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A number of highly sophisticated demands is put on the personnel selection process. The selection criterions regarded as explicit do not always correspond to the actual criterions which are frequently influenced by rather unconscious decision-making processes. The selection process, usually an outcome of a teamwork, is burdened with different weights of judgement cues at individual judges. The judgement analysis tool POLICY PC used in the present study stems from the theoretical framework of Brunswick and Hammond judgement theory. The purpose of our study was a judgement analysis employed in a particular situation of the personnel selection process in a demanding/exacting profession. Not only judgement analysis of already accomplished decisions but also analysis of decision-making process with simulated data is presented. The analysis results - the weights of the judgement cues - are compared with the outcome of a group discussion of the judges.
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