Chapter II Local Related Studies A computerized reservations and scheduling system is provided which alternately allows transportation consumers to select from pre-scheduled transportation services provided by transportation providers or to negotiate and contract with transportation providers who have available unscheduled transportation space. The system comprises a central computerized data base. Transportation providers and consumers alike access the computer via a plurality of terminal units
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A PRESENTATION ON PERSONNEL SELECTION PSY 409(SEMINAR IN RESEARCH INDUSTRIAL AND ORGANISATION PSYCHOLOGY) Personnel selection Definition Personnel selection is defined as the process used to hire (or‚ less commonly‚ promote) individuals. The term can apply to all aspects of the process‚ recruitment‚ selection‚ hiring‚ acculturation etc. The most common meaning focuses on the selection of workers. In this respect‚ selected prospects are separated from rejected applicants with the intention
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how they perceive information‚ how they learn‚ remember and think. The way that an individual functions cognitively directly impacts the eyewitness statement that they give‚ as we all perceive and recall information differently. By questioning the validity of eyewitness testimonies‚ ultimately we are questioning in what way the function of our memory dictates how much‚ and what aspects of what we see are remembered. Within today’s judicial system there are many aspects involved when convicting
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changed in employee selections. First‚ the development of meta-analysis‚ arguably one of the most influential methodological developments in recent decades‚ made it possible to cumulate quantitatively the results of large numbers of small-scale studies‚ resulting in a quasi-massive-scale study. Second‚ the results of large-scale studies of military personnel and others also became available. The results of both kinds of studies provided strong evidence of remarkably general validity for cognitive ability
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Neil J Salkind defines internal validity as‚ “the quality of an experimental design such that the results obtained are attributed to the manipulation of the independent variable. In other words‚ if what you see is a function of what you did‚ then the experiment has internal validity.” (p. 235). When conducting research with experimental designs‚ researchers usually have two groups to test their experiment. These two groups are called “the experimental group” and the control group”. Experimental designs
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Subject : EMPLOYEE RECRUITMENT AND SELECTION Cluster : Core Spln-HRM Credit Hours : 2 Subject Code : 23HERS Faculty : Ms. Sreelatha OBJECTIVES: This course provides students with an in-depth coverage of the recruiting and staffing function within organizations. Topics that will be particularly emphasized include: equal employment opportunity and other laws relating to staffing‚ the techniques used in recruitment and selection‚ validation‚ and utility analysis. The course is designed
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Test Validity 1 Introduction Validity is arguably the most important criteria for the quality of a test. The term validity refers to whether or not the test measures what it claims to measure. On a test with high validity the items will be closely linked to the test’s intended focus. For many certification and licensure tests this means that the items will be highly related to a specific job or occupation. If a test has poor validity then it does not measure the job-related content and competencies
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(10P) 2 = 173 100P2 = 86.5 P2 = .865 P = .93 5. The guidance system of a ship is controlled by a computer that has three major modules. In order for the computer to function properly‚ all three modules must function. Two of the modules have reliabilities of .97‚ and the
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Internal validity - means that the conclusion which comes from an experiment is valid for the respondents who participated in the experiment. For any experimental design‚ we always require interval validity‚ without which experimental results are not interpretable. Threats to Internal Validity Selection - Subjects bring with them into the investigation unique characteristics‚ some learned and some inherent. Examples include sex‚ height‚ weight‚ color‚ attitude‚ personality‚ motor
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The reliability of human memory‚ though typically seen as quite accurate and trust-worthy‚ has been questioned by researchers in recent decades. In particular‚ one area of memory that has raised questioning is emotional memories that are extraordinarily vivid and detailed‚ which were first referred to as ‘flashbulb memories’ in 1977 by Roger Brown and James Kulik‚ which occur due to powerful events such as the death of Princess Diana‚ and the terrorist attacks on 9/11. These memories are not as reliable
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