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Artykuły w czasopismach na temat "Job aptitude"
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Knapp, Beverly G., i Barry Tillman. "Job Skill Assessment Software System". Proceedings of the Human Factors and Ergonomics Society Annual Meeting 42, nr 18 (październik 1998): 1319–21. http://dx.doi.org/10.1177/154193129804201809.
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The US Army Research Laboratory is developing the Job Assessment Software System (JASS). JASS is a computer program to define and measure human aptitudes required to do a job. A person familiar with the job (designer, worker, trainee, etc.) uses JASS by answering “yes” or “no” to a series of questions. The answers identify the aptitudes required. For each required aptitude, JASS presents a 7-point scale to rate the aptitude level. JASS is based on the work of Dr. Edwin Fleishman (Fleishman & Quaintance, 1984) of George Mason University. This paper will describe JASS and its recent applications and will also describe current and anticipated efforts to further develop and improve the JASS tool.
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Schmidt, Frank L. "A Theory of Sex Differences in Technical Aptitude and Some Supporting Evidence". Perspectives on Psychological Science 6, nr 6 (14.10.2011): 560–73. http://dx.doi.org/10.1177/1745691611419670.
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In this article, I present a theory that explains the origin of sex differences in technical aptitudes. The theory takes as proven that there are no sex differences in general mental ability (GMA), and it postulates that sex differences in technical aptitude (TA) stem from differences in experience in technical areas, which is in turn based on sex differences in technical interests. Using a large data set, I tested and found support for four predictions made by this theory: (a) the construct level correlation between technical aptitude and GMA is larger for females than males, (b) the observed and true score variability of technical aptitude is greater among males than females, (c) at every level of GMA females have lower levels of technical aptitude, and (d) technical aptitude measures used as estimates of GMA for decision purposes would result in underestimation of GMA levels for girls and women. Given that GMA carries the weight of prediction of job performance, the support found for this last prediction suggests that, for many jobs, technical aptitude tests may underpredict the job performance of female applicants and employees. Future research should examine this question.
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Harris, Douglas H. "Prediction of Inspection Performance with a Dynamic, Computer-Based, Multi-Aptitude Test". Proceedings of the Human Factors and Ergonomics Society Annual Meeting 41, nr 1 (październik 1997): 574–78. http://dx.doi.org/10.1177/1071181397041001127.
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A dynamic, computer-based, multi-aptitude test was designed to predict success on inspection jobs that require the combined aptitudes of general cognitive ability, abstract reasoning, and spatial visualization. This approach to the prediction of job performance is in contrast to most existing methods for predicting performance on technical jobs, in which aptitudes are measured one at a time by static tests. The test was computer administered and scored, requiring 36 minutes of testing time. Validation studies showed that the test was highly reliable, correlated with other measures of these key aptitudes, and was predictive of the job performance of nondestructive testing operators. These results indicated that the test can be used with confidence for the early identification of individuals who will benefit most from training and experience on certain inspection jobs, and who will be most likely to meet operator qualification standards for these jobs.
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Kim, Eui-Tae, i Ju-Seuk Kim. "A Study on Factors Affecting the Career Maturity of College Freshmen: Focusing on the Level of Entrepreneurial Aptitude and Self-efficacy". Korean Association For Learner-Centered Curriculum And Instruction 23, nr 1 (15.01.2023): 117–28. http://dx.doi.org/10.22251/jlcci.2023.23.1.117.
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Objectives The purpose of this study is to explore the relationship between the factors affecting the career maturity of college freshmen enrolled in local universities, and to analyze the effect of entrepreneurial aptitude level and self-efficacy on career maturity.
Methods For this purpose, the entrepreneurship aptitude test, the job search readiness test, and the career readiness test were conducted for freshmen at University A in Chungcheong Province. In addition, descriptive statistics, correlation analysis, and multiple regression analysis were performed using a total of 257 responses.
Results First, the correlation analysis for each sub-factor of entrepreneurial aptitude level, career maturity, and job search readiness showed a positive relationship. Second, it was shown that the level of entrepreneurial aptitude and job search readiness had a positive effect on career maturity. Third, it was found that the sub-factors of self-efficacy in entrepreneurial aptitude level and job search readiness were affecting career maturity.
Conclusions Based on the main research results, it was suggested that a startup education program and a self- efficacy improvement program are needed for college freshmen at local universities.
