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    Deliverable 1 - Physics Principals Research Paper

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    The document discusses using electromagnetic fields and energetic frequencies to predict employee performance and suitability for jobs during recruitment and selection. It summarizes research claiming there is a relationship between a person's electromagnetic field and their career choice. It also discusses dividing the human energetic frequency into seven domains associated with abilities and using this to objectively assess candidates. In conclusion, it suggests individuals in similar jobs would have comparable electromagnetic fields, making them suitable for teams or recruitment directly based on frequency profiles linked to skill sets.

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    Deliverable 1 - Physics Principals Research Paper

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    24 views3 pages
    The document discusses using electromagnetic fields and energetic frequencies to predict employee performance and suitability for jobs during recruitment and selection. It summarizes research claiming there is a relationship between a person's electromagnetic field and their career choice. It also discusses dividing the human energetic frequency into seven domains associated with abilities and using this to objectively assess candidates. In conclusion, it suggests individuals in similar jobs would have comparable electromagnetic fields, making them suitable for teams or recruitment directly based on frequency profiles linked to skill sets.

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    The document discusses using electromagnetic fields and energetic frequencies to predict employee performance and suitability for jobs during recruitment and selection. It summarizes research claiming there is a relationship between a person's electromagnetic field and their career choice. It also discusses dividing the human energetic frequency into seven domains associated with abilities and using this to objectively assess candidates. In conclusion, it suggests individuals in similar jobs would have comparable electromagnetic fields, making them suitable for teams or recruitment directly based on frequency profiles linked to skill sets.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    24 views3 pages

    Deliverable 1 - Physics Principals Research Paper

    Uploaded by

    assignmentsacer
    The document discusses using electromagnetic fields and energetic frequencies to predict employee performance and suitability for jobs during recruitment and selection. It summarizes research claiming there is a relationship between a person's electromagnetic field and their career choice. It also discusses dividing the human energetic frequency into seven domains associated with abilities and using this to objectively assess candidates. In conclusion, it suggests individuals in similar jobs would have comparable electromagnetic fields, making them suitable for teams or recruitment directly based on frequency profiles linked to skill sets.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 3

    Deliverable 1 - Physics Principals Research Paper

    The area of focus in this assignment is human resource management (HRM). In this

    case, the aspect of physics will be explored with respect to the field. The focus will be

    on HRM will be on recruitment and selection. To the best of our knowledge, the idea

    of measuring a person's electromagnetic field and energetic frequency domain in

    order to create predictions about an employee has not yet been implemented within

    the discipline of human resource management to make projections about which

    candidate to hire in a recruitment and selection situation.

    According to Hunt (1996), she has come to the following conclusion based on her

    scientific investigation into the electromagnetic field of the human being: There is a

    relationship between a certain person's electromagnetic field and that person's career

    (Torp et al., 2018). She adds that she has conducted studies in which she seated two

    participants in a dark room, back to back on two chairs, with the participant's name

    masked, and measured the electromagnetic field of the pair. She claims that she

    discovered that when their electromagnetic fields interacted, one of three things would

    happen: the fields would merge, but at a frequency that was much higher than each

    field individually; they would completely reject one another; or one of the two fields

    would completely overtake and dominate the other field. If it can be determined

    whether a particular energetic profile chose to enter a particular profession because

    they love it or because they have the skills and competencies that make them

    successful in that profession,then it justifies Hunt's discovery that there is a

    connection between a given person's electromagnetic field and that person's choice of

    profession may be of some value to a company (Jackson et al., 2014).

    The energetic frequency domain of the human person has been examined by

    Motoyama (1978), who claims to have come to the conclusion that it may be divided
    into seven separate frequency domains, each of which is said to be associated with a

    group of unique abilities, competencies, and characteristics (Torp et al., 2018). The

    electromagnetic polarity (+/- or proactive/reactive) of each of these frequency

    domains is said to affect how that energetic frequency level appears via that particular

    person. Motoyama appears to have given up on his research into the human body's

    electromagnetic frequency ranges in favor of studying the meridians, but his results

    are still important and may even provide the groundwork for developing a quantitative

    method of comparing people (Jackson et al., 2014). It should be doable if the precise

    abilities, competencies, and qualities can be determined. The first step will likely be to

    determine which cluster of skills, competencies, and qualities is associated with

    particular frequency domain. for instance, in a recruitment and selection scenario to

    determine precisely what abilities, competencies, and attributes the various candidates

    have, and then select the one most suitable for the open post.

    In conclusion, individuals with similar job functions would have a comparable

    electromagnetic field and could thus be selected for teams and recruited directly.

    Additionally, if the frequency domain could be more precisely linked to particular

    professional skill sets, a quantitative assessment that is both objective and quick

    would be achievable.
    References

    Jackson, S. E., Jiang, K., & Schuler, R. S. (2014). State of the Field of strategic

    human resource management. Management.

    https://doi.org/10.1093/obo/9780199846740-0034

    Torp, A., Andrei, A. G., & Purcarea, A. A. (2018). Human resource performance

    predictors based on the human energy profile. Proceedings of the

    International Conference on Business Excellence, 12(1), 975-982.

    https://doi.org/10.2478/picbe-2018-0087

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