Download Free The Psychology Of Personnel Selection Book in PDF and EPUB Free Download. You can read online The Psychology Of Personnel Selection and write the review.

This engaging and thought-provoking text introduces the main techniques, theories, research and debates in personnel selection, helping students and practitioners to identify the major predictors of job performance as well as the most suitable methods for assessing them. Tomas Chamorro-Premuzic and Adrian Furnham provide a comprehensive, critical and up-to-date review of the constructs we use in assessing people – intelligence, personality, creativity, leadership and talent – and explore how these help us to predict differences in individuals' performance. Covering selection techniques such as interviews, references, biographical data, judgement tests and academic performance, The Psychology of Personnel Selection provides a lively discussion of both the theory behind the use of such techniques and the evidence for their usefulness and validity. The Psychology of Personnel Selection is essential reading for students of psychology, business studies, management and human resources, as well as for anyone involved in selection and assessment at work.
This fascinating book examines such diverse and compelling subjects as: money and power, gender differences, morality and tax, the very rich, the poor, lottery and pools winners, how possessions and wealth affect self-image and esteem, why some people become misers and others gamblers, spendthrifts and tycoons, and why some people gain more pleasure from giving away money than from retaining it. Comprehensive and cross-cultural, The Psychology of Money integrates fascinating and scattered literature from many disciplines, and includes the most recent material to date. It will be of interest to psychologists, sociologists, anthropologists and to people interested in business and economics.
"In many companies the procedures for selecting the right person for the job are little more than a lottery. Optimal personnel selection is concerned with accurately predicting employees' future behaviour in the job." "Drawing on recent scientific research, this book offers a 'framework for action' to assist selectors in this difficult task. Based on the principles of Total Quality Management, topics include identifying customer needs, establishing the necessary evaluative standards for all selection methods, optimizing the design and return on investment in selection procedures, setting decision-making standards, and outlining ideas for continuous improvements. Many selection methods are also described and discussed in relation to the evaluative standards."--BOOK JACKET.Title Summary field provided by Blackwell North America, Inc. All Rights Reserved
The Blackwell Handbook of Personnel Selection provides astate-of-the-art review of theory, research, and professionalpractice in the field of selection and assessment. Reviews research and practical developments in all of the mainselection methods, including interviews, psychometric tests,assessment centres, and work sample tests. Considers selection from the organization’s and theapplicant’s perspective, and covers the use of new technologyin selection and adverse impact issues. Each section includes contributions from internationallyeminent authors based in North America and Europe.
This second edition provides managers and students the nuts and bolts of assessment processes and selection techniques. With this knowledge, managers learn to make informed personnel decisions based on the results of tests and assessments. The book emphasizes that employee performance predictions require well-formed hypotheses about personal characteristics that may be related to valued behavior at work. It also stresses the need for developing a theory of the attribute one hypothesizes as a predictor—a thought process too often missing from work on selection procedures. Topics such as team-member selection, situational judgment tests, nontraditional tests, individual assessment, and testing for diversity are explored. The book covers both basic and advanced concepts in personnel selection in a straightforward, readable style intended to be used in both undergraduate and graduate courses in Personnel Selection and Assessment.
The purpose of the books in the Foundations for Organizational Science series is to describe what is known in a subject area, what we need to know to substantially increase our knowledge and practice, and ideas about how to go about obtaining this knowledge. The books are also targeted to graduate students in the organizational sciences. Personnel Selection offers a comprehensive, state-of-the-art look at the field of personnel selection. This book also emphasizes the role of theory in the personnel selection research, an area of organizational science that is often characterized as lacking in theoretical bases. Traditional topics, such as job analysis, performance measurement, the measurement of individual difference characteristics, the design of validation research, and the evaluation of validation data, are covered. In addition, novel ideas concerning levels of analysis issues, examinee reactions to tests, the impact of changing technology and means of communication, and globalization are also discussed. Each chapter provides detailed access to current knowledge, identifies sources that can provide further detail, and ends with a summary of the major research questions that should be addressed to advance understanding of the issues described in that chapter.
This is a fully updated edition of Personnel Selection, a seminal text on the psychometric approach to personnel selection by a noted expert in the field. Focuses on cutting-edge topics including the influence of social networking sites, adverse impact, age differences and stereotypes, distribution of work performance, and the problems of selecting new employees using research based on incumbent employees Questions established beliefs in the field, especially issues that have been characterized as “not a problem,” such as differential validity, over-reliance on self-report, and “faking good” Contains expanded discussion of research and practice in the US and internationally, while maintaining the definitive coverage of UK and European selection approaches Provides comprehensive yet accessible information for professionals and students, as well as helpful pedagogical tools (technical and statistical boxes, simplified figures and tables, research agenda boxes, key point summaries, and key references)
An unmatched collection of resources perfect for psychologists, scholars, and HR practitioners In The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, an expert team of authors presents a comprehensive and authoritative perspective on critical issues in employee recruitment, selection, and retention. Every chapter offers an in-depth review of the most recent literature and provides academics, researchers, industry practitioners, and students with a holistic reference to relevant data and theory. The book includes job analyses, biodata, simulation exercises, talent management guides, talent assessment guides for leadership development, and online employee selection strategies.
Employee selection has long stood at the practical forefront of industrial/organizational psychology. Today's social, business, and economic climates require ongoing adaptations by those who select organizations' personnel, and research on the topic helps gauge the impact of these adaptations and their implications for human performance and potential. The Oxford Handbook of Personnel Assessment and Selection codifies the wealth of new research surrounding employee selection (web-based assessments, social networking, globalization of organizations), situating them alongside more traditional practices to establish the best and most relevant research for both professionals and academics. Comprising chapters from authors in both the private sector and academia, this volume is organized into seven parts: (1) historical and social context of the field of assessment and selection; (2) research strategies; (3) individual difference constructs that underlie effective performance; (4) measures of predictor constructs; (5) employee performance and outcome assessment; (6) societal and organizational constraints on selection practice; and (7) implementation and sustainability of selection systems. While providing a comprehensive review of current research and practice, the purpose of this handbook is to provide an up-to-date profile of each of the areas addressed and highlight current questions that deserve additional attention from researchers and practitioners. This compendium is essential reading for industrial/organizational psychologists and human resource managers.