personnel selection
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Anyone involved in occupational science or diversity management will notice that diversity in the world of work is being perceived and analysed in an increasingly nuanced way. This involves various dimensions of diversity in different functions, company sizes and industries. This volume brings together various contributions, all of which deal with diversity in the world of work. They address unconscious bias in personnel selection, introverts in leadership situations, sensation seekers in organisations, the motivation of employees in the gig economy, female leaders in middle management, and diversity as an organisational imperative.

By introducing detailed regulations concerning the requirements to be met by a candidate for security personnel, the legislator determined the specificity of employment for this group of professionals. The basic and fundamental question in terms of rules of employment is whether access to this profession should be regulated, or whether deregulation would be the right solution? The Polish legislator decided on partial deregulation in terms of the aforementioned group of employees. This deregulation manifests itself in the fact that a person performing tasks and duties of a security guard is not required to possess a licence for that kind of professional activities, while maintaining the qualification requirements neccesary of certain activities named by the legislator. It appears that the main reason for limited deregulation was a desire to maintain the prestige of the profession, which could have been enhanced by provisions introducing the requirement to hold a license. However, it should be emphasized that another reason for restricting access to the profession is a matter of security. The dualism of regulations in this respect, however

The purpose of this study to ascertain if there is any variation in political skill dimensions ((a) social astuteness, (b) interpersonal influence, (c) networking ability and (d) apparent sincerity) exhibited by employees in India’s seven industry sectors. In this study, the Political Skill Inventory (PSI) is used to examine such variations. Five hundred fifty survey respondents are employed in seven sectors viz. automobile, education, finance, fast moving consumer goods, health, information technology and telecom. The results exemplify that statistically significant differences are exhibited in these political skill dimensions by the employees in different industry sectors chosen for this research. Since these differences are reflected on four dimensions of the political skill, this study makes a unique contribution by developing an understanding of individual dimensions of political skill, thus, enabling greater insight into skill enhancement at various levels. Further, this study contributes by furnishing insights on skills useful for practitioners to understand dominance and lack of industry-specific skills within PSI inventory. The implications of this study could be in the areas such as personnel selection, framing skill development tools and programmes, enhancing job performance, achieving organizational goals and improvising organizational culture.

Impreciseness and uncertainty are the fabrics that make life interesting. For decades, human beings have developed strategies to cope with uncertainties and automate them. In personnel selection for the I.T. field, selectors often find it very difficult to select candidates by going through a set of resumes containing similar kinds of skills. Hence the selection task becomes a fuzzy decision making with the uncertainty involved. A combination of fuzzy clustering and Interval Type-2 fuzzy sets (IT2FS) is proposed in such scenarios. An experiment is conducted over a resume dataset containing fifteen hundred resumes for a particular job description. Firstly, Fuzzy C-means clustering (FCM) is applied for selective clustering, while decision-making under uncertainty is carried through IT2FS. The candidates in the selected cluster are given a score for ranking as per the skillset criteria. The final decision for shortlisting the resumes is carried through IT2FS. The model shows an average accuracy of 88.2% with an F1-score of 0.76 compared to (K-means + IT2FS) model with an F1-score of 0.72. Thus, the proposed model performs better while decision-making under uncertainty.