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Author: Richard A. Fear
Publisher: New York ; Toronto : McGraw-Hill
ISBN:
Category : Employment interviewing
Languages : en
Pages : 312
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Book Description
Author: Richard A. Fear
Publisher: New York ; Toronto : McGraw-Hill
ISBN:
Category : Employment interviewing
Languages : en
Pages : 312
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Book Description
Author: United States Civil Service Commission. Library
Publisher:
ISBN:
Category : Personnel management
Languages : en
Pages : 122
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Book Description
Author: United States. Office of Personnel Management. Library
Publisher:
ISBN:
Category : Civil service
Languages : en
Pages : 330
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Book Description
Author: Edward L. Zuckerman
Publisher: Guilford Press
ISBN: 1462507247
Category : Psychology
Languages : en
Pages : 417
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Book Description
This book has been replaced by Clinician's Thesaurus, 8th Edition, ISBN 978-1-4625-3880-5.
Author: John Daniel Lawson
Publisher:
ISBN:
Category : Job satisfaction
Languages : en
Pages : 306
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Book Description
Author: United States. Air Force. Pacific Air Forces
Publisher:
ISBN:
Category : Personnel management
Languages : en
Pages : 88
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Book Description
Author: William H. Banaka
Publisher: HarperCollins Publishers
ISBN:
Category : Business & Economics
Languages : en
Pages : 216
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Book Description
A book on how to succeed at interviews
Author: Ioannis Nikolaou
Publisher: Psychology Press
ISBN: 1317585364
Category : Business & Economics
Languages : en
Pages : 312
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Book Description
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: Neil Anderson
Publisher: SAGE
ISBN: 9780761964889
Category : Psychology
Languages : en
Pages : 524
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Book Description
The globalized nature of work in the new millennium implies that human resource management, psychological theories of personnel and individual behaviour in the workplace have to change and evolve. This volume mainly focuses on theories, techniques and methods used by industrial and work psychologists. A set of internationally renowned authors summarize advances in core topics such as analysis of work, work design, job performance, performance appraisal and feedback, workplace counterproductivity, recruitment and personnel selection, work relevant individual difference variables (cognitive ability, personality), human-machine interactions, human errors, training, learning, individual development, socialization, methods, and measurement.
Author: Robert Vineberg
Publisher:
ISBN:
Category : Job evaluation
Languages : en
Pages : 242
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Book Description
Literature pertaining to prediction of enlisted military job performance, 1952-1980, was reviewed. The review excluded studies in which training performance or reenlistment is the criterion. Aptitude was the most frequently used predictor and supervisor ratings the most frequent criterion. Relationships among classes of criteria and between predictors and criteria were examined. Major classes of criteria were job proficiency, job performance, and suitability to military service. The following conclusions are supported by the review: (1) For the great majority of jobs, job knowledge tests appear to provide the most practical method of objective measurement; (2) Because job sample tests are very expensive to construct and administer, their use is not practical unless the job is extremely costly or critical; and (3) Use of supervisors' ratings as the only measure of job performance should be restricted to jobs for which motivation, social skill, and response to situational requirements are the only attributes worth measuring. Two promising approaches to improved prediction are the selective use of miniaturized training and assessment centers and the use of self-paced training performance as a predictor. The review includes abstracts of the studies that were reviewed.
