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Description
of
Ph.D.
thesis
about:

Quantum
Physics
&
Human
Resource
Management

An
HRM
Evaluation
Tool
Based
on
the
Energetic
Profile
of
the
Human
Being

Student:
Andronicus
Michael
Torp.
B.Sc.
Philosophy
&
Business
Administration,
M.Sc.
HRM

Supervisor:
Prof.
Dr.
Univ.
Anca
Alexandra
Purcarea

Institution:
Universitatea
Politehnica
din
București

Page
1/7

Abstract:
This
appraisal
argues
that
it,
based
on
the
universal
principles
revealed
by
Quantum

Physics,
is
possible
to
construct
an
HRM
evaluation
tool
based
on
the
energetic
profile
of
a

person,
which
can
be
used
to
diagnose
the
qualities
of
that
person
in
a
way
which
is

quantitatively
comparable
between
different
people,
and
which
can
give
explanations
at
deeper

levels
than
what
can
be
obtained
through
chemistry,
biology,
or
psychology.

Keywords:
HRM,
Quantum
Physics,
Energetic
Profile,
Recruitment,
Evaluation,
Performance.

Introduction:
According
to
Einstein
everything
in
this
universe
consists
of
energy,
E
=
MC2,

and
as
we
human
beings
are
part
of
this
universe
it
may
logically
be
concluded,
that
we
also

consist
of
energy.

According
to
Quantum
Physics
there
are
four
principles,
which
govern
everything
in
this

universe;
Gravity,
the
Strong
and
the
Weak
Nuclear
Force,
and
Electromagnetism.
The
former

Lucasian
Professor
of
Mathematics
at
Cambridge
University,
Dr.
Stephen
Hawking
(2010:

133)
writes,
that
‘Electromagnetic
forces
are
responsible
for
all
of
chemistry
and
biology’.

Thus
there
seems
to
be
a
scientific
foundation
supporting
the
idea
that
by
measuring
the

electromagnetic
frequencies
of
a
human
being,
science
will
be
able
to
understand
that
being
at

deeper
levels
than
through
for
example
chemistry,
biology,
or
psychology,
etc.

Significance
of
Research:
This
research
is
significant
in
its
attempt
to
analyse
and
describe

the
qualities
of
human
beings
through
their
electromagnetic
frequencies
by
which
these

qualities
of
two
human
beings
can
be
compared,
even
quantitatively.

It
is
furthermore
significant
as
it
analyses
how
this
objective
knowledge
about
the
human

being
can
be
used
to
choose
the
best
candidate
in
a
professional
recruitment
and
selection

situation
within
Human
Resource
Management,
which
may
constitute
a
competitive

advantage
for
the
company.

Aim
and
Objectives
of
Thesis:
The
purpose
of
this
Ph.D.
is
to
analyse
the
energetic
structure

of
the
human
being
in
connection
with
the
possibility
of
making
predictions
about
that

person’s
skills,
competences,
and
future
performance
in
a
professional
context.

Description
of
Ph.D.
thesis
about:

Quantum
Physics
&
Human
Resource
Management

An
HRM
Evaluation
Tool
Based
on
the
Energetic
Profile
of
the
Human
Being

Student:
Andronicus
Michael
Torp.
B.Sc.
Philosophy
&
Business
Administration,
M.Sc.
HRM

Supervisor:
Prof.
Dr.
Univ.
Anca
Alexandra
Purcarea

Institution:
Universitatea
Politehnica
din
București

Page
2/7

Literature
Review:
According
to
Professor
Emeritus
in
Materials
Science
and
Engineering
at

Stanford
University,
Dr.
William
A.
Tiller
(1997:
2-‐3),
there
is
a
connection
between
a
person’s

functioning
and
the
electromagnetic
field
of
that
person.
Tiller
states
that
there
is
a
“crack”
in

the
worldview
within
medicine
and
biology,
as
living
organisms
have
largely
been
viewed
as

operating
via
this
sequence
of
reactions:

function
ó
structure
ó
chemistry

According
to
Tiller
this
is
partly
correct,
with
the
addition
that
beyond
the
chemical
level
is

the
electromagnetic
field.
Thus,
the
correct
perspective,
according
to
Tiller,
is:

function
ó
structure
ó
chemistry
ó
electromagnetic
field

Logically
it
follows
from
Tiller’s
statements
that
it
should
be
possible
to
make
predictions

about
a
persons
functioning
based
on
understanding
that
persons
electromagnetic
field,
and

that
these
predictions
seem
to
be
able
to
offer
a
deeper
description
of
that
being
than
what

can
be
obtained
through
other
domains,
such
as
biology,
chemistry,
or
psychology.

