Download or read book Predicting Success written by David Lahey and published by John Wiley & Sons. This book was released on 2014-09-22 with total page 192 pages. Available in PDF, EPUB and Kindle. Book excerpt: Make the right hires every time, with an analytical approach to talent Predicting Success is a practical guide to finding the perfect member for your team. By applying the principles and tools of human analytics to the workplace, you'll avoid bad culture fits, mismatched skillsets, entitled workers, and other hiring missteps that drain the team of productivity and morale. This book provides guidance toward implementing tools like the Predictive Index®, behavior analytics, hiring assessments, and other practical resources to build your best team and achieve the best outcomes. Written by a human analytics specialist who applies these principles daily, this book is the manager's guide to aligning people with business strategy to find the exact person your team is missing. An avalanche of research describes an evolving business landscape that will soon be populated by workers in jobs that don't fit. This is bad news for both the workers and the companies, as bad hires affect outcomes on the individual and organizational level, and can potentially hinder progress long after the situation has been rectified. Predicting Success is a guide to avoiding that by integrating analytical tools into the hiring process from the start. Hire without the worry of mismatched expectations Apply practical analytics tools to the hiring process Build the right team and avoid disconnected or dissatisfied workers Stop seeing candidates as "chances," and start seeing them as opportunities Analytics has proved to be integral in the finance, tech, marketing, and banking industries, but when applied to talent acquisition, it can build the team that takes the company to the next level. If the future will be full of unhappy workers in underperforming companies, getting out from under that weight ahead of time would confer a major advantage. Predicting Success provides evidence-based strategies that help you find precisely the talent you need.
Download or read book Prediction of Success in Selected Precision and Automotive Maintenance Jobs written by William H. Helme and published by . This book was released on 1958 with total page 32 pages. Available in PDF, EPUB and Kindle. Book excerpt: "This study, evaluating the general maintenance, motor maintenance, and clerical aptitude are composites as predictors of performance in four precision maintenance and in six motor maintenance jobs, was one of a continuing series of personnel research studies to keep the Army classification system up to date"--Preliminary page.
Download or read book Prediction of Success in Clerk Jobs written by United States. Adjutant-General's Office. Personnel Research Branch and published by . This book was released on 1956 with total page 20 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Prediction of Job Performance written by Robert Vineberg and published by . This book was released on 1982 with total page 242 pages. Available in PDF, EPUB and Kindle. Book excerpt: Literature pertaining to prediction of enlisted military job performance, 1952-1980, was reviewed. The review excluded studies in which training performance or reenlistment is the criterion. Aptitude was the most frequently used predictor and supervisor ratings the most frequent criterion. Relationships among classes of criteria and between predictors and criteria were examined. Major classes of criteria were job proficiency, job performance, and suitability to military service. The following conclusions are supported by the review: (1) For the great majority of jobs, job knowledge tests appear to provide the most practical method of objective measurement; (2) Because job sample tests are very expensive to construct and administer, their use is not practical unless the job is extremely costly or critical; and (3) Use of supervisors' ratings as the only measure of job performance should be restricted to jobs for which motivation, social skill, and response to situational requirements are the only attributes worth measuring. Two promising approaches to improved prediction are the selective use of miniaturized training and assessment centers and the use of self-paced training performance as a predictor. The review includes abstracts of the studies that were reviewed.
Download or read book Prediction of Success in Administration and Machine Accounting Jobs written by L. Harold Sharp and published by . This book was released on 1958 with total page 34 pages. Available in PDF, EPUB and Kindle. Book excerpt: "In this study, the effectiveness of the clerical and general technical aptitude area composites were evaluated as predictors of performance in seven jobs in the clerical occupational area"--Preliminary page.
Download or read book Prediction of Success in Cook Jobs written by United States. Adjutant-General's Office. Personnel Research Branch and published by . This book was released on 1956 with total page 18 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Hiring Success written by Steven T. Hunt and published by John Wiley & Sons. This book was released on 2007-06-30 with total page 307 pages. Available in PDF, EPUB and Kindle. Book excerpt: Hiring Success is a comprehensive guide for using staffing assessments to hire the best employees. Research-based, but written in easy-to-understand terms, the book explains what staffing assessments are, why they work, and how to use them. Hiring Success is an important resource for improving the accuracy and efficiency of hiring selection decisions and effectively incorporating assessments into any company’s staffing process.
