scholarly journals Engaging Volunteers through ISOTURES: Selecting for Volunteer Involvement

EDIS ◽  
2021 ◽  
Vol 2021 (6) ◽  
Author(s):  
Andrew Toelle ◽  
Sophia Cooney ◽  
Lori Wiggins
Keyword(s):  
Selection Process ◽  
Management Model ◽  
Volunteer Management ◽  
Major Revision

This is the Selection portion of the ISOTURE volunteer management model, part of the Engaging Volunteers through ISOTURES series. This 3-page publication discusses in detail the selection process for volunteers in Florida 4-H. Major revision by Andrew Toelle, Sophia Cooney, and Lori Wiggins.https://edis.ifas.ufl.edu/4h303

scholarly journals A Proposed Talent Management Model for Leader-Managers in State-Owned Enterprises in China

2014 ◽  
Vol 4 (3) ◽  
pp. 198 ◽  
Author(s):  
Leann M. Brown
Keyword(s):  
Human Capital ◽  
Succession Planning ◽  
Selection Process ◽  
Talent Management ◽  
Management Model ◽  
Global Marketplace ◽  
Leadership Management ◽  
Proposed Model ◽  
Leadership Pipeline ◽  
Recruitment And Selection

Due to the continued reform of state-owned enterprises (SOEs) in China, SOE leaders face many challenges competing in a rapidly changing global marketplace.  Not only are leaders tasked to manage change, but they must also deliver results and increase revenue through human capital.  The need for stronger human capital and human resources (HR) must play a stronger role in SOEs by adopting new strategies for talent management.The purpose of this study explores the experiences and perceptions of leader-managers as it relates to talent management in SOEs in China. Upon conducting phenomenological interviews with 11 state-owned companies and 17 leader-manager participants, analysis was completed to determine themes related to leadership-management selection, development, and practices in SOEs in China.  Themes emerged from the data analysis including organizational structure and its influence on leader-manager selection; an overview of the leadership pipeline present in SOEs including the recruitment and selection process and succession planning strategies; HR’s role within the recruitment and selection process; leadership-management development through experience and other development strategies; influence of Chinese and Western culture and on talent management and leader-manager practices.The findings were synthesized to introduce a proposed talent management model for SOEs in China.  The proposed model provides HR practitioners a framework to manage talent within their organizations, in particular in the areas of recruiting, developing, and retaining successful leader-managers within SOEs in China.

scholarly journals Understanding Volunteer Management in 4-H

EDIS ◽  
2021 ◽  
Vol 2021 (6) ◽  
Author(s):  
Andrew Toelle ◽  
Lori Wiggins
Keyword(s):  
Risk Management ◽  
Historical Perspective ◽  
Volunteer Management ◽  
Major Revision

This is the first in a series of publications to address volunteer management. A 4-H agent must fulfill a number of functions to successfully involve volunteers in a county program. This 5-page article provides an overview of these functions, including a historical perspective of volunteer involvement in UF/IFAS Extension, the role of the 4-H agent as an administrator and trainer of volunteers, risk management, and a process for managing volunteers. Major revision by A. Toelle and L. Wiggins.https://edis.ifas.ufl.edu/4h301

A comparison of the United Kingdom Clinical Aptitude Test (UK-CAT) with a traditional admission selection process

2009 ◽  
pp. 1-6 ◽  
Author(s):  
Nishan Fernando ◽  
Gordon Prescott ◽  
Jennifer Cleland ◽  
Kathryn Greaves ◽  
Hamish McKenzie
Keyword(s):  
United Kingdom ◽  
Selection Process ◽  
Aptitude Test ◽  
The United Kingdom

Two Short Tests Fail to Detect Vigilance Decrements

2001 ◽  
Vol 17 (1) ◽  
pp. 48-55 ◽  
Author(s):  
Juan Botella ◽  
María José Contreras ◽  
Pei-Chun Shih ◽  
Víctor Rubio
Keyword(s):  
Individual Differences ◽  
High Performance ◽  
Selection Process ◽  
Vigilance Task ◽  
Air Traffic Controllers ◽  
Job Selection ◽  
Performance Deterioration ◽  
Short Test ◽  
Psychological Dimensions

Summary: Deterioration in performance associated with decreased ability to sustain attention may be found in long and tedious task sessions. The necessity for assessing a number of psychological dimensions in a single session often demands “short” tests capable of assessing individual differences in abilities such as vigilance and maintenance of high performance levels. In the present paper two tasks were selected as candidates for playing this role, the Abbreviated Vigilance Task (AVT) by Temple, Warm, Dember, LaGrange and Matthews (1996) and the Continuous Attention Test (CAT) by Tiplady (1992) . However, when applied to a sample of 829 candidates in a job-selection process for air-traffic controllers, neither of them showed discriminative capacity. In a second study, an extended version of the CAT was applied to a similar sample of 667 subjects, but also proved incapable of properly detecting individual differences. In short, at least in a selection context such as that studied here, neither of the tasks appeared appropriate for playing the role of a “short” test for discriminating individual differences in performance deterioration in sustained attention.

