuvos ir Švedijos imtims. Šiame darbe iškeliamas tikslas - ištirti lietuvių studentų, lietuvių darbuotojų ir švedų studentų požiūrį į personalo atrankos metodus. Tiriamieji (197 studentai ir 86 darbuotojai) pildė Steiner ir Gilliland (1996) klausimyną, kurį sudaro trumpi 10 atrankos metodų aprašymai ir teiginiai apie šių metodų teisingumą. Rezultatai parodė, jog darbo pavyzdžio testai vertinami kaip teisingiausias personalo atrankos metodas lietuvių imtyje. Švedų imtyje teisingiausi personalo atrankos metodai yra šie: darbo pavyzdžio testai, interviu, gyvenimo aprašymas, asmeninės rekomendacijos. Lietuviai studentai palankiau vertina gebėjimų testų, sąžiningumo testų teisingumą nei švedai studentai, tačiau švedai studentai palankiau nei lietuviai studentai vertina interviu, gyvenimo aprašymą, asmenines rekomendacijas ir asmenines pažintis. Prasčiausiai teisingumo atžvilgiu lietuviai vertina asmenines pažintis ir grafologiją, o švedų grupėje vien tik grafologija vertinama kaip mažiausiai teisinga personalo atrankos procedūra. Lietuviai darbuotojai asmeninių rekomendacijų, asmeninių pažinčių ir grafologijos teisingumą vertina palankiau nei lietuviai... [toliau žr. visą tekstą] / Candidates’ attitudes towards various personnel selection methods get attention of organizational and work psychology specialists because of various reasons. The most important reason is that individuals’ attitudes towards personnel selection methods influence their latter behavior. Although there is a substantial amount of studies carried out in different countries, yet there is no data for Lithuanian and Swedish samples. The aim of current study is to analyze the attitudes towards personnel selection methods among Lithuanian students, Lithuanian employees and Swedish students. Participants of the study (197 students and 86 employees) filled in the questionnaire, which includes short descriptions of 10 personnel selection methods as well as items about fairness of these methods. According to the results of the study, work-sample tests are ranked as the fairest personnel selection method in Lithuanian sample. The fairest personnel selection methods in Swedish sample are work-sample tests, interview, resumes, and personal references. Lithuanian students rank the fairness of written ability test and honesty test more favorably than Swedish students, but Swedish students tend to rank more favorably interview, resumes, personal references and personal contacts. Personal contacts and graphology were ranked the lowest on fairness dimension in Lithuanian sample, and Swedes ranked only graphology as the least fair personnel selection method. Lithuanian employees rank personal... [to full text]

Chlorophyll fluorescence imaging has now become a versatile and standard tool in fundamental and applied plant research. This method captures time series images of the chlorophyll fluorescence emission of whole leaves or plants upon various illuminations, typically combination of actinic light and saturating flashes. Several conventional chlorophyll fluorescence parameters have been recognized that have physiological interpretation and are useful for, e.g., assessment of plant health status and early detection of biotic and abiotic stresses. Chlorophyll florescence imaging enabled us to probe the performance of plants by visualizing physiologically relevant fluorescence parameters reporting physiology and biochemistry of the plant leaves. Sometimes there is a need to find the most contrasting fluorescence features/parameters in order to quantify stress response at very early stage of the stress treatment. The conventional fluorescence utilizes well defined single image such as F0, Fp, Fm, Fs or arithmetic combinations of basic images such as Fv/Fm, PSII, NPQ, qP. Therefore, although conventional fluorescence parameters have physiological interpretation, they may not be representing highly contrasting image sets. In order to find the effect of stress treatments at very early stage, advanced statistical techniques, based on classifiers and feature selection methods, have been developed to select highly contrasting chlorophyll fluorescence images out of hundreds of captured images. We combined sets of highly performing images resulting in images with very high contrast, the so called combinatorial imaging. The application of advanced statistical methods on chlorophyll fluorescence imaging data allows us to succeed in tasks, where conventional approaches do not work. This thesis aims to explore the application of conventional chlorophyll fluorescence parameters as well as advanced statistical techniques of classifiers and feature selection methods for high-throughput screening. We demonstrate the applicability of the technique in discriminating three species of the same family Lamiaceae at a very early stage of their growth. Further, we show that chlorophyll fluorescence imaging can be used for measuring cold and drought tolerance of Arabidopsis thaliana and tomato plants, respectively, in a simulated high ? throughput screening.

