Concerning Mechanism of HR Policy and Criteria of Personnel Selection

The article studies aspects of mathematic researching psychology of the personnel selection process in viable organization. It is important that taking into account psychological and motivating aspects in real tasks of multi-criteria selection and regulation makes the research approach well-grounded and gives an opportunity to support viability and efficient functioning of the entity within the frames of the model of effective recruiting system. To model behavior psychology of the executive – principal the research is done by systematic description of the ‘principal-agent’ process with due regard to real practices and approaches known to the author due to obtained professional, academic and teaching experience. For mathematic modeling of final opinions and appraisals formulated by experts, concerned persons and decision-makers results of higher algebra theory, tools of the method of analyzing hierarchies and conceptual approaches of the theory of even and odd multitudes are used. To explain psychological – emotional and cognitive ideas about the importance of such criteria as ‘competence’, ‘motivation’ and ‘loyalty’ identified as key ones and used by decision-makers and to model opinions concerning the impact of risks, which accompany the procedure of candidate selection the author used results of present day fundamental investigations in the field. The article provides examples of the impact of background characteristics of competition on distribution of jobs among candidates. The given material can be useful for the process of formalizing conceptual aspects of theory and practice to build effective teams of viable organizational systems, can be applied to classify potential risky situations formed by employees of different divisions, effective for adaptation of foresight and long-frame technologies to practice of diagnosing and projecting efficient structures meeting current social and economic requirements of developed societies.

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