Reasons for Being Selective When Choosing Personnel Selection Procedures
The scientist-practitioner gap in personnel selection is large. Thus, it is important to gain a better understanding of the reasons that make organizations use or not use certain selection procedures. Based on institutional theory, 4 European researchers predicted that six variables should determine the use of selection procedures: the procedures’ diffusion in the field, legal problems associated with the procedures, applicant reactions to the procedures, their usefulness for organizational self-promotion, their predictive validity, and the costs involved.
To test these predictions, 506 HR professionals from the German-speaking part of Switzerland filled out an online survey on the selection procedures used in their organizations. Respondents also evaluated five procedures (semi-structured interviews, ability tests, personality tests, assessment centers, and graphology) on the six predictor variables. Multilevel logistic regression was used to analyze the data.
The results revealed that the highest odd ratios belonged to the factors applicant reactions, costs, and diffusion. Lower (but significant) odds ratios belonged to the factors predictive validity, organizational self-promotion, and perceived legality.
To view the complete article, click here.
Psychometric Test Products in Singapore and Psychometric Training in Singapore – daily free webinars
PsyAsia International is pleased to announce that until the end of March we will be offering free daily webinars to showcase our product range. Their will be no set agenda. The agenda will be set by attendees. Please note however that product knowledge may differ depending on which of our consultants is running the webinar. Come along and chat with our consultants, see the Saville Consulting Wave, Identity Personality Assessment and the Apollo Profile in action. Ask questions about training and consulting options and so forth!
For times and to register, please click here…
Fairness Reactions to Selection Methods – A Romanian Study
Study Abstract:
This study examined fairness reactions to 10 selection methods in a sample of 240 Romanian employees. The results showed that Romanian employees rated work samples, interviews, written ability tests, and resumes as favorable, but graphology, ethnicity, and personal contacts as unfavorable. Perceived predictive validity was identified as the strongest predictor of process favorability ratings. Implications for research and practice are discussed.
Link to journal:
http://www.ingentaconnect.com/content/bpl/ijsa/2010/00000018/00000001/art00009
Human Resource Congress in Singapore sponsored by PsyAsia – Asia’s Psychometric Testing Experts
PsyAsia International is pleased to once again be supporting Singapore’s Human Resource professionals as a sponsor of the Singapore Human Resources Institute’s Annual Human Resource Congress.
The Singapore HR Congress and Business-Connect Exposition 2010 will address the newly derived term of HR TransmutationTM and explore the topic in deeper context. The current economic churning has made it explicitly clear that industry is not just facing another downturn but it is accompanied by impactful structural, demographic and mindset changes across industry and top management cannot afford to respond with anything less than a complete overhaul of the system to survive and sustain. Renowned speakers and leaders from the HR fraternity will share their experiences and provide useful insights on the know-how of managing paradoxes in a turbulent world.
PsyAsia’s clients are entitled to a 35% discount on the price of conference tickets. Please contact us in the first instance to avail of this special offer.
“A strong and capable HR community can be the catalyst and change agents to initiate and implement people development efforts in organisations, and help build stronger capabilities amongst our business leaders and managers.”
PM Lee Hsien Loong
11th World HR Congress 2006 organised by SHRI
PsyAsia International is Asia’s leading independent distributor of Psychometric Tests of Personality and Aptitude. From offices across Asia, including Singapore and Hong Kong, our psychologists assist the world’s top organisations and local governments to recruit, select, assess and retain the best employees. Our services are only offered by fully registered organisational psychologists with years of experience in their field. PsyAsia also offers world-class training in Psychometric Testing in Singapore, Malaysia, Hong Kong and Online.
HRM in Singapore
This essay traces the development of human resource management (HRM) in Singapore from the mid 1990s until the present day, with particular reference to the impact of the 1997 Asian financial crisis. In particular, it explores the changes in employment relations since the publication of Yuen (1997). National HRM concerns and strategies to maximize human capital as Singapore transforms itself and the knowledge economy is highlighted. The issue of convergence versus divergence in the management of human resources (HRs) will be touched upon. Current and future HR challenges that are most likely to impact on the country’s competitiveness and economic performance are also explored.
http://www.ingentaconnect.com/content/routledg/apb/2003/00000009/00000004/art00007
