SMITH, Mike
The theory and practice of systematic personnel selection - 2 ed - London : The Macmillan, 1993 - 329 p.
Part I : Preparation Introduction and ethical issues The context of selection The essentials of a selection system Ethical issues in selection and assessment Job analysis The many uses of job descriptions Methods of job analysis More involved approaches to job analysis Agreement and restructuring Theoretical aspects of job analysis Criteria Importance of criteria Levels of criteria Types of criteria Theoretical requirements of criteria Personnel specifications Straightforward approaches to personnel specifications More complex methods of producing personnel Specifications Theoretical issues Dealing with candidates Attracting a field of candidates Recruitment media Methods of application Curriculum vitae Producing a shortlist Theoretical issues in attracting a field of applications Some unamswered questions Part II: psychometrics Requirements of measures: practicability, sensitivity and reliability Practicability of measures Criterion-based scoring systems Reliability Item response theory and latent trait theory Requirements of measures: validity and meta-analysis Definitions of validity Types of validity Evaluating validity coefficients The relationship between reliability and validity Validity generalisation Meta-analysis and validity generalisation Bias in selection Discrimination and types of bias Legal aspects of bias in selection Checking the potential bias of selection devices Affirmative action plans Wider aspects of affirmative action Part III: selection methods Psychological tests Definition of psychological tests Categories of psychological test Specific psychological tests Administrative aspects of test Tailored testing Traditional selection procedures Interviews References Modern selection procedures Work sample tests Assessment centres Biographical data(biodata) Other selection methods Self-assessmet Peer evaluation Graphology Astrology Honesty tests Accomplishment records Future autobiographies Part IV: evaluation Making a decision and estimating the value of selection Clinical versus actuarial Actuarial approaches Multiple vacancies for one job Multiple vacancies for several jobs Estimating the monetary value of selection Advanced methods of calculating monetary value The impact of assessment, selection and feedback on candidates Impact on candidates Feedback to candidates
Recursos Humanos
Seleção de Pessoal
Análise Ocupacional
Ética
The theory and practice of systematic personnel selection - 2 ed - London : The Macmillan, 1993 - 329 p.
Part I : Preparation Introduction and ethical issues The context of selection The essentials of a selection system Ethical issues in selection and assessment Job analysis The many uses of job descriptions Methods of job analysis More involved approaches to job analysis Agreement and restructuring Theoretical aspects of job analysis Criteria Importance of criteria Levels of criteria Types of criteria Theoretical requirements of criteria Personnel specifications Straightforward approaches to personnel specifications More complex methods of producing personnel Specifications Theoretical issues Dealing with candidates Attracting a field of candidates Recruitment media Methods of application Curriculum vitae Producing a shortlist Theoretical issues in attracting a field of applications Some unamswered questions Part II: psychometrics Requirements of measures: practicability, sensitivity and reliability Practicability of measures Criterion-based scoring systems Reliability Item response theory and latent trait theory Requirements of measures: validity and meta-analysis Definitions of validity Types of validity Evaluating validity coefficients The relationship between reliability and validity Validity generalisation Meta-analysis and validity generalisation Bias in selection Discrimination and types of bias Legal aspects of bias in selection Checking the potential bias of selection devices Affirmative action plans Wider aspects of affirmative action Part III: selection methods Psychological tests Definition of psychological tests Categories of psychological test Specific psychological tests Administrative aspects of test Tailored testing Traditional selection procedures Interviews References Modern selection procedures Work sample tests Assessment centres Biographical data(biodata) Other selection methods Self-assessmet Peer evaluation Graphology Astrology Honesty tests Accomplishment records Future autobiographies Part IV: evaluation Making a decision and estimating the value of selection Clinical versus actuarial Actuarial approaches Multiple vacancies for one job Multiple vacancies for several jobs Estimating the monetary value of selection Advanced methods of calculating monetary value The impact of assessment, selection and feedback on candidates Impact on candidates Feedback to candidates
Recursos Humanos
Seleção de Pessoal
Análise Ocupacional
Ética
