Management and Production Engineering Review (MPER) is a peer-refereed, international, multidisciplinary journal covering a broad spectrum of topics in production engineering and management. Production engineering is a currently developing stream of science encompassing planning, design, implementation and management of production and logistic systems. Orientation towards human resources factor differentiates production engineering from other technical disciplines. The journal aims to advance the theoretical and applied knowledge of this rapidly evolving field, with a special focus on production management, organisation of production processes, management of production knowledge, computer integrated management of production flow, enterprise effectiveness, maintainability and sustainable manufacturing, productivity and organisation, forecasting, modelling and simulation, decision making systems, project management, innovation management and technology transfer, quality engineering and safety at work, supply chain optimization and logistics. Management and Production Engineering Review is published under the auspices of the Polish Academy of Sciences Committee on Production Engineering and Polish Association for Production Management. The main purpose of Management and Production Engineering Review is to publish the results of cutting-edge research advancing the concepts, theories and implementation of novel solutions in modern manufacturing. Papers presenting original research results related to production engineering and management education are also welcomed. We welcome original papers written in English. The Journal also publishes technical briefs, discussions of previously published papers, book reviews, and editorials. Letters to the Editor-in-Chief are highly encouraged.

The article deals with the subject of recruitment of a candidate for a creative team in manufacturing

company. For this purpose, a recruitment model has been developed. It consists

of three main stages: preliminary selection of candidates, assessment of the predispositions

of the selected candidates to work in a team and creative team building. The authors developed

recruitment model of a candidate for a creative team includes a set of tools supporting

the assessment at each stage. In the first stage concerning the preliminary selection, a competence

Questionnaire for working in a creative team, was developed. The second stage

includes the assessment of a candidate’s predispositions with the use of original tools for

assessing creativity, a tool supporting the monitoring of employees’ activity in proposing

innovative solutions and assessment center methodology. The principles of AC remained the

same. The competences that a creative team should possess were adjusted to the tool. Tasks

were proposed in order to assess these competences. The tool itself is ready for application.

In the subsequent stage of research, the tool in question will be tested in selected companies

and evaluated. The last stage concerns the team building. The tool used at this stage is

the Questionnaire for assessing the role in the team. While creating a recruitment model of

a candidate for a creative team, of the selected companies team leaders were consulted.