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Femi, Ogunsola. "ACHIEVEMENTS DISPARITY AMONG JOB SEEKERS IN A UNIVERSITY SETTING". International Journal of Research -GRANTHAALAYAH 6, nr 10 (31.10.2018): 1–5. http://dx.doi.org/10.29121/granthaalayah.v6.i10.2018.1151.
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The study investigated whether (i) the sex of job seeker has any appreciable impact on their performances on an aptitude test; (ii) the certificate obtained by the job seekers influenced their performances on an aptitude test; (iii) the scores of the job seekers in terms of their sex and certificate worth are homogeneous. Two hundred and ten (210) qualified WASC/GCE and OND/NCE job seekers made up of 120 male and 90 female were subjected to a 30 – item aptitude test. Their scores were analysed using a t – test and ANOVA at 0.05 level of significance. Results showed that there is a significant difference in the performances of job seekers by sex in favour of the male participants. Also, there is a significant difference in the performances of the job seekers in terms of their certificate worth in favour of the OND/NCE holders. The scores of the job seekers in terms of their sex and certificate worth were found to be significant and homogeneous and this was in favour of the male applicants and the OND/NCE holders. The implication of these findings is that experience in terms of certificate worth and sex of the individuals coupled with determination play significant role in any competitive examination. Employers of labour should always engaged good and qualified candidates for jobs without prejudice to sex and quota system to make room for efficiency.
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Gottfredson, Linda S. "Occupational Aptitude Patterns Map: Development and implications for a theory of job aptitude requirements". Journal of Vocational Behavior 29, nr 2 (październik 1986): 254–91. http://dx.doi.org/10.1016/0001-8791(86)90008-4.
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Ekawati, Dian, Dian Kinayung i Herlina Siwi Widiana. "Profiling bakat menggunakan Employee Aptitude Survey (EAS): Dapatkah menjadi prediktor Indeks Prestasi Kumulatif (IPK)?" Persona:Jurnal Psikologi Indonesia 9, nr 1 (29.06.2020): 157–69. http://dx.doi.org/10.30996/persona.v9i1.2983.
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AbstractGrade Point Average (GPA) the cumulative value achieved by a university student, is one of the criteria in job selection. However, not all students get the minimum GPA threshold required. Aptitude is a factor that may predict the GPA. The aim of this study is to examine aptitude as a predictor of GPA in university students. The hypothesis is aptitudes in the Employee Aptitude Survey (EAS) are able to predict students’ Grade Point Average (GPA). The research participants were 380 university students chosen by incidental sampling. The EAS was used to measure aptitude, with the reliability of each subtest that was adequate and met the validity index based on confirmatory analysis. GPA was known from a self-report questionnaire. The analysis was performed using Kendall's Tau statistical analysis technique. In general, speed and visual accuracy aptitude is the only aptitude measured with EAS that is unable to predict GPA. There were different aptitude profiles between students majoring in natural and social sciences. Based on the results, nine subtests in the EAS that significantly predict GPA may be used in selecting new students in the university.Keywords: Employee Aptitude Survey (EAS); GPA; university student. AbstrakIndeks Prestasi Komulatif (IPK) yang merupakan nilai kumulatif yang dicapai oleh setiap mahasiswa di Perguruan Tinggi, sampai dengan saat ini masih menjadi salah satu kriteria dalam seleksi pekerjaan. Namun tidak semua mahasiswa memperoleh IPK sesuai dengan batas minimal yang dipersyaratkan. Penelitian ini bertujuan untuk menguji bakat-bakat sebagai prediktor IPK pada mahasiswa. Hipotesis penelitian adalah bakat-bakat yang ada dalam Employee Aptitude Survey (EAS) mampu memprediksi Indeks Prestasi Kumulatif (IPK) mahasiswa. Partisipan penelitian adalah 380 mahasiswa yang dipilih dengan insidental sampling. Alat ukur yang digunakan untuk adalah EAS, dengan reliabilitas tiap subtes yang memadai serta memenuhi indeks validitas berdasar analisis faktor konfirmatori. Data IPK diperoleh dari self report questionaire. Analisis dilakukan dengan menggunakan teknik analisis statistik Kendall’s Tau. Secara umum, aspek kecepatan dan ketelitian visual menjadi satu-satunya aspek dalam EAS yang tidak mampu berperan sebagai prediktor IPK. Terdapat perbedaan profil bakat pada mahasiswa eksakta dan non eksakta. Berdasarkan hasil penelitian, sembilan subtes dalam EAS yang mampu memprediksikan IPK secara signifikan dapat digunakan sebagai alat seleksi mahasiswa baru.Kata kunci: Employee Aptitude Survey (EAS); IPK; mahasiswa
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Kim, Min, i Gughwan Choi. "Expansion of Employment Opportunity and Suitable Job Recommendation for People with Disabilities in Korea: Focusing on Job Aptitude Test-Personal (JAT-P)". Korean Society for Rehabilitation of Persons with Disabilities 26, nr 3 (30.09.2022): 1–23. http://dx.doi.org/10.16884/jrr.2022.26.3.1.
