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| − | ''' | + | '''COMPETITION''' – the process of recruiting (selecting) of employees (among others, for the public sector) consisting in selecting the best candidates for specific positions from among all those interested who fulfil certain criteria announced to the public. C. is a method of selecting candidates used for filling both managerial and specialised positions, or those that support the decision-making processes. C. is also defined as a method of verifying formal preparation of candidates and checking their actual knowledge and suitability for occupying a particular position. In the doctrine and literature of the subject, the c. for the managerial positions is defined as the method of selection foreseen by the law or customary in the institution concerned, combined with the passive or active competition of the candidates, aiming at selecting the person with the best qualifications and predispositions to occupy a specific managerial position. The competitive mode of selection of public sector employees aims to provide the most objective criteria for recruitment and promotion. C. provide the opportunity of multi-faceted and multi-aspect observation of candidates during the recruitment process, and thus provide the opportunity to objectify the final assessment. The transparency of competition criteria makes this a potentially effective method, giving all candidates equal opportunity and competitive conditions. The competition mode of recruitment procedures also has disadvantages – the key ones are undoubtedly the complicated and time-consuming procedure and a relatively high cost on the part of the organiser, resulting from the need for a professional set of methods and selection techniques [ [http://encyklopediaap.uw.edu.pl/index.php/Kamil_Mroczka/en K. Mroczka] ]. |
| − | ''' | + | '''Literature''': D. Dobrodziej, ''Konkursy na stanowiska kierownicze'', Bydgoszcz 1998 ■ T. Listwan, J. Koziński, S. Witkowski, ''Konkursy na stanowiska kierownicze'', Warszawa 1986 ■ P. Wacławska, ''Jak dobrać bezbłędnych pracowników: czyli minimalizowanie ryzyka osobowego na etapie poprzedzającym nawiązanie stosunku pracy'', Warszawa 2008. |
Aktualna wersja na dzień 14:54, 21 maj 2018
COMPETITION – the process of recruiting (selecting) of employees (among others, for the public sector) consisting in selecting the best candidates for specific positions from among all those interested who fulfil certain criteria announced to the public. C. is a method of selecting candidates used for filling both managerial and specialised positions, or those that support the decision-making processes. C. is also defined as a method of verifying formal preparation of candidates and checking their actual knowledge and suitability for occupying a particular position. In the doctrine and literature of the subject, the c. for the managerial positions is defined as the method of selection foreseen by the law or customary in the institution concerned, combined with the passive or active competition of the candidates, aiming at selecting the person with the best qualifications and predispositions to occupy a specific managerial position. The competitive mode of selection of public sector employees aims to provide the most objective criteria for recruitment and promotion. C. provide the opportunity of multi-faceted and multi-aspect observation of candidates during the recruitment process, and thus provide the opportunity to objectify the final assessment. The transparency of competition criteria makes this a potentially effective method, giving all candidates equal opportunity and competitive conditions. The competition mode of recruitment procedures also has disadvantages – the key ones are undoubtedly the complicated and time-consuming procedure and a relatively high cost on the part of the organiser, resulting from the need for a professional set of methods and selection techniques [ K. Mroczka ].
Literature: D. Dobrodziej, Konkursy na stanowiska kierownicze, Bydgoszcz 1998 ■ T. Listwan, J. Koziński, S. Witkowski, Konkursy na stanowiska kierownicze, Warszawa 1986 ■ P. Wacławska, Jak dobrać bezbłędnych pracowników: czyli minimalizowanie ryzyka osobowego na etapie poprzedzającym nawiązanie stosunku pracy, Warszawa 2008.