Download or read book Prediction of Success in Selected Electronics Repair Jobs written by L. Harold Sharp and published by . This book was released on 1958 with total page 30 pages. Available in PDF, EPUB and Kindle. Book excerpt: "This study was one of a series to evaluate the effectiveness of the Army Classification Battery, particularly the Electronic Aptitude Area composite, in predicting performance in electronics and electrical equipment repair jobs"--Preliminary page.
Download or read book Prediction of On job Performance in Guided Missile Crew Specialties written by United States. Adjutant-General's Office. Personnel Research Branch and published by . This book was released on 1958 with total page 28 pages. Available in PDF, EPUB and Kindle. Book excerpt: "This study was one of a series evaluating the Army Classification Battery (ACB) for effectiveness of the current selector and a possible alternate for predicting performance in guided missile crewman specialties -- MOS 220, guided missile crewman, and in MOS 225, surface-to-air missile launching crewman"--Preliminary page.
Download or read book Forecasting the competencies that define best in class B2B marketers A future oriented competency model based on the Cp Delphi hybrid framework written by Allen Stines and published by CompetencyPlexus Research. This book was released on 2011-12-30 with total page 397 pages. Available in PDF, EPUB and Kindle. Book excerpt: This technical report describes a future-oriented approach to synthesize competency "ecosystems" and develop competency models using the Cp Delphi-hybrid framework. The goal was to design a framework that could provide a glimpse of the competencies that will define best-in-class performance 5 to 10 years into the future. The approach would take into consideration external factors such as the anticipated evolution of a discipline, anticipated future practices being brought upon by new technologies, and other trends. In the particular study that is described in this report, these insights were captured from the perspectives of both top practitioners in the field and top faculty members who conduct research and educate the next era of practitioners. This report takes you deep into the intricacies of the process and describes in detail the methodology and the tools that were used to synthesize the competency model and distill its components. The report is technical and requires a basic understanding of statistics to fully comprehend the analysis component of the study. For more information and downloadable content, please visit: www.B2Bcompetencies.com. First, the study sought to generate and critically analyze a concise, systematic and rigorous multi-method approach to future-oriented competency/capability modeling. The next phase of the study entailed using this hybrid methodology to forecast a model that profiles exemplary B2B marketing using a prospective naturalistic inquiry methodology. Agreement within the groups was measured for each competency in order to assess levels of consensus, differences within the groups were measured to identify controversial competencies, and inter-rater reliability was measured to assess the consistency of the ratings. Competencies were clustered in order of importance and a "competency kernel" was identified. The Delphi expert panelists represented three continents and a wide range of knowledge domains within the broader B2B marketing field. The design of the competency model entailed three main steps: construction, de-construction, and reconstruction. In the construction phase, 153 competencies were identified, arranged into 17 functional clusters, and rated. Using the quantitative data, the model was deconstructed and its various parts examined. It was later reconstructed based on the results of the analysis. Since a large number of competencies were identified, the data were analyzed and broken down into a series of perspectives with more manageable chunks of data.- Perspective A, the "Emergent Systems Model" [ESM], was very pragmatic and depicted the analysis from the lens of a practitioner. It also included anecdotes from panelists who wanted to further reinforce or illustrate their unique point of view. - Perspective B, the "Emergent Model" [EM], offered a view of the model from the lens of a quantitative researcher. It was based on the ratings that were collected during the last two Delphic iterations. This view depicted the model from a more rigid aspect, constructed strictly from the quantitative data.- Perspective C, the "Emergent Functional Model" [EFM], looked at the data from the lens of an educator. This last view of the model aimed to segregate knowledge domains within business marketing and start a discussion on some of the epistemological implications of the results of the study. The EFM and the ESM blur the line between individual and organizational competencies. Future-oriented competency/capability models can be a potent enabler in the planning of business transformation efforts, whether the change stems from external forces (such as the markets or industry) or is being catalyzed from within the organization. Future-oriented competency ecosystems can provide the linchpin that connects the human capital components of a business transformation effort to the strategic, operational, and technological components of the change.