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The purpose of this study was to collect data about the opinions of workers with disabilities in ways of expanding their employment opportunities, investigating their employment retention strategies, and recommending their proper occupational groups, utilizing the battery of Job Aptitude Test-Personal(JAT-P). To fulfill the purpose of this study, a total of 200 PWD participated in this study, taking the individual questionnaire and the online JAT-P. After the administration of the study tools, data was analyzed to compare the recommended job groups in terms of disability types and to see their employment strategies and their influencing employment retention factors, focusing on the exploration of their ability-interest and aptitude-interest results. The study indicated that over 50% of PWD have been working in the areas of assembly, office work, cleaning, and arrangement tasks, and they reported a ‘previous work experience’ as a critical factor in employment achievement, also reporting satisfaction with their current work conditions and self-reported work performance abilities. No significant differences were found between disability types and their occupations, but reasonable occupations in terms of the matching between ability-interest and aptitude-interest were recommended, along with the suggestions of required government policies and organizational co-works.
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Mani, Sudha, Prabakar Kothandaraman, Rajiv Kashyap i Bahar Ashnai. "Sales Role-Plays and Mock Interviews". Journal of Marketing Education 38, nr 3 (26.07.2016): 183–98. http://dx.doi.org/10.1177/0273475315606785.
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Sales competitions provide students with opportunities to apply their understanding of sales. Despite a long tradition of scholarship on sales role-plays, the answer to what drives student performance in sales competitions remains elusive. In this research, we examine how motivation (work engagement) and ability (cognitive aptitude and selling-related knowledge) affect student performance in sales role-play competitions. We also examine how success in sales role-plays engenders job attainment for the students. Using data from a sales competition held at a large public university in the United States, we provide empirical evidence that both motivation and ability affect sales performance. But, contrary to expectation, they have a substitution effect and not a complementary one. We also find evidence that success in sales role-plays translates into improved success in job interviews and that this effect is stronger for students with greater cognitive aptitude, that is, sales role-play performance complements the cognitive aptitude of the student to improve their mock interview performance.
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Bustamante-Granda, Byron Fernando, Claudia Rodríguez-Hidalgo, María Aranzazu Cisneros-Vidal, Diana Rivera-Rogel i Claudia Torres-Montesinos. "Ecuadorian Journalists Mental Health Influence on Changing Job Desire: A Cross Sectional Study". International Journal of Environmental Research and Public Health 18, nr 19 (27.09.2021): 10139. http://dx.doi.org/10.3390/ijerph181910139.
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Journalist’s mental health could predict their job change. This study aims at determining the prevalence of mental health issues and their association with perception of aptitude for covering emergencies and difficulty in seeing a corpse, and also to determine the mental health factors associated with job change. An ad hoc survey, GHQ-28 (Somatization, Anxiety-Insomnia, Social Dysfunction, Depression), MBI-P (Burnout, Emotional Exhaustion, Depersonalization, personal accomplishment) and Brief scale to diagnose Post-Traumatic Stress Disorder and Suicide Risk were applied to 196 journalists (female = 51.6%). Descriptive analysis, correlations (Pearson and Spearman), T-test and binary logistic regression were performed. It was found that one third part of journalists perceive themselves as having low aptitude to cover emergencies and difficulty in seeing a corpse, 17.3% would consider changing jobs and 42.1% could only access free mental health services. The most frequent mental health problems are: low personal accomplishment, emotional exhaustion and post-traumatic stress disorder (11.2 to 17.3%). People who want to change jobs present more: social dysfunction, depression, emotional exhaustion, depersonalization, low personal accomplishment, post-traumatic stress disorder and suicide risk. The two mental health factors associated with desire of changing jobs are high emotional exhaustion, and low personal accomplishment. These results guide the psychosocial risk prevention processes for journalists, as well as the training needs that universities could consider to protect the mental health of this vulnerable group.