Resumo: Objetivo deste trabalho foi a identificação das formas de competição em testes de progênies de eucalipto e a influencia desta nos parâmetros genéticos e na seleção. Foram usados dados de dois testes de progênies de polinização aberta de eucalipto, instalados no delineamento em blocos casualizados. O experimento 1 (EXP1) foi constituído por quatro testemunhas (clones) e 49 progênies e o experimento 2 (EXP2) por 44 progênies, ambos com seis repetições e parcelas lineares de 10 plantas. Em três idades (aos 2, 4 e 7 anos para o EXP1 e aos 3, 5 e 7 anos para o EXP2), avaliou-se o crescimento em altura (ALT), o diâmetro à altura do peito (DAP) e o volume comercial de madeira com casca (VOL), analisando-se os dados pela metodologia REML/BLUP. Para VOL aos sete anos de idade foi feita a análise de covariância para identificação da competição e suas formas através de sete covariáveis: índice de competição de Hegyi (IC), auto-competição (AT), alo-competição (AL), média da autocompetição (MAT), média da alocompetição (MAL) e media aritmética dos quatro (M4) e oito vizinhos mais próximos (M8). O efeito dessas covariáveis foi estudado individualmente e em todas as suas possíveis combinações, avaliando-se as alterações em todos os componentes de variância. Ainda aos sete anos foi efetuada a seleção para os três caracteres, com e sem o auxílio de covariáveis de competição e, para VOL, em todas as idades, foi simulada a seleção com e sem o auxilio de covariáveis de competição, comparando-se os parâmetros genéticos e a eficiência da seleção precoce em relação à idade adulta. A auto-competição parece causar menor variabilidade genética e erro entre parcelas, já a alo-competição interfere de forma oposta. A rotina de análise que apresentou melhores resultados foi a que incluiu as covariáveis MAT/IC. A competição intergenotípica causa... (Resumo completo, clicar acesso eletrônico abaixo) / Abstract: The aim in this study was to identify the forms of competition in eucalyptus progeny tests and their influence on genetic parameters and selection. Data from two progeny tests of open pollinated families of eucalyptus were used. The plants were set up in a randomized plot design, in which experiment 1 (EXP1) comprised four control (clones) and 49 families and experiment 2 (EXP2) comprised 44 families. Both experiments consisted of six replications and linear plots of 10 plants. At three ages (2, 4 and 7 years old for EXP1 and 3, 5 and 7 years old for EXP2), growth was assessed in terms of height (H), diameter at breast height (DBH) and commercial volume of wood with bark (VOL). The data were analyzed using the REML/BLUP methodology. For VOL at seven years old, covariance analysis was performed to identify the competition and its forms, through seven covariables: Hegyi competition index (HCI), autocompetition (AUT), allocompetition (AL), mean autocompetition (MAT), mean allocompetition (MAL) and arithmetic mean of the closest four (M4) and eight (M8) neighbors. The effect from these covariables was studied singly and in all possible combinations, and the changes to all variance components were evaluated. Selection for three characteristics with or without the aid of competition covariables was also done after seven years old. For VOL, at all ages, selection with or without competition covariables was simulated by comparing the genetic parameters and early selection efficiency in relation to mature age. Autocompetition seemed to cause less genetic variability and error between plots, while allocompetition had the opposite effect. The analysis routine that presented the best results was the one that included the MAT and HCI covariables. Intergenotype competition caused selection bias among the eucalyptus open pollinated families and might have given rise to incorrect choice of genetic... (Complete abstract click electronic access below) / Orientador: Rinaldo César de Paula / Coorientador: Dilermando Perecin / Banca: Miguel Luiz Menezes Freitas / Banca: Alexandre Magno Sebbenn / Banca: Mario Luiz Teixeira de Moraes / Banca: José Roberto Moro / Doutor

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Introduktion - Vid rekrytering, tycker arbetsgivare att de traditionella metoderna är en kostsam process som tar tid och bidrar med för lite information för att göra en lyckad rekrytering. Sociala mediers framväxt, har bidragit med en annan form av information som har fått arbetsgivare att vilja använda sociala medier i rekryteringsprocessen. Det finns många fördelar med att använda sociala medier, dock finns det minst lika många nackdelar. Syfte - Syftet med denna uppsats är att öka medvetenheten hos arbetsgivare om användandet av sociala medier vid granskning av profiler i rekryteringsprocessen. Problemformulering - För att besvara vårt syfte valde vi att utgå från två problemformuleringar; hur använder arbetsgivare sociala medier vid granskning av profiler i rekryteringsprocessen samt vilka fördelar respektive nackdelar finns det med användandet av sociala medier för arbetsgivare när de granskar kandidaters profiler i rekryteringsprocessen? Metod - Vi utgick från en deduktiv ansats och kvantitativ metod. Vi började med att skapa