Furthermore
it
seems
evident
to
assume
that
since
electromagnetism
is
a
universal
principle,

two
people
with,
more
or
less,
the
same
electromagnetic
structure
will
function
in
the
same

way,
as,
analogically
speaking,
two
computers
with,
more
or
less,
identical
components

function
in
the
same
way.

As
the
functioning
of
a
person
is
of
great
concern
for
a
company,
which,
according
to

Professor
of
HRM
at
the
University
of
Auckland,
Peter
Boxall,
needs
to
have
a
work
force
with

the
set
of
skills
and
competences
needed
in
order
to
fulfil
the
company’s
strategic
goals,
the

energetic
profile
of
a
human
being
seems
to
be
applicable
within
for
example
Recruitment
&

Selection,
where
it
should
be
able
to
determine
a
persons
future
performance
in
the
same
way

as,
referring
to
the
previously
mentioned
analogy,
the
technical
standards
of
a
computer

enables
us
to
predict
its
performance.

There
has
already
been
conducted
significant
research
within
examining
the
connection

between
a
person’s
energetic
profile
and
that
persons
functioning.

Description
of
Ph.D.
thesis
about:

Quantum
Physics
&
Human
Resource
Management

An
HRM
Evaluation
Tool
Based
on
the
Energetic
Profile
of
the
Human
Being

Student:
Andronicus
Michael
Torp.
B.Sc.
Philosophy
&
Business
Administration,
M.Sc.
HRM

Supervisor:
Prof.
Dr.
Univ.
Anca
Alexandra
Purcarea

Institution:
Universitatea
Politehnica
din
București

Page
3/7

Two
of
the
most
famous
scientists
within
this
field
are
Professor
Emeritus
from
University
of

California,
Los
Angeles,
Dr.
Valerie
V.
Hunt,
and
Dr.
Eng.
Hiroshi
Motoyama
from
the
California

Institute
of
Human
Sciences
who,
by
UNESCO,
is
declared
one
of
the
world’s
10
foremost

scientists
within
his
field.

Hunt
(1996)
states,
that
based
on
her
scientific
research
of
the
electromagnetic
field
of
the

human
being
she
has,
amongst
others,
concluded:
That
everybody
has
a
unique,
individual

electromagnetic
field
which
can
change
over
time;
that
there
is
a
connection
between
the

persons
electromagnetic
field
and
that
persons
choice
of
profession,
as
well
as
the
fact
that

when
two
people
were
put
together
their
electromagnetic
fields
would
either
(1)
merge,
yet

at
a
much
higher
level
of
frequency
than
each
field
individually,
or
(2)
completely
reject
each

other,
or
(3)
one
field
would
completely
overtake
and
dominate
the
other
field.
This
discovery

might
be
investigated
further
to
establish
a
scientific
way
of
predicting
if
two
people
can
work

well
together.

Motoyama
(1978)
has
studied
the
energetic
frequency
domains
of
the
human
being,
and

states
that
he
has
concluded,
that
the
human
being
can
be
divided
into
seven
different
of
such

frequency
domains,
where
each
domain
supposedly
is
related
with
a
cluster
of
specific

functioning’s;
for
example
endurance,
social
skills,
ambition,
logical
intelligence,
empathy,

communication,
mental
focus
&
clarity,
etc.

Each
of
these
frequency
domains
has
an
electromagnetic
polarity
(+/-‐),
which,
if
not
perfectly

balanced,
leads
to
a
disharmony
in
the
energies
at
that
level.

By
concluding
which
frequency
domain
is
connected
with
which
qualities,
it
should
be

possible
to
develop
an
evaluation
tool,
which
can
be
used
to
perform
an
objective,

quantitative
comparison
of
two
or
more
persons
qualities,
which
can
for
example
be
used
in
a

Recruitment
&
Selection
situation.

Finally,
research
by
O’Keefee
(2006)
from
London
City
University
states
that
the
stress
and

energy
level
of
a
person
can
be
measured
objectively
based
on
the
energetic
profile
of
that

Description
of
Ph.D.
thesis
about:

Quantum
Physics
&
Human
Resource
Management

An
HRM
Evaluation
Tool
Based
on
the
Energetic
Profile
of
the
Human
Being

Student:
Andronicus
Michael
Torp.
B.Sc.
Philosophy
&
Business
Administration,
M.Sc.
HRM

Supervisor:
Prof.
Dr.
Univ.
Anca
Alexandra
Purcarea

Institution:
Universitatea
Politehnica
din
București

Page
4/7

person.
Stress
seems
to
be
an
increasing
problem,
with
significant
financial
costs,
and
it
might

have
financial
value
for
a
company
to
be
able
to
determine
which
of
the
employees
are

experiencing
too
much
stress
for
them
to
continue
their
job
function
without
breaking
down,

as
well
as,
objectively,
being
able
to
evaluate
the
effects
of
the
activities
performed
to
reduce

the
stress.
Also,
by
deepening
these
studies,
it
should
become
possible
for
the
company
to

recruit
the
person
with
the
highest
energy
level,
which
it
should
be
reasonable
to
assume
is

the
person
able
to
work
longer
and/or
more
efficient.