Rozprawy doktorskie na temat "Job aptitude"
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Schaffer, Robert J. "Relating the Armed Services Vocational Aptitude Battery to Marine job performance". Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1996. http://handle.dtic.mil/100.2/ADA318946.
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Alexander, Sandra G. "Predicting long term job performance using a cognitive ability test". Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc4010/.
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This study focuses on the relationship of one cognitive ability test on long-term job performance as measured by personnel data. Archival data from over 3,000 employees at an international technology company were used to assess how aptitude test scores relate to both objective and subjective job performance measures. Supervisory performance ratings, level of promotion, and salary increase significantly contributed to variance in test scores; however, these results were inconsistent. Number of training courses did not have a significant relationship with test scores. Additionally, type of turnover did not moderate the relationship between aptitude test scores and job performance. These results indicate that although aptitude test score is related to long term job performance factors, other factors account for the majority of the variance. The implication is that aptitude should not be the sole consideration when predicting long term job success.
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Alexander, Sandra G. Marshall Linda L. "Predicting long term job performance using a cognitive ability test". [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-4010.
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吉田, 俊和, Toshikazu Yoshida, 剛. 橋本, Takeshi Hashimoto, 直樹 安藤, Naoki Ando, 善太郎 植村 i Zentaro Uemura. "大学生の適応過程に関する縦断的研究(1)". 名古屋大学教育学部, 1999. http://hdl.handle.net/2237/2942.
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Duvillard-Monternier, Solange. "Analyse du socle de compétences d’un nouveau métier : le cas des Opérateurs de Systèmes de Drones (OSD)". Thesis, Aix-Marseille, 2014. http://www.theses.fr/2014AIXM3100.
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Le développement de la technologie d'avions sans pilote entraîne la création des métiers d'Opérateurs Systèmes de Drones et l'apparition de compétences nouvelles et spécifiques. Le principal enjeu de la thèse est de contribuer à l'élaboration d'une procédure de sélection. Nous avons analysé les métiers d'OSD afin 1) d'identifier le profil optimal, 2) d'évaluer le profil réel des OSD, 3) de comparer les profils des OSD avec ceux des élèves-officiers de l’École de l'Air, puis 4) proposer des perspectives de recherches. Notre approche exploratoire repose sur une validité écologique : les données ont été recueillies auprès de la population des OSD de l'unique escadron opérationnel de drone de l'armée de l'air française. Le profil optimal en termes d'aptitudes a été mis en évidence avec notre adaptation du F-JAS. Le profil réel des OSD a été évalué par des tests visuo-spatiaux et un inventaire de personnalité. Le profil des OSD requiert à un haut niveau les aptitudes de gestion des ressources attentionnelles dans le domaine visuo-spatial, mais également dans les sphères inter et intra-personnelles. D'un point de vue scientifique, cette thèse s'est intéressée aux spécificités de métiers pour lesquels il existe peu d'études en France vis-à-vis des besoins qualitatifs importants pour le recrutement et la formation, dans le domaine civilo-militaire. Les résultats permettent une meilleure connaissance des compétences requises par les OSD. Notre méthodologie pourra être réutilisée au profit d'autres spécialités telles que les pilotes d'avion de combatThe development of this new technology causes the creation of RPA operator's jobs and the mergence of new and specific abilities. The main objective of the thesis is thus to allow a selection to be proposed. We ran job analysis 1) to identify the optimal profile for success with twice job analysis's methods, 2 ) to assess the real profile of the current RPA operators, 3) to compare the RPA operators profile with a profile of a cadet population, and then 4) we proposed directions for future researches and perspectives needed for RPA operators. Our explorational approach had be adapted using ground material data collected in the unique MALE RPA's squadron of French Air France. We adapted the Fleishman Job Analysis Survey and then we defined the optimal profile in terms of crucial and main abilities. The real profile in terms of crucial abilities was assessed with visuospatial tests and personality inventory. Results showed that the optimal profile required high level of attentional resources's abilitities in the visuospatial field, and also in interactive-social sdomain. From a scientific perspective, this thesis focuses on the specificities of new jobs for which they are few studies towards the qualitative requirements for recruitment and training, both in the civilian and the military domain. Il will offer a better understanding of the skills required to perform the tasks of RPAs operator, and the methodology we used, could be applied on other job's in aeronautics. By exemple, fighter and airlift pilots could be the next studied populations
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Guénolé, Nicolas. "Conseil adaptatif et accompagnement des demandeurs d'emploi". Phd thesis, Conservatoire national des arts et metiers - CNAM, 2013. http://tel.archives-ouvertes.fr/tel-01062786.
