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Ontology of a domain mainly consists of a set of concepts and their semantic relations. It is typically constructed and maintained by using ontology editors with substantial human intervention. It is desirable to perform the task automatically, which has led to the development of ontology learning techniques. One of the main challenges of ontology learning from the text is to identify key concepts from the documents. A wide range of techniques for key concept extraction have been proposed but are having the limitations of low accuracy, poor performance, not so flexible and applicability to a specific domain. The propose of this study is to explore a new method to extract key concepts and to apply them to literature in the nuclear domain.

In this article, a novel method for key concept extraction is proposed and applied to the documents from the nuclear domain. A hybrid approach was used, which includes a combination of domain, syntactic name entity knowledge and statistical based methods. The performance of the developed method has been evaluated from the data obtained using two out of three voting logic from three domain experts by using 120 documents retrieved from SCOPUS database.

The work reported pertains to extracting concepts from the set of selected documents and aids the search for documents relating to given concepts. The results of a case study indicated that the method developed has demonstrated better metrics than Text2Onto and CFinder. The method described has the capability of extracting valid key concepts from a set of candidates with long phrases.

The present study is restricted to literature coming out in the English language and applied to the documents from nuclear domain. It has the potential to extend to other domains also.

The work carried out in the current study has the potential of leading to updating International Nuclear Information System thesaurus for ontology in the nuclear domain. This can lead to efficient search methods.

This work is the first attempt to automatically extract key concepts from the nuclear documents. The proposed approach will address and fix the most of the problems that are existed in the current methods and thereby increase the performance.

The purpose of this paper is to offer insights into the hiring process for candidates seeking entry-level and mid-range librarian positions at ARL public university libraries. Whether a recent librarian graduate, a seasoned librarian seeking a different academic institution or a librarian transitioning into academia from a different library environment, an understanding of how search committees function and the importance they contribute to identifying the best candidate can be beneficial to any job seeker.

This paper offers universal best practices, techniques and “keys” to unlocking the secrets of the recruitment process from the candidate’s perspective to help librarians seeking employment in an Association of Research Libraries (ARLs) public university environment. The scope of this paper is for entry level and mid-range librarians, but some ARL’s do use executive search firms for upper level administrative positions.

This paper describes the search process, offers insiders’ perspectives and provides techniques along with best practices on how to be a successful applicant and candidate.

As experienced professionals who have served on search committees, this paper explains the “keys” to best practices and how to enhance one’s resume and curriculum vita.

This paper walks potential job candidates through the process of how to apply and what to expect during an ARL Library Search Committee application review.

This paper aims to highlight the least effective and most effective methods for evaluating job candidates.

The paper is based on the lessons learned by the industrial psychologists of PSP Metrics, Inc, throughout the 65 years the company has been assisting businesses in improving the quality and productivity of their human capital.

Traditional selection criteria such as education, experience and job knowledge are not the most likely predictors of candidate success. Multiple meetings with candidates, behavioral interviewing and psychometric profiling are more successful methods of selection.

The information gives HR professionals practical advice on how to improve the quality of their selection process.

The purpose of this paper is to explore the ways in which gender is “done” in executive search. The authors uncover how the ideal candidate for top management is defined in and through search practices, and discuss how and why women are excluded in the process.

The study is based on in‐depth interviews with male and female Austrian, Finnish and Swedish executive search consultants. The authors study the ways in which consultants talk about their work, assignments, clients, and candidates, and discern from their talk descriptions of practices where male dominance in top management is reinforced.

The ways in which gender is “done” and women are excluded from top management are similar across socio‐cultural contexts. In different societal conditions and culturally laden forms, search consultants, candidates and clients engage in similar practices that produce a similar outcome. Core practices of executive search constrain consultants in their efforts to introduce female candidates to the process and to increase the number of women in top management.

The study is exploratory in that it paves the way for more refined understandings of the ways in which gender plays a role in professional services in general and in practices of executive search in particular.

Unmasking how gender is woven into the executive search process may provide openings for “doing” gender differently, both for consultants and their clients. It may serve as a catalyst for change in widening the talent pool for top management.

Research on gendered practices in executive search is extremely rare. The study provides new insights into this influential professional practice and its outcomes.

The purpose of this paper is to examine the relationship between the use of sophisticated talent selection processes such as gamification and training and development interventions designed to ensure that candidates can successfully navigate the talent assessment process. Gamification is the application of game elements to non-game activities through the adoption of gaming tools, and little is known about how candidates (“talent”) struggle to learn about the structural mechanics of gamification as they engage with the hidden rules of talent selection, such as goals, rules, “levelling up”, feedback and engagement in competitive – collaborative activities. The term “talent development gamification” is coined and used as an analytical tool to consider how young talent are supported by development interventions in their inter-subjectivity as they learn how to survive and win in talent selection games.

Studying hidden dynamics in development processes inherent in gamified talent selection is challenging, so a cult work of fiction, “Ender’s Game”, is examined to address the questions: “How do candidates in talent selection programmes learn to make sense of the structural mechanics of gamification”, “How does this make the hidden rules of talent selection explicit to them?” and “What does this mean for talent development?”

