Download or read book The Oxford Handbook of Personnel Assessment and Selection written by Neal Schmitt and published by Oxford University Press. This book was released on 2013-12-15 with total page 992 pages. Available in PDF, EPUB and Kindle. Book excerpt: Employee selection has long stood at the practical forefront of industrial/organizational psychology. Today's social, business, and economic climates require ongoing adaptations by those who select organizations' personnel, and research on the topic helps gauge the impact of these adaptations and their implications for human performance and potential. The Oxford Handbook of Personnel Assessment and Selection codifies the wealth of new research surrounding employee selection (web-based assessments, social networking, globalization of organizations), situating them alongside more traditional practices to establish the best and most relevant research for both professionals and academics. Comprising chapters from authors in both the private sector and academia, this volume is organized into seven parts: (1) historical and social context of the field of assessment and selection; (2) research strategies; (3) individual difference constructs that underlie effective performance; (4) measures of predictor constructs; (5) employee performance and outcome assessment; (6) societal and organizational constraints on selection practice; and (7) implementation and sustainability of selection systems. While providing a comprehensive review of current research and practice, the purpose of this handbook is to provide an up-to-date profile of each of the areas addressed and highlight current questions that deserve additional attention from researchers and practitioners. This compendium is essential reading for industrial/organizational psychologists and human resource managers.

Download or read book The Cambridge Handbook of Technology and Employee Behavior written by Richard N. Landers and published by Cambridge University Press. This book was released on 2019-02-14 with total page 1435 pages. Available in PDF, EPUB and Kindle. Book excerpt: Experts from across all industrial-organizational (IO) psychology describe how increasingly rapid technological change has affected the field. In each chapter, authors describe how this has altered the meaning of IO research within a particular subdomain and what steps must be taken to avoid IO research from becoming obsolete. This Handbook presents a forward-looking review of IO psychology's understanding of both workplace technology and how technology is used in IO research methods. Using interdisciplinary perspectives to further this understanding and serving as a focal text from which this research will grow, it tackles three main questions facing the field. First, how has technology affected IO psychological theory and practice to date? Second, given the current trends in both research and practice, could IO psychological theories be rendered obsolete? Third, what are the highest priorities for both research and practice to ensure IO psychology remains appropriately engaged with technology moving forward?

Download or read book Introduction to Business written by Lawrence J. Gitman and published by . This book was released on 2024-09-16 with total page 1455 pages. Available in PDF, EPUB and Kindle. Book excerpt: Introduction to Business covers the scope and sequence of most introductory business courses. The book provides detailed explanations in the context of core themes such as customer satisfaction, ethics, entrepreneurship, global business, and managing change. Introduction to Business includes hundreds of current business examples from a range of industries and geographic locations, which feature a variety of individuals. The outcome is a balanced approach to the theory and application of business concepts, with attention to the knowledge and skills necessary for student success in this course and beyond. This is an adaptation of Introduction to Business by OpenStax. You can access the textbook as pdf for free at openstax.org. Minor editorial changes were made to ensure a better ebook reading experience. Textbook content produced by OpenStax is licensed under a Creative Commons Attribution 4.0 International License.

Download or read book Handbook of Psychology Industrial and Organizational Psychology written by Irving B. Weiner and published by John Wiley & Sons. This book was released on 2012-10-10 with total page 820 pages. Available in PDF, EPUB and Kindle. Book excerpt: Psychology is of interest to academics from many fields, as well as to the thousands of academic and clinical psychologists and general public who can't help but be interested in learning more about why humans think and behave as they do. This award-winning twelve-volume reference covers every aspect of the ever-fascinating discipline of psychology and represents the most current knowledge in the field. This ten-year revision now covers discoveries based in neuroscience, clinical psychology's new interest in evidence-based practice and mindfulness, and new findings in social, developmental, and forensic psychology.

