By Mike Smith, Ivan T. Robertson (auth.)
Sometimes known as the 'Bible of group of workers Selection', the 1st variation of this e-book confirmed a number one place in its box. This re-creation, whereas keeping the unique constitution and stringent educational normal, has been completely up-to-date and revised to incorporate new sections on moral matters, meta research, suggestions and applicants' reactions to recruitment media.
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Extra resources for The Theory and Practice of Systematic Personnel Selection
There are other difficulties: promotion decisions may not be based on job competence, but instead may be based on social reputation or, as Wallace (1974) points out, the ability to get good ratings from the 'big shots'. Internal potitics are rarely absent from the determinants of promotion decisions and in some organisations, promotions are little more than long service awards. Further, career progression may be heavily contaminated by external factors, such as labour market conditions and chance factors.
Internal potitics are rarely absent from the determinants of promotion decisions and in some organisations, promotions are little more than long service awards. Further, career progression may be heavily contaminated by external factors, such as labour market conditions and chance factors. In many situations a mediocre 'performer' in the right place at the right time stands a better chance of promotion than a good 'performer' who is in the wrong pI ace at the wrong time. It can be argued that these chance factors become more important as job level increases and where promotion decisions Criteria 43 are relatively infrequent.
Sourcing b. Instructing c. Treating 4 a. Consulting 5. Supervising 6. Negotiating b. Co-odinating 7. Monitoring 6. Synthesising PEOPLE 5 a. 4 Fine's functional job analysis ~ Job Analysis 23 it is particularly relevant to the observation method. However, it is a fairly complex system and a minimum of four or five days' training is needed for observers. C JAM and B JAM are abbreviations of combination job analysis method, and brief job analysis method, and were developed by E. L. Levine (1983). A group of subject matter experts, usually called SM Es, generate a list of tasks which are involved in a job.
The Theory and Practice of Systematic Personnel Selection by Mike Smith, Ivan T. Robertson (auth.)