Deliberation
to
previous
research:
The
previous
research
within
this
field
has
mainly

focused
on
establishing
if
different
people
have
different
activations
of
their
energetic
profile,

not
what
the
outcome
of
these
differences
are.
This
Ph.D.
project
will
build
on
the
findings
of

the
previous
scientific
work
with
the
focus
on
establishing
how
these
differences
in
the

energetic
profile
of
different
people
manifest
as
different
qualities
and
how
these
qualities
can

be
compared
quantitatively
in
order
to
recruit
the
person
best
suited
for
the
job.

Methodology:
The
methodology
of
the
Ph.D.
will
be
a
combination
of
bibliographical
research

and
statistical
research
cases,
based
on
regression
analysis,
performed
at
the
company,
which

is
interested
in
participating
in
this
research
project.
The
Ph.D.
will
have
a
positivistic

foundation.

Technical
issues:
The
energetic
measurements
conducted
during
this
Ph.D.
will
be

performed
by
using
the
GDV-‐camera,
which
is
developed
by
Professor
of
Computer
Science

and
Biophysics
at
Saint-‐Petersburg
Federal
University
of
Informational
Technologies,

Mechanics
and
Optics,
Dr.
Konstantin
Korotkov.
The
GDV-‐camera
measures
the
person’s

energetic
structure
based
on
the
particles
emitted
from
the
human
body.

Empirical
observations:
The
data
material
collected
in
this
Ph.D.
will
be
the
energetic

profiles
measured
by
the
GDV-‐camera,
which
will
then
be
compared
with
the
feedback,
which

the
individual
candidate
will
receive
through
an
anonymous
360
degree
feedback

Description
of
Ph.D.
thesis
about:

Quantum
Physics
&
Human
Resource
Management

An
HRM
Evaluation
Tool
Based
on
the
Energetic
Profile
of
the
Human
Being

Student:
Andronicus
Michael
Torp.
B.Sc.
Philosophy
&
Business
Administration,
M.Sc.
HRM

Supervisor:
Prof.
Dr.
Univ.
Anca
Alexandra
Purcarea

Institution:
Universitatea
Politehnica
din
București

Page
5/7

questionnaire.
The
360
degree
feedback
is
chosen
because
it,
accordingly
to
Nunally
(in

Hensel
et
al.,
2010),
is
able
to
provide
statistically
valid
results,
if
there
is
a
minimum
of
10

raters
and
the
ratings
are
kept
anonymous.
In
this
way
statistically
valid
data
about
which

energetic
profile
has
which
qualities
will
be
obtained,
which
can
then
be
used
in
future

recruitment
situations,
where
it
should
be
able
to
recruit
a
person
based
on
that
persons

energetic
frequencies
and
thus
know
exactly
which
qualities
that
person
possesses,
as
well
as

in
which
quantity.

Research
Plan:
Chapter
1
(R1)
will
deal
with
the
principles
revealed
by
modern
science
(For

example,
The
General
theory
of
relativity,
Quantum
Physics,
Physics,
etc.)
in
order
to
establish

the
scientific
foundation
of
the
laws
of
the
universe;
as
well
as,
based
on
the
research
into
the

energetic
body
of
the
human
being,
by
for
example
Hunt,
Motoyama,
Korotkov,
etc.,
to
analyse

how
these
universal
laws
apply
in
the
human
being
and
how
they
can
be
used
to
make

predictions
about
the
functioning
of
that
human
being.

Chapter
2
(R2)
will
be
an
empirical
data
gathering
of
the
energetic
profile
of
a
person

compared
with
a
statistically
valid
feedback
about
that
person
in
order
to
obtain
an

understanding
about
the
connection
between
these
two
factors.

Chapter
3
(R3)
will,
based
on
empirical
data,
examine
the
connection
between
the
energetic

profile
and
the
performance
of
a
person.
In
this
part
different
job
functions
will
be
compared

with
different
energetic
profiles.