Download or read book The Oxford Handbook of Justice in the Workplace written by Russell Cropanzano and published by Oxford Library of Psychology. This book was released on 2015 with total page 697 pages. Available in PDF, EPUB and Kindle. Book excerpt: Justice is everyone's concern. It plays a critical role in organizational success and promotes the quality of employees' working lives. For these reasons, understanding the nature of justice has become a prominent goal among scholars of organizational behavior. As research in organizational justice has proliferated, a need has emerged for scholars to integrate literature across disciplines. Offering the most thorough discussion of organizational justice currently available, The Oxford Handbook of Justice in the Workplace provides a comprehensive review of empirical and conceptual research addressing this vital topic. Reflecting this dynamic and expanding area of research, chapters provide cutting-edge reviews of selection, performance management, conflict resolution, diversity management, organizational climate, and other topics integral for promoting organizational success. Additionally, the book explores major conceptual issues such as interpersonal interaction, emotion, the structure of justice, the motivation for fairness, and cross-cultural considerations in fairness perceptions. The reader will find thorough discussions of legal issues, philosophical concerns, and human decision-making, all of which make this the standard reference book for both established scholars and emerging researchers.

Download or read book Explainable and Interpretable Models in Computer Vision and Machine Learning written by Hugo Jair Escalante and published by Springer. This book was released on 2018-11-29 with total page 305 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book compiles leading research on the development of explainable and interpretable machine learning methods in the context of computer vision and machine learning. Research progress in computer vision and pattern recognition has led to a variety of modeling techniques with almost human-like performance. Although these models have obtained astounding results, they are limited in their explainability and interpretability: what is the rationale behind the decision made? what in the model structure explains its functioning? Hence, while good performance is a critical required characteristic for learning machines, explainability and interpretability capabilities are needed to take learning machines to the next step to include them in decision support systems involving human supervision. This book, written by leading international researchers, addresses key topics of explainability and interpretability, including the following: · Evaluation and Generalization in Interpretable Machine Learning · Explanation Methods in Deep Learning · Learning Functional Causal Models with Generative Neural Networks · Learning Interpreatable Rules for Multi-Label Classification · Structuring Neural Networks for More Explainable Predictions · Generating Post Hoc Rationales of Deep Visual Classification Decisions · Ensembling Visual Explanations · Explainable Deep Driving by Visualizing Causal Attention · Interdisciplinary Perspective on Algorithmic Job Candidate Search · Multimodal Personality Trait Analysis for Explainable Modeling of Job Interview Decisions · Inherent Explainability Pattern Theory-based Video Event Interpretations

Download or read book Recent Developments in Recruitment and Selection written by Kristina Potočnik and published by Taylor & Francis. This book was released on 2024-10-04 with total page 190 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book brings together top recruitment and selection scholars to discuss recent challenges in employee recruitment and selection underpinned by research evidence from different European countries. Broadly speaking, recruitment and selection are concerned with attracting qualified candidates to apply for available jobs and selecting the best ones from the pool of available candidates. As such, they are critical to any business. Numerous toolkits and best practice guides exist to help recruiters navigate different stages of recruitment and selection. However, traditional recruitment and selection practices should be adjusted to respond to diverse challenges in the current and future world of work related with increased volatility, uncertainty, complexity, and ambiguity. Specific examples of these challenges are related with the accelerated use of technology and artificial intelligence, as well as more flexible work practices, such as hybrid and platform-based work. The chapters in this volume cover the use of technology and gamification, applicant discrimination and stigmatization, and applicant reactions to technology-mediated selection methods, among others. This book is the ideal text for students, scholars and researchers of HRM, Business and Management and Organizational Psychology. It will also interest practitioners and professionals in the field. The chapters in this book were originally published as a special issue of European Journal of Work and Organizational Psychology.

