Assessment Methods In Recruitment Selection Performance
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Assessment Methods in Recruitment, Selection & Performance by Robert Edenborough Pdf
Assessment centres, psychometric testing and structured interviews are all methods that are regularly used to select and recruit employees. Assessment Methods in Recruitment, Selection and Performance offers clear explanations of the principles behind these methods along with their history, practice and implementation. There is also an exploration of how these methods can be used to determine competencies to shape performance management systems. Complete with case studies, figures and illustrations, the book links selection and performance management by examining a number of issues including the use of selection and recruitment methods; the background and approaches to measurement within performance management; and, the use of information and communication technology in assessment and performance management.
Assessment Methods in Recruitment Selection and Performance by Robert Edenborough Pdf
This book is a comprehensive guide that examines the formal assessment methods used in both recruitment and performance management. A thorough examination of the principles underpinning assessment methods along with practical applications are provided. The use of assessment centres, psychometrics and structured interviews are thoroughly examined along with practical advice on their use. Examination of the design and applications of performance management systems in day to day decision making about individuals, appraisal, reward and succession planning is included.
Employee Recruitment, Selection, and Assessment by Ioannis Nikolaou,Janneke K. Oostrom Pdf
Personnel selection is changing. Whilst traditional face-to-face interviews are still common, the range of assessment processes that inform the selection of candidates is increasingly diverse, taking advantage not only of new technologies, but also using new methods and strategies, such as assessment centres and personality testing. This new collection looks at the most important contemporary issues in recruitment, selection and assessment today, highlighting the latest research from the perspective of both recruiter and applicant. The book is written by an international range of prominent scholars in this area, and provides up-to-date analysis of key topic areas, including: How measurements of intelligence can impact on recruitment policies The use and value of personality tests An analysis of social interaction in the interview process The value and impact of video resumes in recruitment How social networks affect how applicants are perceived Job analysis and competencies modelling Part of the Current Issues in Work & Organizational Psychology series, this is an important book that shines a light on the latest theory and practice in employee recruitment. It will interest not only students and researchers of Organizational Psychology, HRM and Business and Management, but will also engage professionals in the field.
Employee Recruitment, Selection, and Assessment by Ioannis Nikolaou,Janneke K. Oostrom Pdf
Personnel selection is changing. Whilst traditional face-to-face interviews are still common, the range of assessment processes that inform the selection of candidates is increasingly diverse, taking advantage not only of new technologies, but also using new methods and strategies, such as assessment centres and personality testing. This new collection looks at the most important contemporary issues in recruitment, selection and assessment today, highlighting the latest research from the perspective of both recruiter and applicant. The book is written by an international range of prominent scholars in this area, and provides up-to-date analysis of key topic areas, including: How measurements of intelligence can impact on recruitment policies The use and value of personality tests An analysis of social interaction in the interview process The value and impact of video resumes in recruitment How social networks affect how applicants are perceived Job analysis and competencies modelling Part of the Current Issues in Work & Organizational Psychology series, this is an important book that shines a light on the latest theory and practice in employee recruitment. It will interest not only students and researchers of Organizational Psychology, HRM and Business and Management, but will also engage professionals in the field.
Author : Anna P.Y. Tsui,K.T. Lai Publisher : Hong Kong University Press Page : 369 pages File Size : 53,8 Mb Release : 2009-08-01 Category : Business & Economics ISBN : 9789622090606
Professional Practices of Human Resource Management in Hong Kong by Anna P.Y. Tsui,K.T. Lai Pdf
Faced with external and internal challenges such as globalization, social changes and responsiveness to customers, technological development, cost containment and structural changes, organizations now experience increasing levels of competition. Evidence has shown a positive relationship between HR practices and business performance outcomes such as increased profitability and productivity. Indeed, HRM practices influence employee skills through the acquisition and development of human capital. Also, the use of well-designed performance management systems and pay-for-performance incentives are important motivations in the workplace. Written by HR professionals, consultants, legal experts and academics with decades of professional experience, this volume covers the full spectrum of HRM practices in relation to their strategic contributions to organizations. In a hands-on and lively fashion, it provides up-to-date HRM knowledge and skills with practical guidelines. The purpose of the book is to enhance people management and gain competitive advantage in the fast-moving business environment.
Organizations and Management in Cross-Cultural Context by Zeynep Aycan,Rabindra N Kanungo,Manuel Mendonca Pdf
*Winner in the Management and Leadership Textbook Category at CMI Management Book of the Year Awards 2015* An ideal course text for Organizational Behaviour, Human Resource Management or Cross-Cultural Management courses. Chapters present the fundamental theoretical approaches in all key areas including leadership, ethics and change, and then explore them in the context of culture and cross-cultural management. Encourages self-reflection and critical appraisal through a series of questions and scenarios designed to get you thinking like a manager working with an international team. Provides practical guidance on tackling the most complex issues facing managers today. Contains insights into the experiences of real employees working in a multicultural environment. The companion website provides a wealth of additional material to support students and teachers alike.
