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Summary: Employee selection remains an integral role of industrial/organizational psychology. Modern demands on organizations have required adaptations on the part of those responsible for selection programs, and researchers in evaluating the impact of these adaptations as well as their implications for how we view human potential. Many of these developments (web-based assessments, social networking, globalization of organizations, for example) determine in great part the content and focus of many of the chapters in this book. The Oxford Handbook of Personnel Assessment and Selection is organized into seven parts: (1) historical and social context of the field of assessment and selection; (2) research strategies; (3) individual difference constructs that underlie effective performance; (4) measures of predictor constructs; (5) employee performance and outcome assessment; (6) societal and organizational constraints on selection practice; and (7) implementation and sustainability of selection systems. While providing a comprehensive review of current research and practice, the purpose of the volume is to provide an up-to-date profile of each of the areas addressed and highlight current questions that deserve additional attention from researchers and practitioners. This compendium is essential reading for industrial/organizational psychologists and human resource managers.

Rekrytering. --- Personalbedömning. --- Personalbeurteilung. --- Personalauswahl. --- Employee selection --- Ability --- Prediction of occupational success. --- Employee selection. --- Personaleudvælgelse. --- Udvælgelse. --- Selektion. --- Personale. --- Test. --- Forskningsbaseret. --- Vurdering. --- Forskningsoversigt. --- Håndbog. --- Research --- Methodology. --- Testing.

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Organizational behavior --- Organizational change --- Evaluation --- Methoden en technieken --- Evaluation. --- speciale methoden --- speciale methoden. --- Organizational behavior - Evaluation --- Organizational change - Evaluation

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This new third edition, shows how organizations of all sizes can use effective staffing procedures as a source of sustained competitive advantage. The book shows how to choose, develop, and administer effective staffing procedures, including conducting job analyses, defining and measuring job performance, identifying predictors of performance that are both valid and legally defensible, and using this information to make sound hiring decisions. Examples of such cutting-edge issues include: multilevel staffing models linking individual, group, and organizational levels; comprehensive consideration of diversity and cross-cultural challenges; the opportunities and challenges of the use of information technology in staffing; the legal, professional, and ethical challenges facing staffing practitioners; modern statistical approaches (e.g., structural equation modeling, item response theory, hierarchical linear modeling); and integrated models of staffing predictors and frameworks for understanding predictor and criterion spaces. Each chapter contains real-world examples and illustrations, a discussion of best practices, practical recommendations, and directions for future research.

Employees --- Employees --- Personeelswerving. --- Recruiting. --- Recruiting.

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Emotions --- Organizational behavior --- emoties --- human resources management --- organisatieleer --- organisaties, gedrag --- personeelsbeleid --- psychologie, bedrijven --- Feelings --- Human emotions --- Passions --- Psychology --- Affect (Psychology) --- Affective neuroscience --- Apathy --- Pathognomy --- Behavior in organizations --- Management --- Organization --- Psychology, Industrial --- Social psychology --- Emotions. --- Organizational behavior.

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Employee selection --- Employee selection.