Download or read book Weathering the Storm Innovation Driven Human Resource Management Practices written by Regina Lenart-Gansiniec and published by Cognitione Foundation for the Dissemination of Knowledge and Science. This book was released on 2023-01-01 with total page 191 pages. Available in PDF, EPUB and Kindle. Book excerpt: Innovation-driven human resource management practices: A systematic review, integrative framework, and future research directions Abstract PURPOSE: It is increasingly emphasized that human resource management practices (HRMP), which refer to recruiting and selection, training and development, compensation and performance appraisal, are of great importance for creating innovation. However, the COVID-19 pandemic has shown that traditional HRMPs are already insufficient, which entails the need to rethink and reformulate them in the direction of more effective innovation while also allowing organizations to survive COVID-19-like crises. While there is an extensive literature on human resources management and innovation, there is still no consensus on innovation-driven HRMP. This study aims to identify and synthesize most significant and trustworthy research contributions of innovation-driven HRMP. In addition, to facilitate theory building in the field of HRMP, this article consolidates the existing knowledge into an integrative framework. This framework can be used by future researchers to identify gaps and ambiguities in the meaning of innovation-driven HRMP. METHODOLOGY: The article presents the results of a systematic literature review of 71 empirical research articles referring to innovation-driven HRMP from the Web of Science and Scopus databases. FINDINGS: The systematic literature review allowed us to identify innovation-driven HRMP, taking into account three levels of analysis: individual, group and organizational, with the latter level of analysis being dominant in previous publications. Recognition of innovation-driven HRMP, taking into account the levels in question, is included in an integrative framework, which is the theoretical basis for guiding future research. Our results confirmed the growing trend in the number of publications on the subject since 2010. Most researchers used a quantitative approach. Based on the first author’s affiliation, authors from Great Britain contributed the largest number of publications. Articles are published in various journals, but mainly in those on human resources management. The research took into account a variety of organizational contexts, predominantly in dynamic and complex industries. Our findings show that the current state of research on innovation-driven HRMP confirms the need for further research in this area. Based on this, we provided thematic gaps and potential questions for future research divided into three levels of innovation-driven HRMP. IMPLICATIONS: Our systematic literature review allowed us to propose implications for future researchers planning to conduct research in the field of innovation-driven HRMP. ORIGINALITY AND VALUE: Our systematic literature review focuses on identifying innovation-driven HRMP along with determining the current state of knowledge and future research directions in this area. In addition, we developed an integrative framework that aims at organizing existing literature but also at identifying promising future research directions into innovation-driven HRMP. Keywords: human resources management, human resources management practices, innovation, innovation-driven, integrative framework, systematic literature review, thematic gaps, emerging research directions Sustainable human resource management practices in organizational performance: The mediating impacts of knowledge management and work engagement Abstract PURPOSE: Modern business and global organizations are regularly presented with challenges caused by unpredictable competitive environments. Human resource management (HRM) practices give sustainable opportunities for employees to use their abilities and express their enthusiasm to obtain skills and knowledge and to apply them at the workplace with a view to achieving engaged individuals and increasing organizational performance. This article presents a recent study outcome to examine (i) the mediating role of knowledge management and work engagement and (ii) the effect of sustainable HRM practices on organizational performance. METHODOLOGY: 500 self-reported questionnaires were distributed to Jordanian university lecturers (research population) for data collection. The study data were assessed with structural equation modeling (SEM) using IBM-SPSS-AMOS 25.0. FINDINGS: Two pivotal outcomes were identified: (i) sustainable HRM practices, knowledge management, and work engagement were positively associated with organizational performance; (ii) knowledge management and work engagement played a mediating role in the sustainable HRM practice-organizational performance correlation. IMPLICATIONS: Overall, employee cooperation proved essential to optimize organizational performance, specifically during their engagement in sustainable HRM practices and knowledge management. Finally, the research proposed several practical recommendations and interventions on sustainable HRM for future research. ORIGINALITY AND VALUE: The research has provided proof of five variable relationships contained in the model. Firstly, organizational performance increased with sustainable HRM practices through knowledge management. Secondly, organizational performance increased with sustainable HRM practices through work engagement. Thirdly, work engagement increased with sustainable HRM through knowledge management. Fourthly, organizational performance increased with knowledge management through work engagement. Fifthly, organizational performance increased with sustainable HRM through knowledge management and work engagement. Keywords: sustainable HRM practices, organizational performance, knowledge management, work engagement, Ability-Motivation-Opportunity (AMO) theory Predictors of fairness assessment for social media screening in employee selection Abstract PURPOSE: The purpose of this paper is to analyze the factors that determine the response of potential candidates to the screening of private (represented by Facebook) and professional (LinkedIn) social networking sites (SNS) for personnel selection purposes, and in particular to examine how SNS screening in the personnel selection process is perceived by innovative candidates. METHODOLOGY: The empirical data were obtained through an e-questionnaire survey among c. 150 young Polish Internet users in 2021. Multiple linear regression with backward elimination was used to determine the predictors of perceived justice of Facebook and LinkedIn screening in the selection process. FINDINGS: The results confirmed previous scientific findings that the perceived justice of Facebook cybervetting is significantly lower than for LinkedIn and the privacy invasiveness of Facebook screening was rated significantly higher than for LinkedIn. The results of linear regression with backward elimination indicated that among the assumed factors influencing the perceived justice of Facebook and LinkedIn screening in the selection process (i.e., privacy invasiveness, personal innovativeness, self-image management, risk aversion, ability to control a social networking site’s information, above average performance self-assessment, a general concern for internet privacy, and – in the case of LinkedIn – having an account on LinkedIn) the perceived privacy invasiveness is the best predictor of perceived justice of both private (Facebook), and professional (LinkedIn) social networking site screening for personnel selection purposes. Also, the