Preselection Methods Prior to the Internal Assessment Center for Personnel Selection in German Companies

2014 ◽  
Vol 22 (3) ◽  
pp. 253-260 ◽  
Author(s):  
Nils Benit ◽  
Andreas Mojzisch ◽  
Renate Soellner
Keyword(s):  
Personnel Selection ◽  
Assessment Center ◽  
Internal Assessment

scholarly journals Multi-Approach Formulation in Dynamic Personality-Situation Interaction for Personnel Selection

2019 ◽  
Author(s):  
Mohd Hanafiah Ahmad ◽  
Gusman Nawanir ◽  
Mohd Rashid Ab Hamid
Keyword(s):  
Job Performance ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Empirical Studies ◽  
Assessment Center ◽  
Work Outcomes ◽  
Mixed Methods Approach ◽  
Selection Decisions ◽  
Fundamental Research ◽  
Conceptual Paper

The purpose of personnel selection is to measure knowledge, skills, and abilities that are necessary to perform a job effectively. The process involves various assessments, including personality assessment. This conceptual paper discussed the potential of using a learning factory to develop multiple simulations for assessment center activities in assessing personality in different situations. Although traditional personality assessment contributes to the effectiveness of selection decisions and prediction, it tended to ignore that trait-related behaviors may differ across situations. Study on dynamic personality is essential as empirical studies showed that within-person fluctuations in personality states relate to a variety of work outcomes, including job performance. To further understand this fundamental issue, this paper discussed further how personality–situation interplay influences performance by using a learning factory assessment center method. This study also discussed how the adaptation of exploratory mixed methods approach could be used. The mixed exploratory methods are suitable as this topic is related to fundamental research and empirical study, besides the investigation on this area is still limited. This paper could benefit other researchers, industry players, and policymakers in understanding better how dynamic personality may influence performance, especially in the activities related to Industry 4.0.

Using the assessment center methodology while evaluating the civil servants of the Lipetsk region

2021 ◽  
Vol 23 (3) ◽  
pp. 24-32
Author(s):  
ELENA GONCHAROVA ◽  
◽  
KONSTANTIN RUKIN ◽  
Keyword(s):  
Personnel Selection ◽  
Civil Service ◽  
Training And Development ◽  
Assessment Center ◽  
Integrated System ◽  
Civil Servants ◽  
Psychological Characteristics ◽  
Assessment Centers ◽  
Advantages And Disadvantages ◽  
The Right

Building an integrated system for personnel selection, training and development is one of the most important tasks of the civil service. HR agencies are interested in finding specialists with a “portfolio of competencies”, showing flexibility and quickly adapting to any activity. To find the right candidate, you need to choose the right strategy for selecting specialists. More and more companies use the assessment center methodology despite a large number of other evaluation methods. The assessment center allows you to conduct tests in situations close to reality and comprehensively evaluate the knowledge, skills, personal, professional, and psychological characteristics necessary for working in a particular position for a particular candidate or an employee. The article presents the methodology of the assessment center when evaluating state civil servants of the administration of the Lipetsk region. The work describes methods for creating a competency model, formulates recommendations on the use of technologies of the center for evaluating civil servants, and draws conclusions based on the final results. The article presents data on the validity of the assessment center in comparison with other tools for evaluating personnel, shows the advantages and disadvantages of this method. The methodology of assessment centers can be recommended to the authorities for evaluating personnel in the civil service.

Verbessert Vorerfahrung die Leistung im Assessment Center?

2002 ◽  
Vol 1 (1) ◽  
pp. 4-18 ◽  
Author(s):  
Grete Kelbetz ◽  
Heinz Schuler
Keyword(s):  
Assessment Center

Zusammenfassung. Zur Abschätzung der Übungsanfälligkeit von Assessment Center(AC)-Leistungen wurden zwei Studien durchgeführt. In Studie 1 wurden die AC-Leistungen von n = 47 Wiederholern eines internen Auswahl-ACs eines Finanzdienstleistungskonzerns verglichen. Die Retest-Reliabilität des AC-Verfahrens nach durchschnittlich zwei Jahren beträgt r = .41. Für den Übungsgewinn durch wiederholte Teilnahme ergab sich nach Korrektur des Regressionseffekts eine Effektstärke von mindestens d = .40. Sowohl die Retest-Reliabilität der Einzelverfahren als auch die Leistungssteigerungen der Teilnehmer in diesen Einzelverfahren waren stark unterschiedlich, jedoch ist kein Zusammenhang zwischen Retest-Reliabilitäten und Leistungssteigerungen erkennbar. In Studie 2 wurden n = 123 AC-Teilnehmer des internen Potenzialanalyse-ACs eines anderen Finanzdienstleistungskonzerns hinsichtlich verschiedener Einflussfaktoren (u. a. Intelligenz, Leistungsmotivation, Dominanz) untersucht und nach ihrer AC-Vorerfahrung befragt. Bei Kontrolle der erfassten Einflussfaktoren klärt allein die AC-Vorerfahrung mindestens 3% der Varianz des AC-Gesamtwerts auf, für die Dimension Überzeugung beträgt das Inkrement mindestens 6% und für die Gruppendiskussion 8%. Aus beiden Studien wird gefolgert, dass ACs übungsanfällig sind, wobei sich die mangelnde Retest-Reliabilität als Kernproblem der Abschätzung von Leistungssteigerungen und Übungseffekten im AC erweist. Trait-nah konzipierte Dimensionen wie Leistungsmotivation oder analytische Fähigkeiten erscheinen weniger übungsanfällig als verhaltensorientierte Dimensionen.