Chapter
4
(R4)
will
deal
with
stress
and
the
energy
level
of
the
candidate;
how
objectively
this

can
be
measured
through
the
energetic
profile
of
the
human
being,
as
well
as
measuring
how

efficient
the
techniques
for
reducing
stress
and
amplifying
the
energy
level
are.

Chapter
5
(R5)
will
analyse
how
the
work
from
R1,
R2,
R3
&
R4
can
be
used
practically
to

predict
whom
to
hire
in
a
Recruitment
&
Selection
situation.

Chapter
6
(R6)
will
conclude
upon
the
findings
of
this
Ph.D.

Description
of
Ph.D.
thesis
about:

Quantum
Physics
&
Human
Resource
Management

An
HRM
Evaluation
Tool
Based
on
the
Energetic
Profile
of
the
Human
Being

Student:
Andronicus
Michael
Torp.
B.Sc.
Philosophy
&
Business
Administration,
M.Sc.
HRM

Supervisor:
Prof.
Dr.
Univ.
Anca
Alexandra
Purcarea

Institution:
Universitatea
Politehnica
din
București

Page
6/7

Conclusion:
This
research
has
investigated
the
relation
between
the
energetic
profile
and
the

performance
of
a
person.
This
enables
an
understanding
of
the
human
being
at
a
deeper
level

than
previously,
and
thus
offers
a
company
a
better
opportunity
to
recruit
the
person,
which

fits
the
job
role
the
best,
which
constitutes
a
competitive
advantage
for
that
company.

References:

(Presented
according
to
the
Harvard
Reference
Style)

Becker,
R.,
1985.
The
Body
Electric.
Morrow.
New
York.

Boxall
&
Purcell,
2011.Strategy
and
Human
Resource
Management.
Palgrave
Macmillan.

Faye,
J.,
2010.
Kvantefilosofi.
(Quantumphilosophy)
Aarhus
Universitetsforlag,
Aarhus.

Goswami,
A.,
1995.
The
Self-‐aware
Universe.
Tarcher
Penguin.

Hawking,
S.,
1989.
A
Brief
History
of
Time.
Bantam.
London.

Hawking,
S.,
2010.
The
Grand
Design.
Bantam
Press.
London.

Hensel
et
al.,
2010.
360
degree
feedback:
how
many
raters
are
needed
for
reliable
ratings
on
the

capacity
to
develop
competences,
with
personal
qualities
as
developmental
goals?
The

International
Journal
of
Human
Resource
Management,
Vol.
21,
No.
15.

Hunter
&
Hunter,
1984.
Validity
and
Utility
of
Alternative
Predictors
of
Job
Performance.

Psychological
Bulletin.
Vol.
96.
No.
1.

Hunt,
VV.,
1996.
Infinite
mind:
The
Science
of
Human
Vibrations
of
Consciousness.
Malibu

Publishing
Co.

Likierman,
A.,
2009.
The
Five
Traps
of
Performance
Measurement.
Harvard
Business
Review.

Lorenzen,
E.,
2010.
Ind
i
mindfulness.
(Into
Mindfulness)
Børsens
Forlag.

Motoyama,
H.,
1978.
Science
and
the
Evolution
of
Consciousness.
Autumn
Press.

Motoyama,
H.,
1981.
Theories
of
the
Chakras:
Bridge
to
Higher
Consciousness.
The

Theosophical
Publishing
House.
Illinois,
USA.

O’Keefee,
E.,
2006.
The
GDV
Technique
as
an
Aide
to
Stress
Assessment.
International
Union
of

Medical
and
Applied
Bioelectrography.

O’Meara
et
al.,
2013.
The
Handbook
of
Strategic
Recruitment
and
Selection.
Emerald.

Peters,
TJ.
&
Waterman,
RH.,
1984.
Hvad
gør
de
bedste
bedre?
(In
Search
of
Excellence)
Schultz.

Description
of
Ph.D.
thesis
about:

Quantum
Physics
&
Human
Resource
Management

An
HRM
Evaluation
Tool
Based
on
the
Energetic
Profile
of
the
Human
Being

Student:
Andronicus
Michael
Torp.
B.Sc.
Philosophy
&
Business
Administration,
M.Sc.
HRM

Supervisor:
Prof.
Dr.
Univ.
Anca
Alexandra
Purcarea

Institution:
Universitatea
Politehnica
din
București

Page
7/7

Pruzan,
P.
&
Mikkelsen
KP.,
2010.
Ledelse
med
visdom.
(Management
with
Wisdom)
Gyldendal

Business,
København.

Tiller,
W.,
1997.
Science
and
Human
Transformation.
Pavior.

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Description of Ph.D. A.M.Torp

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Description of Ph.D. A.M.Torp