candidate’s self-image management affects the perceived justice of both types of social media used as selection tools, whereas personal innovativeness increases the acceptance of private social media (Facebook) scanning for this purpose. IMPLICATIONS: This study contributes to the body of knowledge regarding the perceived justice of ICT-based selection tools, and of social networking site screening for personnel selection purposes in particular. It expands the knowledge about the applicability of social networking site content analysis of Polish users, especially of innovative candidates. The paper also provides some practical recommendations to help organizations apply social media content analysis in a way that minimizes potential candidates’ perception of privacy invasiveness and increases their fairness perception. ORIGINALITY AND VALUE: It is the first application of a cybervetting scale on a Polish sample that is advantageous in terms of comparability of data from different countries. We found that activities focused on creating one’s online image foster a higher acceptance of cybervetting that can diminish predictive validity of this type of selection practices. Keywords: social networking sites, ICT-based selection tools, employee selection, fairness assessment, cybervetting Overcoming the pitfalls in employee performance evaluation: An application of ratings mode of the Analytic Hierarchy Process Abstract PURPOSE: Employee performance evaluation is a common exercise conducted in many organizations. Employees need to know the feedback on their performance from the management. Often the results of performance evaluation exercises are used for promotion, confirmation in service and awarding of bonuses for employees. However, the performance evaluation exercise often meets with criticism due to the presence of subjective factors and, specifically, the way in which these factors are handled. The purpose of the present paper is to show how the Ratings mode of the Analytic Hierarchy Process (AHP) can be applied to evaluate employee performance using objective as well as subjective criteria. METHODOLOGY: The whole AHP exercise for the present employee performance evaluation has been shown through a case study on CLSB, a company in Kuala Lumpur, Malaysia. Four senior managers and the Managing Director of the company were involved in all phases of the present evaluation exercise, including elicitation of the criteria, sub-criteria and assigning weights to them. The AHP data were analyzed using software called AHP Calc version 24.12.13 developed by Klaus D. Goepel and available online. In particular, the Ratings mode of AHP was used to evaluate employees’ performance at CLSB. FINDINGS: Five criteria, namely Services, Quality, Financial, Timing, and Teamwork, are found to be important for the evaluation of employee performance at CLSB. Each of these criteria has sub-criteria. Harmonious work, Skills, and Punctuality are found to be the three most important sub-criteria for the present evaluation exercise. The outcome of the evaluation exercise provides an ordered set of ranks of 20 employees working in the company. Apart from the application of AHP for performance evaluation, an ordered set of detailed rubrics for all the criteria have been developed. The rubrics provide precise guidelines to the evaluators at the time of evaluating employees’ performance. IMPLICATIONS: An evaluation scheme that is scientific and systematic, such as the present one, will minimize criticism levied against the performance evaluation exercise. Once the employees are aware of the criteria and sub-criteria set along with the associated weighting scheme and the evaluation process itself, they will be motivated to perform their tasks and discharge their duties accordingly. Hence, employee job satisfaction and productivity are expected to increase. This will bolster not only the employees’ morale but also the organization’s overall performance. ORIGINALITY AND VALUE: In the literature, many schemes are available to evaluate employees’ performance. But often, these methods are criticized as they either take all the criteria of evaluation as equally important or they lack the capability to strike a balance between objective and subjective factors. The main contribution of the present work is to show how AHP can alleviate the above drawbacks of the existing methods. The present research work has developed a performance evaluation method, which is simple and straightforward, and the detailed steps have been elaborated on how the method can actually be applied to measure the performance of employees. The method can be applied to measure employees’ performance of other companies with the necessary modification of the criteria set and assigning appropriate weights to them. Keywords: employee performance, employee performance evaluation, reward, training need, AHP Ratings The influence of e-trust on a job performance model based on employees’ dynamic capabilities during a crisis caused by a Black Swan event Abstract PURPOSE: In a crisis such as the COVID-19 pandemic, employees play a key role in the ability to survive and achieve both sufficient and outstanding performance in the organization. Therefore, both the characteristics of people in the organization and the possibility of influencing the improvement of their performance at work, have become the focus of attention of scientists and practitioners. In this context, the purpose of this article is to analyze the role of e-trust in strengthening the influence of employees’ dynamic capabilities on the job performance of employees among organizations operating under the conditions of the COVID-19 pandemic. METHODOLOGY: An empirical study was performed based on the Employees’ Dynamic Capabilities model. In order to verify the potential relations, empirical studies were conducted in 1200 organizations located in Poland, Italy and USA. The companies were selected on the basis of the purposive manner. The structured questionnaire was prepared and the CAWI (Computer-Assisted Web Interview) method was used in this research. The reliability of the scales used in the survey was tested and afterwards a multigroup path analysis was performed using IBM SPSS AMOS. The model was verified, confirming the presumed relationships between the variables. FINDINGS: It has been proven that the higher the level of e-trust is, the stronger the influence of EDC is on job performance of organizations operating under a crisis caused by a Black Swan event mediated by P-J fit, work motivation, job satisfaction and work engagement. IMPLICATIONS: This study contributes to the current knowledge of management, in particular human resource management. In the theoretical area, the relationships between the factors influencing job performance in the difficult conditions of the crisis caused by the Black Swan event were described. On the other hand, from a practical point of view, indications on how to shape leadership behavior during remote work, with particular emphasis on the e-trust aspect, seem to be important. ORIGINALITY AND VALUE: This research enriches the considerations regarding the existing Employees’ Dynamic Capabilities model. The role of the e-trust factor, which is an important part of e-leadership, in the context of the impact on this model was indicated and discussed. The conclusions are a solid step in the development of knowledge about managing employees during remote work, which not only became a solution for the time of the crisis, but was also permanently introduced to the current work organization. Keywords: management, e-trust, employee dynamic capabilities, person – job fit, motivation, satisfaction, work engagement, job performance.