Talent development in selection gamification processes is illustrated through nuanced theoretical accounts of how a multiplicity of shifting and competing developmental learning opportunities are played out as a form of “double-consciousness” by potential organizational talent for them to “win the selection game”.

Using novels as an aid to understanding management and the organization of work is ontologically and epistemologically problematic. But analysing novels which are “good reads” also has educational value and can produce new knowledge from its analysis. In exploring how “Characters are made to live dangerously, to face predicaments that, as readers, we experience as vicarious pleasure. We imagine, for example, how a particular character may react or, more importantly, what we would do in similar circumstances” (Knights and Willmott, 1999, p. 5). This future-oriented fictional narrative is both illustrative and provides an analogy to illuminate current organisational development challenges.

The term “talent development gamification in selection processes” is coined to allow analysis and provide lessons for talent development practice in a little studied area. Our case study analysis identifies a number of areas for consideration by talent management/talent development specialists involved in developing talent assessment centres incorporating gamification. These include the importance of understanding and taking account of rites of passage through the assessment centre, in particular the role of liminal space, what talent development interventions might be of benefit and the necessity of appreciating and managing talent in developing the skill of double consciousness in game simulations.

This paper aims to automatically derive a 2D parametric model of the main characteristic lines of a car from images, blueprints or hand-made sketches of its side view. Then this model can be used for the further computer-aided design manipulation starting from images of the side view of a car.

The method combines different image edge detection techniques and edge removal processes with optimization techniques according to local and global constraints specific of the single curves to automatically construct a precise parametric model of the main character lines of a car from images. First, process the car image to compute the most important curves and then warp a car template model to match its feature points and curves with the ones detected in the image.

The paper provides method to construct parametric model from an image using maximum cover ratio to the edge points obtained by state-of-the-art edge detection algorithms. A feature points’ organization mechanism produces quadric curves to express feature curves of a product.

The robustness of the presented method depends on the completeness of edge detection results and the accuracy of some key points’ registration result, so if the image is not good, the result cannot be trusted. Only side-view is considered in this paper. Additional limits in the process regard the side view verification: pictures of the front or rear view can be wrongly classified as lateral ones when they contain round lights.

This program enables designers to convert the image to geometric parametric model directly.

The method is applicable to shaded pictures, sketches and blue prints of the side view of a car. It can process a database of car images in a batch mode or a specific picture on user demand. The method classifies the cars to different categories: SUV/Wagon/Hatchback, sedan, city and coupe. The authors obtain good results for every category.

Human resources can differentiate firms from their competitors or directly affect the success or failure of firms. As in many sectors, there is a need for qualified employees in the logistics sector, which is of great importance for the national economies. Qualified employees in this sector contribute to the success of the companies and the development of the industry. In this study, it is aimed to reveal the qualifications and characteristics of the labour force needed by logistics companies. It was also aimed to show the impact of COVID-19 on logistics job ads. For this purpose, a total of 1,410 job vacancy postings (before COVID-19) and a total of 1,700 job vacancy postings (during COVID-19) were searched on the kariyer.net website with the word “logistics” and analysed by content analysis method. As a result, it was found that the most advertised province was Istanbul in both periods, the most looked up experience requirement in the candidates was 1-5 years in both periods, the opportunities provided to the candidates (transportation, food and beverage, career, social activity) were not mentioned much in both periods. This study reveals the status of logistics job postings in the period before COVID-19 and during COVID-19. It was also aimed to show the impact of COVID-19 on logistics job ads. We investigated whether the logistics employee demand has changed and whether the pandemic is affecting workforce characteristics. This is the first empirical analysis of the impact of COVID-19 on logistics vacancy postings.

This paper seeks to introduce an integrated framework to determine the relationships between organisation core competences and associated personal competencies.

At first organisation core competences are determined by conducting internal and external benchmarking exercises, respectively, employing the “collectiveness” and “uniqueness” measures using key capabilities as a basis. Subsequently a pair‐wise comparison using the Analytic Hierarchy Process (AHP) is conducted to assess related personal competencies using the Chartered Institute of Personnel and Development list of competencies. The paper shows how these individual competencies are crucial to the overall organisational core competences. The framework is tested for a construction company, where five management directors are interviewed to develop an overall picture regarding the strengths and weaknesses of the company's key capabilities.

Overall the results show that, despite being a construction company, the composition of its organisational capabilities is dominantly governed by intangible assets’ contributions. The AHP prioritisation analysis confirmed that with regard to Innovative solutions, organisational core competence, Customer focus, and Team orientation are the most related personal competencies.

This paper makes an original contribution in the core competence literature by showing how to evaluate individual competencies that are essential to the construction of the organisational core competence. The use of AHP facilitates consistent data by screening out any subjective anomalies. The outcome of this exercise can help management prioritise the most related personal competencies needed for developing its organisational core competences and to undertake crucial business functions.