Investigating the Unified Motive Scales

2020 ◽  
pp. 1-5
Author(s):  
Martin Bettschart ◽  
Marcel Herrmann ◽  
Benjamin M. Wolf ◽  
Veronika Brandstätter
Keyword(s):  
Field Study ◽  
Predictive Validity ◽  
Selection Process ◽  
Police Department ◽  
Longitudinal Field ◽  
Explicit Motives ◽  
Achievement Motive

Abstract. Explicit motives are well-studied in the field of personality and motivation psychology. However, the statistical overlap of different explicit motive measures is only moderate. As a consequence, the Unified Motive Scales (UMS; Schönbrodt & Gerstenberg, 2012 ) were developed to improve the measurement of explicit motives. The present longitudinal field study examined the predictive validity of the UMS achievement motive subscale. Applicants of a police department ( n = 168, Mage = 25.11, 53 females and 115 males) completed the UMS and their performance in the selection process was assessed. As expected, UMS achievement predicted success in the selection process. The findings provide first evidence for the predictive validity of UMS achievement in an applied setting.

Microsurgery Fellowship Website and Social Media Presence: Are Programs Optimizing Recruitment Strategy?

2020 ◽  
Author(s):  
Andrew Atia ◽  
Hannah C. Langdell ◽  
Andrew Hollins ◽  
Ronnie L. Shammas ◽  
Adam Glener ◽  
...  
Keyword(s):  
Social Media ◽  
Plastic Surgery ◽  
San Francisco ◽  
Selection Process ◽  
Recruitment Strategy ◽  
Published Data ◽  
Social Media Presence ◽  
Eligibility Requirements ◽  
Program Description

Abstract Background Microsurgery fellowship applicants make decisions for future training based on information obtained from colleagues, mentors, and microsurgery fellowship program Websites (MFWs). In this study, we sought to evaluate the accessibility and quality of available information by microsurgery programs by analyzing the most commonly used web resources and social media outlets for applicants. Methods The San Francisco (SF) Match and American Society of Reconstructive Microsurgery Websites were queried in April 2020 for microsurgery fellowship programs (MFPs) participating in the SF Match. Twenty-two independent variables of information were assessed on MFWs based on previously published data. Social media presence was also assessed by querying Facebook, Instagram, and Twitter for official hospital, plastic surgery residency, and microsurgery fellowship accounts. Results All 24 MFWs participating in the SF Match had a webpage. Program description, faculty listing, operative volume, and eligibility requirements were listed for all programs (100%). The majority of MFWs listed affiliated hospitals (75%), provided a link to the fellowship application (66.7%), listed interview dates (66.7%), and highlighted research interests (50%). A minority of MFWs provided information on conference schedule (37.5%), current fellow listing (25%), previous fellow listing (16.67%), and positions held by previous fellows (8.33%). No MFWs (0%) presented information on selection process, or rotation schedule.All hospitals with an MFP had a Facebook page and nearly all had Instagram (83.3%) and Twitter accounts (95.8%). Plastic surgery residency programs at the same institution of an MFP had social media presence on Facebook (38.9%), Twitter (38.9%), and Instagram (66.7%). Only three MFPs had Facebook accounts (12.5%) and none had Instagram or Twitter accounts. Conclusion As the field of microsurgery continues to grow, the need for effective recruitment and training of microsurgeons continues to be essential. Overall, we conclude that both the accessibility and quality of information available to applicants are limited, which is a missed opportunity for recruitment.

South Florida Tropicals: Carambola

EDIS ◽  
2017 ◽  
Vol 2017 (4) ◽  
Author(s):  
Amy Simonne ◽  
Linda Bobroff
Keyword(s):  
Food Safety ◽  
Southeast Asia ◽  
Nutritive Value ◽  
South Florida ◽  
Fact Sheet ◽  
Star Fruit ◽  
Major Revision

The carambola or star fruit is native to Southeast Asia. It was introduced to Florida about 100 years ago. This 4-page fact sheet is a major revision that discusses availability, selection, uses, nutritive value, and food safety during preparation of carambola. This document also includes several recipes.

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