Strategisches Verhalten in der Personalauswahl

2017 ◽  
Vol 61 (1) ◽  
pp. 3-17 ◽  
Author(s):  
Uwe P. Kanning
Keyword(s):  
Assessment Center ◽  
Strategisches Verhalten

Zusammenfassung. Die vorliegende Studie untersucht erstmals differenziert konkrete Strategien, die Bewerber in der Phase der Vorbereitung sowie der Durchführung von Auswahlverfahren einsetzen. In einer Befragung von 999 Personen wird sowohl nach der Einstellung bezüglich derartiger Strategien als auch nach deren Umsetzung bezogen auf Bewerbungsunterlagen, Einstellungsinterview, Testverfahren und Assessment Center gefragt. Die Ergebnisse zeigen, dass eine Mehrheit der Bewerber in starkem Maße strategisch agiert. In der Vorbereitungsphase bezieht sich dies insbesondere auf die Sichtung von Ratgeberliteratur und den Austausch mit Freunden / Bekannten. Bewerbungstrainings haben demgegenüber eine untergeordnete Bedeutung. Bei der Verfassung von Bewerbungsunterlagen greift die Mehrheit unter anderem auf Vorlagen zurück, die nur noch angepasst werden. Im Einstellungsinterview wird unter anderem die Darstellung der eigenen Stärken an die Stellenanforderungen angepasst. Fast alle Befragten wenden wenigstens eine Strategie an. Bewerber, die sich in den letzten fünf Jahren beworben haben, agieren insgesamt aktiver als Personen, deren letzte Bewerbung länger zurückliegt.

Handwriting Analysis and Personality Assessment

2000 ◽  
Vol 5 (1) ◽  
pp. 44-51 ◽  
Author(s):  
Peter Greasley
Keyword(s):  
Personality Traits ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Empirical Studies ◽  
Handwriting Analysis ◽  
Recruitment Process ◽  
Academic Literature ◽  
Personnel Recruitment ◽  
The Subject ◽  
Better Than

It has been estimated that graphology is used by over 80% of European companies as part of their personnel recruitment process. And yet, after over three decades of research into the validity of graphology as a means of assessing personality, we are left with a legacy of equivocal results. For every experiment that has provided evidence to show that graphologists are able to identify personality traits from features of handwriting, there are just as many to show that, under rigorously controlled conditions, graphologists perform no better than chance expectations. In light of this confusion, this paper takes a different approach to the subject by focusing on the rationale and modus operandi of graphology. When we take a closer look at the academic literature, we note that there is no discussion of the actual rules by which graphologists make their assessments of personality from handwriting samples. Examination of these rules reveals a practice founded upon analogy, symbolism, and metaphor in the absence of empirical studies that have established the associations between particular features of handwriting and personality traits proposed by graphologists. These rules guide both popular graphology and that practiced by professional graphologists in personnel selection.

Are Improvements in Assessment Center Construct-Related Validity Paralleled by Improvements in Criterion-Related Validity?

2014 ◽  
Vol 13 (4) ◽  
pp. 184-193 ◽  
Author(s):  
Andreja Wirz ◽  
Klaus G. Melchers ◽  
Stefan Schultheiss ◽  
Martin Kleinmann
Keyword(s):  
Convergent Validity ◽  
Study Data ◽  
Assessment Center ◽  
Beneficial Effects ◽  
Single Study ◽  
Different Types

Previous studies have found that factors that improved assessment center (AC) construct-related validity also had beneficial effects on criterion-related validity. However, some factors might have diverging effects on construct- and criterion-related validity. Accordingly, we followed recent calls to evaluate construct- and criterion-related validity of ACs simultaneously by examining the effects of exercise similarity on both aspects of validity within a single study. Data were collected in an AC (N = 92) that consisted of two different types of exercises. Convergent validity was better for similar exercises than it was for dissimilar exercises. However, regarding criterion-related validity, we did not find differences between similar and dissimilar exercises. Hence, this study revealed that improvements in AC construct-related validity are not necessarily paralleled by improvements in criterion-related validity.

The Validity of Specific Cognitive Abilities for the Prediction of Training Success in Germany

2014 ◽  
Vol 13 (3) ◽  
pp. 123-133 ◽  
Author(s):  
Wiebke Goertz ◽  
Ute R. Hülsheger ◽  
Günter W. Maier
Keyword(s):  
Cognitive Abilities ◽  
Personnel Selection ◽  
Meta Analysis ◽  
Mental Ability ◽  
Occupational Category ◽  
General Mental Ability ◽  
Training Success ◽  
Specific Cognitive Abilities ◽  
Better Than

General mental ability (GMA) has long been considered one of the best predictors of training success and considerably better than specific cognitive abilities (SCAs). Recently, however, researchers have provided evidence that SCAs may be of similar importance for training success, a finding supporting personnel selection based on job-related requirements. The present meta-analysis therefore seeks to assess validities of SCAs for training success in various occupations in a sample of German primary studies. Our meta-analysis (k = 72) revealed operational validities between ρ = .18 and ρ = .26 for different SCAs. Furthermore, results varied by occupational category, supporting a job-specific benefit of SCAs.

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