Interview Psychological And Common by Johnny Ch Lok Pdf
Chapter Three Selecting and evaluating assessment methodsHow selection assessment methods are applied to choose the best applicants ?Organizations compete in the war for talent. So, one effective selection assessment method can help any organizations to choose the best applicant(s). Using scientifically proven assessments to make selection decisions, even though such assessments have been shown to result in significant productivity increases, cost savings, decrease other critical organizational outcomes. I shall indicate common misconceptions about selection tests, such as: Screening applicants for conscientiousness will yield better performers, then screening applicants for intelligence, screening applicants for their values will yield better performers, then screening applicants for intelligence, integrity tests are not ueful because job candidates misrepresent themselves on these typs of tests, unstructured interviews with candidates provide better information than structured assessment processes and using selection tests creates legal problems for organizations rather than helps to solve them.There are numerous different types of formal assessments that organizations can use to select employees. The first step in developing or selecting an assessment method for a given situation is to understand what the job requires employees to do and what knowledge, skills and abilities individuals must posses in order to perform the job effectively. This is typically accomplished by conducting a job analysis . For job oriented job analysis recruitment example, providing test by stating fact and answer questions, gathering and reviewing information to obtain obtain evidence or develop background information on subjects, integrating diverse information to uncover relationships between individuals, events or evidences.Other assessment methods focus on how measuring the best applicant who are required to perform job tasks effectively, such as various mental abilities, physical abilities or personality traits, depending on the job's requirements. If one were to assess whether candidates could solve decisive and communicate effectively. Alternatively, if one were selecting an administrative assistant, such as the ability to perform work conscientiously with speed and accuracy would be such more important for identifying capable candidates. Some worker-oriented or job analysis data are used as a basis for developing assessment method, that focus on a job candidate's underlying abilities to perform important work task.In general, any organization interviews only divide either internal or external both selection. Internal selection refers to situations where organization is hiring or promoting from within, whereas, external selection refers to situations where an organization is hiring from the outside.
The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention by Harold W. Goldstein,Elaine D. Pulakos,Jonathan Passmore,Carla Semedo Pdf
This handbook makes a unique contribution to the fields of organizational psychology and human resource management by providing comprehensive coverage of the contemporary field of employee recruitment, selection and retention. It provides critical reviews of key topics such as job analysis, technology and social media in recruitment, diversity, assessment methods and talent management, drawing on the work of leading thinkers including Melinda Blackman, Nancy Tippins, Adrian Furnham and Binna Kandola. The contributors are drawn from diverse backgrounds and a wide range of countries, giving the volume a truly international feel and perspective. Together, they share important new work which is being undertaken around the globe but is not always easily accessible to real-world practitioners and students.
Recruitment and Selection by Carrie A. Picardi Pdf
The workforce is changing and talent management is more important than ever. Recruitment and Selection: Strategies for Workforce Planning & Assessment unpacks best practices for designing, implementing, and evaluating strategies for hiring the right people. Using a proven job analysis framework, author Carrie A. Picardi uses her academic and industry experience to teach students how to assess candidates in an accurate, legal, and ethical manner. With clarity and relevance, this book truly bridges theory and concept with practice in an engaging manner and will benefit students who need to hit the ground running to successfully manage workforce needs and activities in a myriad professional settings.
Effective corporate initiatives and processes are the bedrock of successful organizations; the "Developing Practice" series provides manager with essential frameworks to identify, formulate and implement the best policies and practice in the management and development of people
Multidisciplinary Approach in Research Area (Volume-9) by Chief Editor- Biplab Auddya, Editor- Dr.M.Muthulakshmi, Viswaraju Udayabhaskar, Dr. Devimeenakshi.k., Dr. Haribhau Mahipati Borate, Ms.Saswati Jena, V Geetha Pdf
Psychological Assessment in the Workplace by Mark Cook,Barry Cripps Pdf
This book covers the assessment of people within the workplace. Written in jargon free language, it offers a guide to psychological assessment that can be used by managers in their everyday work. Each chapter will specifically cover an assessment practice and then explore the issues surrounding it, following this discussion with a case study. Ideas for test selection, guidance on assessment centre practice and illustrations of successfully worked exercises are also included.
Hiring Success is a comprehensive guide for using staffing assessments to hire the best employees. Research-based, but written in easy-to-understand terms, the book explains what staffing assessments are, why they work, and how to use them. Hiring Success is an important resource for improving the accuracy and efficiency of hiring selection decisions and effectively incorporating assessments into any company’s staffing process.
Personnel Selection and Assessment by Heinz Schuler,James L. Farr,Mike Smith Pdf
The impetus for this volume came from the editors' belief that most current research and thinking about personnel selection and assessment in organizations considered only the perspective of the employer. The job applicant seeking to join the organization or the employee being considered for promotion or reassignment was typically given little attention from the designers of employment or assessment systems. They believed that this imbalance had several negative implications: 1. Organizational selection and assessment appeared to be the principal area within work and organizational psychology that had forgotten a basic tenet of the profession of psychology, namely, that the welfare of the individual is paramount. 2. A lack of concern for the individuals who were being assessed could result in additional criticisms of psychological assessment in employment settings. 3. The acceptability of selection and assessment devices and systems may impact in (largely) unknown ways on the decisions of individuals to apply for jobs or transfers, thus affecting the selection ratio and potential utility of such systems. 4. Individual reactions to the characteristics of assessment and selection devices could affect the accuracy of the information obtained about those individuals, adversely affecting the reliability and validity of resulting personnel decisions. Informally discussing these concerns with their professional colleagues, the editors found that others were similarly troubled. Their next response was to organize a three day conference bringing together a number of researchers in applied psychology to present papers and participate in discussions related to balancing individual and organizational needs in selection and assessment. Revisions of the papers presented at this conference form the core of this volume.
