Robert Edinborough. Assessment Methods in Recruitment, Selection and Perfomance

Robert Edenborough, 2005. ISBN: 07494 4294
Kogan Page: London. - 320 p.Why selection and performance management?Selection and performance management
Psychometrics, assessment centers and structured interviews
A range of settings
Individual differences
Inputs and outputs
Competency
The importance of objectivity
Plan of the book
Historical perspectives
Psychometrics
Interviews
Assessment centers
Standard setting
Performance management
Testing explored
Personality measurement
Ability, aptitude and attainment
Interest inventories
Motivation
Educational testing
Clinical testing and its relation to performance
A special case: integrity testing
How psychometric tests are used in selection today
Introduction to practical issues in control and interpretationStatistics and standards in psychometrics IValidity and reliability
Interpreting test resultsStatistics and standards in psychometrics II
Regulatory issues
Competence and qualifications
Data protection
Equal opportunities
DisabilitiesTest design and construction
Afterthought on regulationTests and selection – the developing context
Mass testing to trial by sherry
Some favorite measures – club membership to age
Job definitionsPsychometrics and selection – the practice
Large-volume recruitment applications
One-off and shortlist assessment
Psychometrics and internal selectionImplementing psychometricsInformation flows – building the picture
Other assessment methods
Further practical issues
9. Assessment centers
Scope and use
Exercise typesOther aspects of assessment center technology
Assessor choice and training
Preparation and training programmes: assessors
Preparation for other roles in the assessment center
Development centers
Practical issues about using assessment centers in
reorganization
Valuing diversity in assessment center operations
Assessment center elements used independentlyStructure in interviewing: the scope of structured
interviews
The focus on behavior
Deriving interview models
Criterion-based, competency-based and critical incident
interviewsMore on structured interviews
Structured psychometric interviews (SPI)
The extended interview
The board or panel interview
Feedback and follow-up interviewingPerformance management – background and approaches to measurement
The meaning of performance management
The performance context – business plans and management
of people to realize them
Practical issues in competency modeling
Stakeholder views – customer measures and 360
degree assessments
Rewards as drivers of performance
Role of the development center in managing performance
Performance management day-to-day – controls
and feedback
Other considerationsA variety of one-to-one interactions in performance managementAppraisals
Performance improvement and disciplinary interviews
Staff development
Mentoring, coaching and counselling in performance
managementSupplier and client relationships in assessment and performance management
The use of information and communication technology in assessment and performance management
Number crunching to norms
Selection and generation of items
Guidelines
Remote delivery
Assessment centers
Feedback
Use of the internet
360 degreeCurrent issues and future trends
Constructing teams for major change
Assessments linked to private equity initiatives
Future directions: integrating and optimizing contributions