Download or read book Application of Selected Reaction Monitoring to Highly Multiplexed Targeted Quantitative Proteomics written by Michael Kinter and published by Springer Science & Business Media. This book was released on 2013-09-17 with total page 76 pages. Available in PDF, EPUB and Kindle. Book excerpt: A key experiment in biomedical research is monitoring the expression of different proteins in order to detect changes that occur in biological systems under different experimental conditions. The method that is most widely used is the Western blot analysis. While Western blot is a workhorse in laboratories studying protein expression and has several advantages, it also has a number of significant limitations. In particular, the method is semi-quantitative with limited dynamic range. Western blot focuses on a single protein per sample with only a small number of representative samples analyzed in an experiment. New quantitative tools have been needed for some time to at least supplement, & possibly replace, the Western blot. Mass spectrometric methods have begun to compete with Western blot for routine quantitative analyses of proteins. One of these methods is based on the tandem mass spectrometry technique of selected reaction monitoring (SRM), which is also called multiple reaction monitoring (MRM). Selected reaction monitoring is actually an older tandem mass spectrometry technique, first described in the late 70s, that is widely utilized in the quantitative analysis of small molecules like drugs & metabolites. The use of selected reaction monitoring for the quantitative analysis of proteins has a number of advantages. Most importantly, it is fundamentally quantitative with a wide dynamic range. The output of the analysis is a numerical result that can range over several orders of magnitude. Other advantages include sufficient specificity & sensitivity to detect low abundance proteins in complex mixtures. Finally, selected reaction monitoring can be multiplexed to allow the quantitative analysis of relatively large numbers of proteins in a single sample in a single experiment. This Brief will explain both the theoretical & experimental details of the selected reaction monitoring experiment as it is applied to proteins. ​

