Assignment: Psychometric assessments
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Assignment: Psychometric assessments Assignment # 5
Q A
What types of psychometric assessments (e.g., personality inventories, cognitive assessments, and integrity tests) are best to identify applicants with the strongest job and organizational fit? Why?
Q B
When should interviews be used in a multi-hurdle selection process? Are structured interviews best? Why or why not? Do multiple interviewers add validity to the hiring decision? Explain.
RESOURCES
1. Do you understand why stars twinkle? Would you rather read than watch TV? Do you trust data more than your instincts?
Read:
Gray, E., & Nathan, G. (2015, June 22). Do you understand why stars twinkle? Would you rather read than watch TV? Do you trust data more than your instincts? Time, 185(23), 40-46.
2. Employability and Career Success: Bridging the Gap Between Theory and Reality.
Read:
Hogan, R., Chamorro-Premuzic, T., & Kaiser, R. B. (2013). Employability and career success: Bridging the gap between theory and reality. Industrial & Organizational Psychology, 6(1), 3-16. doi: 10.1111/iops.12001.
http://www.drtomascp.com/uploads/PIOP_final_employability.pdf
3. The Importance of Ability and Effort in Recruiters’ Hirability Decisions: An Empirical Examination of Attribution Theory
Read:
Carless, S., & Waterworth, R. (2012). The importance of ability and effort in recruiters’ hirability decisions: An empirical examination of attribution theory. Australian Psychologist, 47, 232-237.
4. The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature.
Read:
Levashina, J., Hartwell, C., Morgeson, F., & Campion, M. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67, 241-293. doi: 10.1111/peps.12052
5. The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings
Read:
Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262–274.
Assignment # 6
Q A
What are the primary reasons to use job descriptions in the creation of performance appraisal processes and rating forms? Support your position.
Q B
What are the advantages of supervisor training for employee appraisals? Should employees self-rate prior to the feedback meeting? Why or why not?
RESOURCES
1. Increasing Performance Appraisal Effectiveness: Matching Task Types, Appraisal Process, and Rater Training.
Read:
Lee, C. (1985). Increasing performance appraisal effectiveness: Matching task types, appraisal process, and rater training. Academy of Management Review, 10, 322-331.
2. Overlooking Overkill? Beyond the 1-to-5 Rating Scale.
Read:
Kaiser, R. B., & Kaplan, R. (2005). Overlooking overkill? Beyond the 1-to-5 rating scale. Human Resource Planning, 28(3), 7-11.
3. Performance Appraisal: Verisimilitude Trumps Veracity.
Read:
Bowman, J. S. (1999). Performance appraisal: Verisimilitude trumps veracity. Public Personnel Management, 28, 557-576.
4. The Relative Importance of Task and Contextual Performance Dimensions to Supervisor Judgments of Overall Performance.
Read:
Johnson, J. W. (2001).The relative importance of task and contextual performance dimensions to supervisor judgments of overall performance. Journal of Applied Psychology, 86, 984-996.
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