Personnel Selection : Adding Value Through People - a Changing Picture.

Format:

Book

Author/Creator:

Cook, Mark.

Language:

English

Subjects (All):

Employee selection.

Physical Description:

1 online resource (430 pages)

Edition:

6th ed.

Place of Publication:

New York : John Wiley & Sons, Incorporated, 2016.

Contents:

Intro

Title Page

Table of Contents

Preface to the sixth edition

Preface to the first edition

CHAPTER 1: Old and new selection methods

WHY SELECTION MATTERS

RECRUITMENT

APPLICATION SIFTING

IMPROVING APPLICATION SIFTING

OVERVIEW OF SELECTION METHODS

WHAT IS ASSESSED IN PERSONNEL SELECTION?

NATURE OF THE INFORMATION COLLECTED

WORK PERFORMANCE

FAIR EMPLOYMENT LAW

CURRENT SELECTION PRACTICE

REASONS FOR CHOICE OF SELECTION METHOD

KEY POINTS

KEY REFERENCES

USEFUL WEBSITES

CHAPTER 2: Validity of selection methods

RELIABILITY

VALIDITY

CRITERION VALIDITY

CONTENT VALIDITY

CONSTRUCT VALIDITY

CONVERGENT/DIVERGENT VALIDITY

CROSS-VALIDATION

INCREMENTAL VALIDITY

DIFFERENTIAL VALIDITY

MARGINAL TYPES OF VALIDITY

META-ANALYSIS

PROBLEMS WITH META-ANALYSIS

VALIDITY GENERALIZATION ANALYSIS

CRITICISMS OF VALIDITY GENERALIZATION

LATEST DEVELOPMENT IN VGA

CHAPTER 3: Job description, work analysis and competences

JOB DESCRIPTION AND PERSON SPECIFICATION

WORK ANALYSIS METHODS

SELECTED WORK ANALYSIS TECHNIQUES - AN OVERVIEW

WORK ANALYSIS AND PERSONALITY

RELIABILITY AND VALIDITY OF WORK ANALYSIS

BIAS IN WORK ANALYSIS

USES OF WORK ANALYSIS

USING WORK ANALYSIS TO SELECT WORKERS

SYNTHETIC VALIDATION

THE FUTURE OF WORK ANALYSIS

COMPETENCES/COMPETENCY MODELLING

CHAPTER 4: The interview

RELIABILITY AND VALIDITY

REASONS FOR POOR VALIDITY

IMPROVING THE INTERVIEW

STRUCTURED INTERVIEWS

CONSTRUCT VALIDITY OF THE INTERVIEW

TRUTHFULNESS OF INTERVIEW INFORMATION

HOW THE INTERVIEWER REACHES A DECISION

BIAS IN THE INTERVIEW

LAW AND FAIRNESS

CHAPTER 5: References and ratings

REFERENCES.

VALIDITY

IMPROVING THE REFERENCE

UNSTRUCTURED REFERENCES

RATINGS

PEER OR CO-WORKER ASSESSMENTS

VALIDITY OF PEER RATINGS

CHAPTER 6: Tests of mental ability

OVERVIEW OF MENTAL ABILITY TESTS

INTERPRETING TEST SCORES

THE VALIDITY OF MENTAL ABILITY TESTS

ORGANIZATIONAL PERFORMANCE

g OR SPECIFIC COGNITIVE ABILITIES?

MENTAL ABILITY AND THE SUCCESS OF TEAMS

WHY MENTAL ABILITY TESTS PREDICT PRODUCTIVITY

LAW, FAIRNESS, AND MINORITIES

DEALING WITH ADVERSE IMPACT IN MENTAL ABILITY SCORES

OTHER WAYS OF ASSESSING MENTAL ABILTY

CHAPTER 7: Assessing personality by questionnaire

PERSONALITY QUESTIONNAIRES

USING PQs IN SELECTION

QUESTION 1: THE RIGHT PERSONALITY?

QUESTION 2: WILL HE/SHE DO THE JOB WELL?