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Nous orientons nos travaux vers l'analyse des effets d'une individualisation de l'accompagnement proposé auxdemandeurs d'emploi, en fonction de leurs problématiques vocationnelles. Il s'agit de considérerl'individualisation sous la forme d'un accompagnement adapté aux problématiques vocationnelles desindividus, en partant de l'idée que ceux-ci ne bénéficient pas tous au même niveau d'une prestation d'aide à larecherche d'emploi. Nous postulons ainsi qu'un accompagnement à la recherche d'emploi différenciépermettra de mieux prendre en considération les attentes et les besoins des bénéficiaires, et d'accroîtrel'efficacité de leurs démarches. Les actions proposées aux personnes seront en effet a priori plus pertinentes sielles sont mises en oeuvre en fonction de leurs problématiques personnelles et vocationnelles. Ainsi, nousavons travaillé dans une première partie de nos travaux de thèse à la présentation d'une typologie desproblématiques vocationnelles de demandeurs d'emploi. Un protocole évaluant le niveau de ressourcespsychologiques, de dépression, de soutien social, de sentiment d'efficacité personnelle, d'estime de soi,d'indécision et d'employabilité a été proposé à 323 participants. Les résultats obtenus mettent en évidence troiscatégories de problématiques vocationnelles, permettant d'engager une réflexion sur les modalités d'unaccompagnement différencié. Dans un second temps, nous avons étudié les attentes et les besoins desdemandeurs d'emploi en matière de dispositifs d'aide à l'insertion professionnelle. Adoptant un point de vuequalitatif, nous avons mis en évidence auprès d'un échantillon de 16 demandeurs d'emploi, leur répartition entrois axes distincts. Les dispositifs doivent ainsi permettre de retrouver rapidement un emploi, de maîtriser destechniques de recherche d'emploi, et de formaliser un projet professionnel pertinent vis-à-vis du marché del'emploi. Ces deux expérimentations nous ont permis, dans un dernier temps, d'étudier, à l'aide d'uneapproche "interaction caractéristique traitement", les effets d'un dispositif d'aide à la recherche d'emploidifférencié fondé sur la théorie du conseil adaptatif. Si cette étude montre les effets significatifs d'un dispositifd'insertion professionnelle vis-à-vis des problématiques vocationnelles des participants et de leur niveau dedynamisation, elle ne permet pas de mettre en évidence l'effet accru d'un conseil différencié. Les limites denos travaux, ainsi que leurs apports théoriques et pratiques sont discutés en conclusion, tout en ouvrant denouvelles perspectives de recherche.
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Garrad, Mark, i n/a. "Computer Aided Text Analysis in Personnel Selection". Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040408.093133.
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This program of research was aimed at investigating a novel application of computer aided text analysis (CATA). To date, CATA has been used in a wide variety of disciplines, including Psychology, but never in the area of personnel selection. Traditional personnel selection techniques have met with limited success in the prediction of costly training failures for some occupational groups such as pilot and air traffic controller. Accordingly, the overall purpose of this thesis was to assess the validity of linguistic style to select personnel. Several studies were used to examine the structure of language in a personnel selection setting; the relationship between linguistic style and the individual differences dimensions of ability, personality and vocational interests; the validity of linguistic style as a personnel selection tool and the differences in linguistic style across occupational groups. The participants for the studies contained in this thesis consisted of a group of 810 Royal Australian Air Force Pilot, Air Traffic Control and Air Defence Officer trainees. The results partially supported two of the eight hypotheses; the other six hypotheses were supported. The structure of the linguistic style measure was found to be different in this study compared with the structure found in previous research. Linguistic style was found to be unrelated to ability or vocational interests, although some overlap was found between linguistic style and the measure of personality. In terms of personnel selection validity, linguistic style was found to relate to the outcome of training for the occupations of Pilot, Air Traffic Control and Air Defence Officer. Linguistic style also demonstrated incremental validity beyond traditional ability and selection interview measures. The findings are discussed in light of the Five Factor Theory of Personality, and motivational theory and a modified spreading activation network model of semantic memory and knowledge. A general conclusion is drawn that the analysis of linguistic style is a promising new tool in the area of personnel selection.