Download or read book Technical Research Note written by United States. Dept. of the Army and published by . This book was released on 1962 with total page 42 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Theory Construction and Model Building Skills written by James Jaccard and published by Guilford Publications. This book was released on 2020-02-06 with total page 545 pages. Available in PDF, EPUB and Kindle. Book excerpt: "This book provides young scientists with tools to assist them in the practical aspects of theory construction. We take an informal journey through the cognitive heuristics, tricks of the trade, and ways of thinking that we have found to be useful in developing theories-essentially, conceptualizations-that can advance knowledge in the social sciences. This book is intended to provide the instructor with a useful source for helping students come up with ideas for research and for fine-tuning the resultant theories that emerge from such thinking. An objective of this book is to move toward a needed balance in the emphases given to theory construction and theory testing"--
Download or read book Intelligence written by Ian J. Deary and published by Oxford University Press, USA. This book was released on 2020 with total page 185 pages. Available in PDF, EPUB and Kindle. Book excerpt: Some people appear to be smarter than others, but how do we measure intelligence? Why do some people have better thinking powers than others? What does intelligence predict about people's health and social outcomes? This "Very Short Introduction" uses the best, large-scale psychological data to answer important questions about intelligence, such as how environment, genes, brain structure, gender, and age affect people's thinking skills. It asks whether intelligence increased over the 20th century. Ian Deary also considers the new field of cognitive epidemiology, which discovers links between higher intelligence and better health, lower rates of illness, and longer life. -- From publisher's description.
Download or read book Hearings written by United States. Congress Senate and published by . This book was released on 1965 with total page 2856 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Work in the 21st Century written by Jeffrey M. Conte and published by John Wiley & Sons. This book was released on 2019 with total page 708 pages. Available in PDF, EPUB and Kindle. Book excerpt: Now in its sixth edition, Work in the 21st Century: An Introduction to Industrial and Organizational Psychology by Jeffrey M. Conte and Frank J. Landy is the most current and engaging text for the industrial and organizational (I-O) psychology course. The text ties together themes and topics such as diversity, cognitive and physical abilities, personality, emotional intelligence, technology, multicultural dynamics, and evidence-based I-O psychology in a way that explores the rich and intriguing nature of the modern workplace. The sixth edition retains the 14-chapter format and the E-Text maintains a colorful design that brings I-O psychology to life, especially with the use of newsworthy color photographs.
Download or read book Personnel Selection and Classification written by Michael G. Rumsey and published by Psychology Press. This book was released on 2013-05-13 with total page 506 pages. Available in PDF, EPUB and Kindle. Book excerpt: Bringing together several key elements needed to identify the most promising themes for future research in selection and classification, this book's underlying aim is to improve job performance by selecting the right persons and matching them most effectively with the right jobs. An emphasis is placed on current, innovative research approaches which in some cases depart substantially from traditional approaches. The contributors -- consisting of professionals in measurement, personnel research, and applied and military psychology -- discuss where the quantum advances of the last decade should take us further. Comprehensive coverage of the selection and classification domain is provided, including a broad range of topics in each of the following areas: performance conceptualization and measurement, individual differences, and selection and classification decision models. The presentations in each of these areas are integrated into a set of coherent themes. This integration was the product of structured group discussions which also resulted in a further evolution of some of the ideas presented.
Download or read book A Practical Guide to Job Analysis written by Erich P. Prien and published by John Wiley & Sons. This book was released on 2009-03-17 with total page 293 pages. Available in PDF, EPUB and Kindle. Book excerpt: Presenting the first book that provides HR professionals with a context for understanding the importance of doing a proper job analysis together with a step-by-step guide to conducting such an analysis. This unique guide contains a series of eight ready-to-use templates that provide the basis for conducting job analyses for eight different levels of job families, from the entry-level to the senior manager/executive.