Download or read book Tool Use and Causal Cognition written by Teresa McCormack and published by Oxford University Press. This book was released on 2011-08-25 with total page 266 pages. Available in PDF, EPUB and Kindle. Book excerpt: Studies of tool use have been used to examine an exceptionally wide range of aspects of cognition, such as planning, problem-solving and insight, naive physics, social relationship between action and perception.

Download or read book Handbook of Psychology Industrial and Organizational Psychology CafeScribe written by Walter C. Borman and published by John Wiley and Sons. This book was released on 2003-03-10 with total page 667 pages. Available in PDF, EPUB and Kindle. Book excerpt: Includes established theories and cutting-edge developments. Presents the work of an international group of experts. Presents the nature, origin, implications, an future course of major unresolved issues in the area.

Download or read book Handbook of Employee Selection written by James L. Farr and published by Taylor & Francis. This book was released on 2017-03-27 with total page 1005 pages. Available in PDF, EPUB and Kindle. Book excerpt: This second edition of the Handbook of Employee Selection has been revised and updated throughout to reflect current thinking on the state of science and practice in employee selection. In this volume, a diverse group of recognized scholars inside and outside the United States balance theory, research, and practice, often taking a global perspective. Divided into eight parts, chapters cover issues associated with measurement, such as validity and reliability, as well as practical concerns around the development of appropriate selection procedures and implementation of selection programs. Several chapters discuss the measurement of various constructs commonly used as predictors, and other chapters confront criterion measures that are used in test validation. Additional sections include chapters that focus on ethical and legal concerns and testing for certain types of jobs (e.g., blue collar jobs). The second edition features a new section on technology and employee selection. The Handbook of Employee Selection, Second Edition provides an indispensable reference for scholars, researchers, graduate students, and professionals in industrial and organizational psychology, human resource management, and related fields.

Download or read book Artificial Intelligence Bioinformatics Development and Application of Tools for Omics and Inter Omics Studies written by Angelo Facchiano and published by Frontiers Media SA. This book was released on 2020-06-18 with total page 175 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Employee Recruitment Selection and Assessment written by Ioannis Nikolaou and published by Psychology Press. This book was released on 2015-04-17 with total page 265 pages. Available in PDF, EPUB and Kindle. Book excerpt: Personnel selection is changing. Whilst traditional face-to-face interviews are still common, the range of assessment processes that inform the selection of candidates is increasingly diverse, taking advantage not only of new technologies, but also using new methods and strategies, such as assessment centres and personality testing. This new collection looks at the most important contemporary issues in recruitment, selection and assessment today, highlighting the latest research from the perspective of both recruiter and applicant. The book is written by an international range of prominent scholars in this area, and provides up-to-date analysis of key topic areas, including: How measurements of intelligence can impact on recruitment policies The use and value of personality tests An analysis of social interaction in the interview process The value and impact of video resumes in recruitment How social networks affect how applicants are perceived Job analysis and competencies modelling Part of the Current Issues in Work & Organizational Psychology series, this is an important book that shines a light on the latest theory and practice in employee recruitment. It will interest not only students and researchers of Organizational Psychology, HRM and Business and Management, but will also engage professionals in the field.