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Lemaire, Françoise. "Le rapport à la formation des sénior(e)s en emploi : contribution à une théorie de l’apprenance tout au long de la vie". Thesis, Paris 10, 2014. http://www.theses.fr/2014PA100130/document.
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La formation professionnelle continue (FPC) est considérée comme un bon moyen pour maintenir en emploi les travailleurs vieillissants. Or, le taux d’accès à la FPC décline avec l’âge, quel que soit le profil de l’individu. Ce constat laisse supposer que plus on avance en âge moins on a envie d’apprendre. Or, l’étude présentée ici, confirme que l’âge n’impacte pas directement l’envie d’apprendre. D’autres facteurs interviennent, qu’une analyse d’entretiens, menée auprès de deux groupes de travailleurs âgés soit de 55 ans, soit de 40 ans, identifie. Parmi eux, l’absence de perspectives professionnelles semble déterminante. Aussi, le rapport à la FPC des seniors traduit-elle plus un rapport au travail qu’un rapport à la formation ou au savoir stricto sensu. Envisager le vieillissement comme un processus motivationnel et biographique et non pas comme l’effet d’un déclin physiologique ou social inexorable, permettrait peut-être de rétablir un rapport positif des seniors à la FPC, et de contribuer ainsi au maintien de leur employabilitéThe further vocational training is considered as a good way to keep on job aging employees. But the older employees are, the less they get access to ongoing vocational training, regardless their profile. This assessment may imply that the older we get older, the less we are motivated to learn. However, the present study confirms that age has no direct impact on envy to learn. An analysis of interviews, targeting different employees sets (one group of 55-year-old employees, and another group of 40), points out other factors. Among them, professional perspectives are key elements. The relationship of senior employees to further vocational training connection unveils a relationship to work rather than a relationship to training, or to knowledge. Considering aging process as a motivational and biographic process and not as an inevitable effect of physiological or social decline would enable, perhaps, to re-establish a positive relationship of senior employees to further vocational training, hence would contribute to maintain their employability
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Chang, Yao-Jen, i 張耀人. "Study of Between Vocational Preference Inventory, Vocational Aptitude and Job Performance for life Insurance of Agent". Thesis, 2006. http://ndltd.ncl.edu.tw/handle/73039846135870275104.
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碩士國立中央大學
人力資源管理研究所
94
Life insurance is people business. The key factor to success of a company is the performance of its manpower. Many life insurance companies nowadays are recruiting new agents and devoting ample efforts to implement the Agents Developing Programs for the sake of accommodating themselves to the trend of the time. Insurance companies also apply useful selection tools to guide them for the proper identification of talented agents. Successful agent selection program ensures productive and satisfying accomplishments of the company as well as its agents, but their training cost is highly expensive and could lead to low lapsed-rate or wastage. The present study started off with a literature review of the field of occupational preference and vocational aptitudes in order to develop effective tools for the selection of insurance agents as well as confirming the prediction of their job performance in the insurance company. A single company case was adopted. Through SPSS statistical analyses, the author collected common research variables through correlational, factor and regression analyses, established the internal consistency reliabilities the instruments as well as the predictive validity of the certain aptitudes and preferences in the various scales used. The latter findings identified significant predictors of agents’ successes in work performance. In conclusion, this study found: (1) certain occupational preferences and vocational aptitudes significantly predicted insurance agents’ work performance with the power of 22.7%, and in addition, (2) the interpersonal relations factors and first-years gross sales also predicted significantly the agents’ first year’ composite job performance at the power of 18.3 % and 13.% respectively.
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Thebe, Thapelo Phillip. "A comprehensive human resource recruitment and selection model :|bthe case of the Department of Justice and Constitutional Development / Thapelo Phillip Thebe". Thesis, 2014. http://hdl.handle.net/10394/12047.
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The present research investigated the challenges and problems facing the public
sector institutions regarding the processes, procedures, practices, steps and
methods used for human resource recruitment and selection. The South African
government outlawed unfair discrimination to promote equality and equity in the
labour force. This state of affairs has direct implications for employment practices
such as recruitment and selection in the public service. Without a comprehensive
recruitment and selection model, public service departments could contravene
legislative requirements. As a result, these public service departments then may
not succeed in attracting and appointing the best candidates for vacant positions.
The intension of this study was to determine the extent to which functions of
human resource management (HRM) reflect the spirit and stipulations of the
statutory and regulatory framework. These functions include job analysis, job
evaluation, job design, job profiles, and human resource planning, as well as
induction and orientation. The aim is further to verify to what extent these
functions influence recruitment and selection practices.