en teoretisk modell som sedan låg till grund för vår empiriska insamling. Vi genomförde en tvärsnittsstudie då vi ville få ett generaliserat svar. Utifrån den kvantitativa metoden skapade vi en muntlig enkät och intervjuade 300 företag i Kalmar stad. Svaren vi fick under intervjuerna har analyserats med en deskriptiv analys. Resultat - Arbetsgivare som använder sociala medier i rekryteringsprocessen, ansåg att det var för att de fick tillgång till bättre, säkrare, mer sann och en större mängd information och att det var en enklare, billigare och snabbare urvalsmetod. Anledningen som dominerade bland de arbetsgivare som använder sociala medier, var att de ansåg sig kunna utläsa personligheten bättre via sociala medier och att det gjorde rekryteringen mycket mer rolig än de traditionella metoderna. Det var en mycket större andel av företagen vi intervjuade som inte använder sociala medier än de som använde det. Anledningarna varierade till att inte använda sociala medier, för att det var för osäkert, kändes oprofessionellt, var för avancerat, det fanns inga tydliga riktlinjer, det var intrång på privatlivet samt att informationen uppfattades som otrovärdig. Arbetsgivare var generellt nöjda med de traditionella metoderna. Slutsats - Det finns många fler nackdelar än fördelar med att använda sociala medier, enligt både teorin och de arbetsgivare vi intervjuade. De fördelar som finns med att använda sociala medier är dock mycket fördelaktiga men på grund av att det inte finns riktlinjer och lagar kring sociala medier, så väljer många arbetsgivare bort sociala medier och använder sig istället av de traditionella metoderna. I dagsläget verkar det som att sociala medier har en negativ klang i samhället då det anses sudda ut gränsen mellan privatliv och arbetsliv. Vi tror dock att det kommer ske en skiftning och att sociala medier kommer att utvecklas och användas mer i rekryteringsprocessen. Sociala medier kommer enligt oss, att bli en vanlig och accepterad urvalsmetod i framtiden, då fler arbetsgivare blir medvetna om sociala mediers fördelar och hur de undviker dess nackdelar. / Introduction - When recruiting, employers think that the traditional methods is an expensive process that takes time and contributes too little information to make a successful recruitment. Social media's emergence, has contributed to another form of information that has made employers wanting to use social media in the recruitment process. The benefits of using social media are many, but there are just as many disadvantages. Purpose - The purpose of this paper is to raise awareness among employers about the use of social media in the examination of profiles in the recruitment process. Problem formulation - To answer our purpose, we chose to start from the two problem formulations; how are employers using social media in the examination of profiles in the recruitment process and what advantages and disadvantages are there with the use of social media for employers, when they review the candidates' profiles in the recruitment process? Method - We used a quantitative method and we had a deductive approach. We began by creating a theoretical model that was the basis for our empirical collection. We conducted a cross-sectional study because we wanted to get a generalized answer and with an oral survey, we interviewed 300 companies in Kalmar town. The responses we received during the interviews have been approached through a descriptive analysis. Results - Employers using social media in the recruitment process, felt that it was because they had access to better, safer, truer, and a greater amount of information and that it was a simpler, cheaper and faster method of selection. The reason that dominated among the employers using social media was because they felt able to deduce personality better through social media and it made recruitment much more fun than the traditional methods. It was a much larger proportion of the companies we interviewed who are not using social media than those who used it. The reasons for not using social media was that it was too unsafe, felt unprofessional, was too advanced, there were no clear guidelines, it was infringing on privacy, and information was perceived as not true. The employers were generally satisfied with the traditional methods. Conclusion - There are many more disadvantages than advantages to using social media, according to both the theory and the employers we interviewed. The benefits of using social media are very advantageous but that is because of that there are no guidelines and laws around social media, many employers choose not to use social media and use the traditional methods instead. In this current moment, it seems that social media has a negative connotation in the society, because it is considered to blur the line between private and professional life. However, we believe that there will be a shift and that social media will be developed and used more in the recruitment process, in the future. Social media will, in our opinion, become a common and accepted method of selection in the future, as more employers becomes aware of social media's benefits and how to avoid its disadvantages.