Download or read book Democratizing Candidate Selection written by Guillermo Cordero and published by Springer. This book was released on 2018-06-30 with total page 300 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book studies the challenges to conventional politics posed by new ways of selecting candidates for legislative elections. The recent economic crisis had profound political consequences on politics, generating an upsurge in the demand for more participative ways of decision-making in politics channelled through social movements and individuals in different countries. Some parties have reacted by introducing changes in their internal organization (via intra-party democracy), particularly related to the selection of candidates for public office. This volume explores the trends and challenges of these new methods of selection, analyses how the internet is increasingly being used as a selection tool, and evaluates some of the relevant consequences related to political representation, party cohesion and party centralization, among others.

Download or read book Proceedings of the XVIII International symposium Symorg 2022 BOOK OF ABSTRACTS written by Marko Mihić and published by FON. This book was released on with total page 363 pages. Available in PDF, EPUB and Kindle. Book excerpt: With 140 contributions by authors from 19 different countries, XVIII International Symposium of Organizational Sciences – SymOrg 2022 successfully sets the high level for future conferences. The topic of SymOrg 2020, “Sustainable Business Management and Digital Transformation: Challenges and Opportunities in the Post-COVID Era”, attracted researchers from different institutions, both in Serbia and abroad. This year, more than 300 scholars and practitioners authored and co-authored scientific and research articles that had been accepted for publication in the Book of Abstracts. All the contributions to the Book of Abstracts are classified into the following 13 key topics:  Blockchain Technology in Business and Information Systems  Business Analytics  Creativity, Innovation and Sustainable Management  Digital Operations and Logistics Management  Digital Transformation of Financial Industry  Digital Transformation of Public Administration  E-Business Ecosystems  Evidence-Based Public Policy Making in the Post-COVID Environment  LEAN Business Systems – Structures, Processes and Models  Managing Digital Transformation Projects under Discontinuity  Managing Human Resources in the Post-COVID Era  Rethinking Marketing and Communication in the Post-COVID Era  Quality Management and Standardization in Digital Transformation Era. The participation of numerous domestic and international authors and the diversity of topics justify our efforts to organize the Symposium. As SymOrg is traditionally at the intersection of academy and business, we believe that this year’s meeting will bring about many in-depth discussions, contribute to prospective partnerships, and build stronger business and academic networks. We also believe that meeting will contribute to the exchange of knowledge, research results and experience among industry experts, research institutions and faculties, which all share a common interest in contemporary organizational sciences. We are very grateful to our distinguished keynote and plenary speakers: Ana Draskovic, Aleksander Aristovnik, Manuel Mazzara, Basant Agarwa and Priyanka Harjule. Also, special thanks to moderators for organizing the panels and workshops in the fields of higher education, business, supply chain, doctoral research studies and student engagement and sustainability. The Faculty of Organizational Sciences would like to express its gratitude to the Ministry of Education, Science and Technological Development and all the partners and individuals who have supported and contributed to the organization of the Symposium. We are particularly grateful to the contributors and reviewers who made this issue possible. But above all, we are especially thankful to the authors and presenters for making SymOrg 2022 a success! Belgrade, June 6, 2022 Marko Mihić, Ph.D. Sandra Jednak, Ph.D. Gordana Savić, Ph.D.

Download or read book Drug Discovery and Development E Book written by Raymond G Hill and published by Elsevier Health Sciences. This book was released on 2021-05-16 with total page 387 pages. Available in PDF, EPUB and Kindle. Book excerpt: With unprecedented interest in the power that the modern therapeutic armamentarium has to combat disease, the new edition of Drug Discovery and Development is an essential resource for anyone interested in understanding how drugs and other therapeutic interventions are discovered and developed, through to clinical research, registration, and market access. The text has been thoroughly updated, with new information on biopharmaceuticals and vaccines as well as clinical development and target identification. Drug discovery and development continues to evolve rapidly and this new edition reflects important changes in the landscape. Edited by industry experts Raymond Hill and Duncan Richards, this market-leading text is suitable for undergraduates and graduates undertaking degrees in pharmacy, pharmacology, toxicology, and clinical development through to those embarking on a career in the pharmaceutical industry. - Key stages of drug discovery and development - Chapters outline the contribution of individual disciplines to the overall process - Supplemented by specific chapters on different modalities - Includes coverage of Oligonucleotide therapies; cell and gene therapy - Now comes with online access on StudentConsult