A qualitative research design was used to construct a comprehensive human
resource recruitment and selection model. This model is the result of a thorough
analysis of comparative recruitment and selection theories, approaches,
international best practice, and of existing models. A case study was undertaken
within the Department of Justice and Constitutional Development (DOJ&CD).
Data was collected by using a questionnaire from a representative sample. The
target population comprised senior and middle managers from the National
Office in Pretoria and North West Province responsible for human resource
functions. They are divided into five sub-clusters.
Based on the core findings of this research it was established that the DOJ&CD
experiences inefficiencies as far as the following aspects of human resource
management are concerned: alignment, development and implementation of
appropriate human resource strategies, systems, processes, procedures and
methods. This also includes the approaches for recruitment and selection. The
DOJ&CD mainly utilises traditional processes of recruitment and selection that do
not adequately reflect international best practice and, furthermore, do not adhere
to all the stipulations of the myriad forms of legislation that are governing human
resources in the public service. A comprehensive model for recruitment and
selection was thus of the utmost importance to guide the Department in its
recruitment and selection endeavours. The model that is designed as the main
contribution of this research is aimed at addressing these challenges. The comprehensive model is intended to guide the DOJ&CD‟s human resource
practitioners on recruitment and selection. This is done by means of a processmap
and a flow-chart approach. Based on the literature review and empirical
study, best practice is proposed that can be associated with each phase or step
in the recruitment and selection process. The criteria for the development of the
model was based on the theoretical relationship among elements and variables
such as strategy, structure, job analysis, job description, job specification and job
evaluations, and how these elements are linked to recruitment and selection
processes.
Such a comprehensive human resource recruitment and selection model can
assist practitioners to align all human resource activities and functions within
public service departments. This will help to realise their organisational objectives
and to operationalise their strategic imperatives successfully.PhD (Public Management and Governance), North-West University, Potchefstroom Campus, 2014
Książki na temat "Job aptitude"
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Ramadge, John D. Task learning difficulty: Interrelationships among aptitude-specific benchmarked rating scales. Brooks Air Force Base, Tex: Air Force Human Resources Laboratory, Air Force Systems Command, 1987.
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1948-, Williams Geoffrey, red. Test your own job aptitude: Exploring your career potential. Wyd. 2. New York: Penguin Books, 1992.
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Alley, William E. Classification of Air Force jobs into aptitude clusters. Brooks Air Force Base, Texas: Air Force Human Resources Laboratory, Air Force Systems Command, 1988.
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Prediger, D. J. Career counseling validity of the ASVAB job cluster scales used in DISCOVER. Iowa City, Iowa: American College Testing Program, 1987.
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Ree, Malcolm James. General cognitive ability predicts job performance. Brooks Air Force Base, Tex: Armstrong Laboratory, Air Force Systems Command, 1992.
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Prediger, D. J. Career counseling validity of DISCOVER's job cluster scales for the revised ASVAB score report. Iowa City, Iowa: American College Testing Program, 1992.
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Testtraining für Ausbildungsplatzsucher: Hilfe bei Bewerbung, Tests und Vorstellungsgespräch. Frankfurt am Main, Germany: Fischer-Taschenbuch-Verlag, 2001.
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Hesse, Jürgen, i Christian Schrader. Testtraining neue deutsche Rechtschreibung: Eignungs- und Einstellungstests sicher bestehen; fehlerfrei schreiben im Job. Frankfurt am Main, Germany: Eichborn, 2002.
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D, Johnson Cecil, red. The economic benefits of predicting job performance. New York: Praeger, 1991.
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Great answers to tough career dilemmas: Test your aptitude, be inspired and discover your ideal career. London: Kogan Page, 2011.
Znajdź pełny tekst źródłaCzęści książek na temat "Job aptitude"
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Matthews, Michael D. "The Right Soldier for the Right Job". W Head Strong, 14–36. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190870478.003.0002.
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Military members serve in a wide variety of specific jobs that mirror civilian organizations, such as transportation, accounting, and law enforcement. They also serve in jobs unique to the military involving combat. A major contribution of military psychology is developing tests to aid the military in both screening out candidates unable to perform in a military setting, and once they are in the military, assigning them to jobs in which they may perform at their best. This chapter reviews how psychologists developed some of the first aptitude tests, used to select and assign personnel during World War I, to emerging developments in the twenty-first century that focus on noncognitive skills, including grit, hardiness, character, and a host of other attributes.
