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New PDF release: Assessment Methods in Recruitment, Selection & Performance:

By Robert Edenborough

ISBN-10: 0749442948

ISBN-13: 9780749442941

* useful recommendation on evaluation equipment together with psychometric checking out and dependent interviews

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Extra resources for Assessment Methods in Recruitment, Selection & Performance: A Managers Guide to Psychometric Testing, Interviews and Assessment Centres

Sample text

Whilst again pointing out potential limitations in their own experimental design they concluded, along with so many other objective researchers, that there is insufficient positive evidence to support the use of graphology for personnel assessment. Why graphology has continued to be used at all is a matter for speculation. There is probably an element of ‘it would be nice if it did work’. That it continues to command the attention of professional psychologist researchers probably reflects a ‘grain of truth’ argument.

For more recent expositions see Lee and Beard (1994), Ballantyne and Povah (2004) and Woodruffe (2000). ) STANDARD SETTING There is something of a continuum of standardization, with assessment centres increasingly being subject to similar levels of discipline to those of psychometric tests in their development and use. Another sign of this has been ongoing concern about aspects of discrimination in assessment centre applications, as shown in a review by Scott and Kwiatkowski (1998). However, with interviews standardized practices are far less common than with other methods, although they can in fact quite readily be subject to comparable degrees of rigour, as will be discussed in Chapters 11 and 12.

This would then give greater scope for a concerted approach to the management and development of the person concerned. 24 Assessment Methods Among McGregor’s other contributions to the emergent ideas around performance management was his distinction between ‘Theory X’ and ‘Theory Y’ approaches to management (McGregor, 1960). Under the former, subordinates were seen as essentially not wanting to work and as requiring close supervision, constraint and cajoling to do so. Under Theory Y, work is seen as potentially fulfilling and something that people want to do well.

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Assessment Methods in Recruitment, Selection & Performance: A Managers Guide to Psychometric Testing, Interviews and Assessment Centres by Robert Edenborough


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