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Results for “Personnel Selection”

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At least 19 recordsLinked to original sources
PubMed2005

Selected topics in personnel selection: primarily in the early to mid-years of the 20th century.

A brief historical review is presented of the events in the USA relating to personnel selection in business and industry from 1903 to 2003. Emphasis is placed on the early periods of the century through the midyears. Involved in these events have been applied psychologists, the American Psychological Association, Government Agencies, Federal, Circuit Courts of Appeals, and the Supreme Court.

Advertising↗
PubMed2000

Personnel selection: looking toward the future--remembering the past.

This chapter reviews personnel selection research from 1995 through 1999. Areas covered are job analysis; performance criteria; cognitive ability and personality predictors; interview, assessment center, and biodata assessment methods; measurement issues; meta-analysis and validity generalization; evaluation of selection systems in terms of differential prediction, adverse impact, utility, and applicant reactions; emerging topics on team selection and cross-cultural issues; and finally professional, legal, and ethical standards. Three major themes are revealed: (a) Better taxonomies produce better selection decisions; (b) The nature and analyses of work behavior are changing, influencing personnel selection practices; (c) The field of personality research is healthy, as new measurement methods, personality constructs, and compound constructs of well-known traits are being researched and applied to personnel selection.

Cognition↗
PubMedDate not supplied

Managed care: impact on pharmacy personnel selection.

OBJECTIVE: To review how managed care is changing the traditional practice of pharmacy and the selection of pharmacy personnel. DATA SOURCES: Pharmacy practice journals and health care management journals were reviewed. Search terms included managed care, case management, pharmacists and Gallup Poll, drug use review, and patient compliance. STUDY SELECTION: References were used based on their relevance to describing managed care-driven changes in pharmacy and the potential threats and opportunities associated with these changes. DATA SYNTHESIS: The literature reviewed confirms that managed care is an increasing presence in the health care delivery system and that its influence is spreading to pharmacy. Health care practitioners, including pharmacists, are realigning and redefining their scope of practice to remain viable within the evolving system. CONCLUSION: As the drug delivery system changes, the expectations and roles of its practitioners are changing. The practice of pharmacy is changing from a distributive function to a cognitive one. This change will affect all pharmacy practice sites and will necessitate the hiring of pharmacists who are well qualified to deal with additional requirements. Failure to select qualified personnel may well exclude pharmacy from a major portion of the health care delivery system.

Humans↗
PubMed2000

College grade point average as a personnel selection device: ethnic group differences and potential adverse impact.

College grade point average (GPA) is often used in a variety of ways in personnel selection. Unfortunately, there is little empirical research literature in human resource management that informs researchers or practitioners about the magnitude of ethnic group differences and any potential adverse impact implications when using cumulative GPA for selection. Data from a medium-sized university in the Southeast (N = 7,498) indicate that the standardized average Black-White difference for cumulative GPA in the senior year is d = 0.78. The authors also conducted analyses at 3 GPA screens (3.00, 3.25, and 3.50) to demonstrate that employers (or educators) might face adverse impact at all 3 levels if GPA continues to be implemented as part of a selection system. Implications and future research are discussed.

Achievement↗
PubMed1979

The use of heritabilities of anthropometric measures and performance tests in personnel selection.

An analogy exists between the mathematical models of psychological test theory and quantitative genetics. From this analogy we can conclude, that longitudinal correlation and heritability in the broad sense are equivalent expressions for the reliability in the long run. Since long-range prediction is the aim of index construction for personnel selection in athletics and other applied fields, we recommend to use heritability as a weighting factor for phenotypic scores in order to calculate true scores and to eliminate error variance.

Anthropometry↗
PubMed1997

Personnel selection.

This chapter reviews literature from approximately mid-1993 through early 1996 in the areas of performance and criteria, validity, statistical and equal opportunity issues, selection for work groups, person-organization fit, applicant reactions to selection procedures, and research on predictors, including ability, personality, assessment centers, interviews, and biodata. The review revolves around three themes: (a) attention toward criteria and models of performance, (b) interest in personality measures as predictors of job performance, and (c) work on the person-organization fit selection model. In our judgment, these themes merge when it is recognized that development of performance models that differentiate criterion constructs reveal highly interpretable relationships between the predictor domain (i.e. ability, personality, and job knowledge) and the criterion domain (i.e. technical proficiency, extra-technical proficiency constructs such as prosocial organizational behavior, and overall job performance). These and related developments are advancing the science of personnel selection and should enhance selection practices in the future.

Journal Article↗
PubMed1981

Paraoptometric personnel: selection and utilization.

The duties paraoptometric personnel perform in an optometric office have increased along with technological developments in optometry. This paper will review some of the procedures performed by these personnel and how they may develop into a vision care team.

Allied Health Personnel↗