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Personnel selection : adding value through people-a changing picture / Mark Cook.

By: Material type: TextTextPublication details: Chichester : John Wiley, 2016.Edition: 6th edDescription: viii, 357 pages ; illustrations ; 26 cmISBN:
  • 9781118973592
Subject(s): DDC classification:
  • 658.3112 23 C771
Contents:
1. Old and new selection methods: We've always done it this way -- 2. Validity of selection methods: How do you know it works? -- 3. Job description, work analysis and competences: If you don't know where you're going, you'll end up somewhere else -- 4. The interview: "I know one when I see one" -- 5. References and ratings: The eye of the beholder -- 6. Tests of mental ability: "a ... man of paralysing stupidity" -- 7. Assessing personality by questionnaire: Do you worry about awful things that might happen? -- 8. Alternative ways of assessing personality: What year was the Bataan death march? -- 9. Biodata and weighted application blanks: How old were you when you learned to swim? -- 10. Assessment centres: Does your face fit? -- 11. Emotional intelligence and other methods: "Success in work is 80% dependent on emotional intelligence" -- 12. Criteria of work performance: "the successful employee ... does more work, does it better, with less supervision" -- 13. Minorities, fairness and the law: Getting the numbers right -- 14. The value of good employees: The best is twice as good as the worst -- 15. Conclusions: Calculating the cost of smugness.
Summary: 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).
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Holdings
Item type Current library Call number Status Date due Barcode Item holds
Books ISI Library, Kolkata 658.3112 C771 (Browse shelf(Opens below)) Available 137905
Total holds: 0

Includes bibliographical references and index.

1. Old and new selection methods: We've always done it this way --
2. Validity of selection methods: How do you know it works? --
3. Job description, work analysis and competences: If you don't know where you're going, you'll end up somewhere else --
4. The interview: "I know one when I see one" --
5. References and ratings: The eye of the beholder --
6. Tests of mental ability: "a ... man of paralysing stupidity" --
7. Assessing personality by questionnaire: Do you worry about awful things that might happen? --
8. Alternative ways of assessing personality: What year was the Bataan death march? --
9. Biodata and weighted application blanks: How old were you when you learned to swim? --
10. Assessment centres: Does your face fit? --
11. Emotional intelligence and other methods: "Success in work is 80% dependent on emotional intelligence" --
12. Criteria of work performance: "the successful employee ... does more work, does it better, with less supervision" --
13. Minorities, fairness and the law: Getting the numbers right --
14. The value of good employees: The best is twice as good as the worst --
15. Conclusions: Calculating the cost of smugness.

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).

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