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Civil service --- Europe --- Fonction publique --- Europe --- Examinations --- Officials and employees --- Examinations --- Concours --- Fonctionnaires --- Examens --- European Personnel Selection Office. --- European Personnel Selection Office --- Examinations --- Study guides.

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Employee selection --- Civil service --- Personnel --- Fonction publique --- Examinations. --- Sélection --- Concours --- European Personnel Selection Office

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Human decisions, especially in management and personnel selection, are based on making judgments about people analytically and intuitively. Yet in business and scientific contexts, judgments are expected to be based on a rational analysis rather than intuitions or emotions. Intuition is often seen as something mystical that should not be trusted and thus eliminated from human decision-making. Our empirical and theoretical research shows that this is impossible when people are dealing with people. Instead, intuitions and emotions have significant power in the decision-making process. Neuroscience even shows that humans are incapable of switching off their emotions or intuitions when making decisions. Therefore, intuition and emotions as evolutionary achievements of human beings should be looked at more closely to use the wisdom they offer. This book provides an insight into the current state of research on rational-analytical procedures in personnel selection and complements this with research on intuitions and emotions in personnel diagnostics. By integrating scientifically verifiable rational-analytical decision-making procedures with the inner experiential knowledge of people, this book bridges two complementary ways of recognizing and making good decisions. It demonstrates how intuitions are developed and used in different fields of practice and cultures and how scientific research results from rational-analytical and intuitive-emotional selection procedures are successfully integrated by practitioners.

Decision making. --- Employee selection --- Employee selection. --- BUSINESS & ECONOMICS / Management. --- Psychological aspects. --- Artificial Intelligence in Personnel Selection. --- Culture and Personnel Selection. --- Emotions in Decision-making. --- Intuition in Decision-Making. --- Learning and Developing Intuition. --- Personnel Selection. --- Recruiting. --- Employees --- Employees, Selection of --- Hiring of employees --- Personnel selection --- Selection of employees --- Selection of personnel --- Personnel management --- Deciding --- Decision (Psychology) --- Decision analysis --- Decision processes --- Making decisions --- Management --- Management decisions --- Choice (Psychology) --- Problem solving --- Hiring --- Selection and appointment --- Decision making

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Employment tests --- Employees --- Personnel --- Textbooks --- Psychological testing --- Sélection --- Tests --- Manuels --- Sélection --- Mesure --- Personnel -- evaluation --- Personnel -- gestion du --- Personnel -- selection --- Personnel (entreprise)

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Diversität ist in Bildungsorganisationen verbunden mit Fragen zu Heterogenität und Chancengleichheit. In politischen, rechtlichen und ökonomischen Diskursen wird die menschliche Vielfalt anhand von sozialen Differenzkategorien wie Geschlecht, Ethnizität, Nationalität, Alter usw. thematisiert und findet Eingang in Gesetze, Gleichstellungstrategien und bei Diversity-Beauftragten in Unternehmen und Non-Profit-Organisationen. Die Autorin fokussiert sich auf die Frage der Differenzbildung im Kontext von Diversität und rekonstruiert Bewältigungsmuster im Umgang mit personeller Vielfalt. Diversity in educational organizations is connected with questions of heterogeneity and equal opportunities. In political, legal and economic discourses, human diversity is addressed on the basis of social difference categories such as gender, ethnicity, nationality, age, etc., and is incorporated into laws, equality strategies and diversity managers in companies and non-profit organizations. The author focuses on the question of differentiation in the context of diversity and reconstructs patterns of coping with personnel diversity. Schreiber ist zu verdanken, dass in zweierlei Hinsicht ein Feld betreten wird, welches bis anhin noch wenig Beachtung durch die Forschung erhielt: Einerseits wissen wir noch wenig über den Berufsstand 'Schulleitung' in der deutschsprachigen Schweiz, welcher sich doch deutlich von demjenigen in anderen Ländern unterscheidet.Schweizerische Zeitschrift für Bildungswissenschaften 43/2021

difference formation --- Differenzbildung --- discrimination --- Diskriminierung --- diversity management --- Diversitätsmanagement --- documentary method --- Dokumentarische Methode --- habitus concept --- Habitus --- Personalauswahl --- personnel selection --- school --- Schule