QUESTION 3: HAS HE/SHE GOT A GOOD ATTITUDE TO WORK? ORGANIZATIONAL CITIZENSHIP

QUESTION 4: WILL HE/SHE BEHAVE BADLY AT WORK?

COUNTERPRODUCTIVE WORK BEHAVIOUR

THE SAGA OF HONESTY TESTS

QUESTION 5: WILL THE TEAM WORK WELL?

COMPLEXITIES OF PQ VALIDITY

IMPROVING PQ VALIDITY

THE PROBLEM OF FAKING

DEALING WITH FAKING

PQs, LAW AND FAIRNESS

CHAPTER 8: Alternative ways of assessing personality

SELF-REPORT

PROJECTIVE TESTS

OTHERS' REPORTS

DEMONSTRATION EVIDENCE

RECORDED EVIDENCE

INVOLUNTARY EVIDENCE

CHAPTER 9: Biodata and weighted application blanks

WEIGHTED APPLICATION BLANKS

BIODATA

CONSTRUCTING BIOGRAPHICAL MEASURES

FAKABILITY

BIOGRAPHICAL MEASURES, FAIRNESS AND THE LAW

CHAPTER 10: Assessment centres

THE PRESENT SHAPE OF ACs

RELIABILITY OF ACs

VALIDITY OF ACs

META-ANALYSES

RESERVATIONS ABOUT AC VALIDITY.

THE DIMENSION × EXERCISE PROBLEM

LINE OF RESEARCH 1: TRYING TO FIND DIMENSIONS

LINE OF RESEARCH 2: IMPROVING THE ANALYSIS

LINE OF RESEARCH 3: IDENTIFYING DEFICIENCIES IN AC PRACTICE

ARGUMENT 1: 'NEVER MEANT TO BE'

ARGUMENT 2: THE EXERCISE EFFECT IS NOT RATER ERROR

ARGUMENT 3: ACs ARE REALLY SETS OF KEY TASKS, OR WORK SAMPLES

ARGUMENT 4: THE D×E PROBLEM IS NOT SPECIFIC TO ACs

FAIRNESS AND THE ASSESSMENT CENTRE

CHAPTER 11: Emotional intelligence and other methods

EMOTIONAL INTELLIGENCE

VALIDITY OF EI MEASURES

SITUATIONAL JUDGEMENT TESTS

EDUCATION

WORK SAMPLE TESTS

SELF-ASSESSMENTS

PHYSICAL TESTS

DRUG USE TESTING

SOCIAL NETWORKING WEBSITES

CHAPTER 12: Criteria of work performance

SUPERVISOR RATING

OBJECTIVE CRITERIA

OTHER ASPECTS OF WORK PERFORMANCE

NEW CRITERIA

STRUCTURE OF WORK PERFORMANCE

BIAS AND ASSESSMENT OF WORK PERFORMANCE

INGRATIATION AND REPUTATION

DYNAMIC CRITERIA

CRITERIA, FAIRNESS AND THE LAW

PREDICTOR OR CRITERION?

CHAPTER 13: Minorities, fairness and the law

BRITISH LAW

EUROPEAN UNION LAW

OVERVIEW

ADVERSE IMPACT

QUOTA HIRING

JOB-RELATEDNESS

PROVING SELECTION IS JOB-RELATED

UK PRACTICE

DISABILITY

DIFFERENTIAL VALIDITY AND TEST FAIRNESS

THE SHAPE OF THINGS TO COME

CONCLUSIONS

CHAPTER 14: The value of good employees

HOW MUCH DOES WORKER PRODUCTIVITY VARY?

THE 'STAR' HYPOTHESIS

HOW MUCH IS A PRODUCTIVE WORKER WORTH?

CALCULATING THE RETURN ON SELECTION

PROVING SELECTION REALLY ADDS VALUE

THE APPLICANT'S PERSPECTIVE

FIT

CHAPTER 15: Conclusions

HOW TO SELECT

THE FUTURE OF SELECTION.

References

Index

End User License Agreement.

Notes:

Description based on publisher supplied metadata and other sources.

Other Format:

Print version: Cook, Mark Personnel Selection

ISBN:

9781118973561

OCLC:

934101951