04690nam 2200625 450 991046613570332120200520144314.01-118-97356-9(CKB)3710000000604081(EBL)4418740(SSID)ssj0001624157(PQKBManifestationID)16360785(PQKBTitleCode)TC0001624157(PQKBWorkID)14930570(PQKB)10989246(PQKBManifestationID)16362191(PQKB)22512849(MiAaPQ)EBC4418740(Au-PeEL)EBL4418740(CaPaEBR)ebr11203676(CaONFJC)MIL900886(OCoLC)934101951(EXLCZ)99371000000060408120160428h20162016 uy 0engurcnu||||||||txtccrPersonnel selection adding value through people - a changing picture /Mark CookSecond edition.Chichester, [England] :Wiley-Blackwell,2016.©20161 online resource (430 p.)Description based upon print version of record.1-118-97359-3 Includes bibliographical references and index.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 VALIDITYCONSTRUCT 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; KEY POINTS; KEY REFERENCES; 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 ANALYSISUSES OF WORK ANALYSIS USING WORK ANALYSIS TO SELECT WORKERS; SYNTHETIC VALIDATION; THE FUTURE OF WORK ANALYSIS; COMPETENCES/COMPETENCY MODELING; KEY POINTS; KEY REFERENCES; USEFUL WEBSITES; 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; KEY POINTS; KEY REFERENCES; USEFUL WEBSITES; CHAPTER 5: References and ratings; REFERENCES; VALIDITY; IMPROVING THE REFERENCEUNSTRUCTURED REFERENCES LAW AND FAIRNESS; RATINGS; PEER OR CO-WORKER ASSESSMENTS; VALIDITY OF PEER RATINGS; KEY POINTS; KEY REFERENCES; 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 ABILITY; KEY POINTS; KEY REFERENCES; USEFUL WEBSITESCHAPTER 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; KEY POINTS; KEY REFERENCES; USEFUL WEBSITESCHAPTER 8: Alternative ways of assessing personalityEmployee selectionElectronic books.Employee selection.658.3/112Cook Mark1942-161018MiAaPQMiAaPQMiAaPQBOOK9910466135703321Personnel selection2115630UNINA