By Robert Edenborough
* functional recommendation on evaluation tools together with psychometric trying out and based interviews
Read or Download Assessment Methods in Recruitment, Selection and Performance: A Manager's Guide PDF
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Extra resources for Assessment Methods in Recruitment, Selection and Performance: A Manager's Guide
2 shows items typical of those used in clerical recruitment. 3, would form reasoning tests such as are used in graduate and managerial selection and development. Although many tests do focus on particular characteristic abilities there is interest in the issue of how intelligence in general is constituted. Work by Carroll (1980), for instance, has endeavoured to look at how separate intellectual abilities can best be described by examining in detail the types of intellectual task imposed in different types of test.
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. PERFORMANCE MANAGEMENT A number of threads can be traced in the origins of performance management, not least because of the breadth of what it encompasses. A few of them will be mentioned here. Some of the earliest attempts to achieve closer coupling between business requirements and what and how tasks and roles are performed were those of Taylor and his contemporaries.
Specialist selection firms such as Management Selection Limited (MSL) emerged in the same decade, with their professional staff spending much of their time conducting selection interviews. A significant but not generally acknowledged strand in modern interviewing can be attributed to Sigmund Freud. He considered that much of what people said could be related to unconscious drives and motives, exploring those as day-to-day occurrences in ‘The psychopathology of everyday life’ (1901). Thus slips of the tongue, the so-called ‘Freudian slips’ or ‘parapraxes’, were described by him as telling signs of would-be behaviours.