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Goswami, Rupashree, R. K. Jena i B. B. Mahapatro. "Psycho-Social Impact of Shift Work". W Business, Technology, and Knowledge Management in Asia, 166–74. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-2652-2.ch013.
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The aim of this study was to explore the effect of work related problem on shift workers’ attitude, aptitude and job satisfaction. A total of 240 shift workers in five Ferro-alloy industries of Orissa working in rotating three shift systems were participated in this study. The findings indicated that shift work has major adverse impact on psychological, social, family and conjugal life of shift worker. It has also seen that the shift work schedule curtails leisure activities, affects sleep and causes various health problems.
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Watkin, Sara, i Andrew Vincent. "Psychometric Testing in Interviews". W The Consultant Interview. Oxford University Press, 2011. http://dx.doi.org/10.1093/oso/9780199594801.003.0016.
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Psychometric testing is widely used outside medicine as part of an employee selection process, although its use has attracted a great deal of criticism too. In the NHS, psychometric tests are often used for selection of mangers and a growing number of Trusts are now using psychometric testing as part of the consultant interview process. This chapter looks at the implications of this and at some of the more commonly known tools. Psychometric tests include personality tests, e.g. Myers—Briggs and Insights, as well as aptitude tests designed to assess an individual’s general logical ability, and verbal, numerical and technical reasoning. Aptitude tests are thought to be more accurate in predicting job performance than personality tests but have not been widely used in medicine. The tools used within medicine tend to look at a person’s personality, how they behave within teams and how they respond to conflict. Some of the more commonly used tools are: • Myers—Briggs Type Indicator® (MBTI®) • 16 Personality Factor (16PF®) • Insights Discovery® Personality Profile (Insights) • Fundamental Interpersonal Relations Orientation (FIRO-B®) • Thomas—Kilmann Conflict Mode Instrument (TKI) • Strength Deployment Inventory® (SDI®) Two of these tools, MBTI and SDI, explicitly state that they should not be used as part of a selection process. However, they are increasingly being used, driven by the advice of unqualified or unscrupulous behavioural consultants! . . . What should I do if asked to sit a test? . . . You are who you are. Do not panic and do not try to work out what the panel want when answering questions about your personality. In general you will only get it wrong! The outcome of your assessment will not be you and the person you appear to be may be less suited for the job than the real you. Equally, this is not something you can practise—you can’t really ‘get good’ at something that is designed to simply show the real you! It’s also worth remembering that if the panel members are determined to employ someone you are not, ask yourself whether you would be happy in the role.
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Killedar, Manoj Shantikumar, i Chetana Hemant Kamlaskar. "Emerging Trends in Skill-Based Education With MLearning and ERP". W Optimizing Open and Distance Learning in Higher Education Institutions, 313–35. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-2624-7.ch015.
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Today there is a gap between marketable skills of the majority of workforce and the expectations of their roles. Many undergraduates have difficulties when moving from education to employment as there is no convergence between acquired education and required skill sets. Indian Government has recently introduced one of the national policies such as NSQF for developing link between education, skills and aptitude. YCMOU intends to impart skill education using the ‘Learn and Earn' approach. This chapter present all implementation details of technologically driven changes to impart ‘Industrial and Business skills' effectively. A diploma programme offers flexible teaching-learning environments aiming to offer adequate online and offline tools for delivery of information, interaction and collaboration. It also offers ‘On-Job Training (OJT)' to provide an opportunity for the learners to work in real environment. A mandatory OJT is aiming for grooming of appropriate skills. A novel feature of this diploma programme is the use of self and peer assessment processes which encourages learning.
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Chhabra, Anu, i Vandana Ahuja. "Recruitment Trends in the Contemporary Era". W Multidisciplinary Perspectives on Human Capital and Information Technology Professionals, 24–37. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-5297-0.ch002.
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Recruitment is the process of identifying and hiring the right talent for a job in an organization, within a timeframe and by incurring the least expenses. The life cycle of the recruitment process starts from identification of an open position which needs to be filled to the candidate joining the organisation formally. On hearing the word recruitment, what flashes in an individual's mind is the process the HR group would follow to choose a candidate, get him interviewed, cross levels, offer, joining formalities completion, and to integrate the new joinee with the organization's philosophy. But, over a period, this process has evolved and it has transformed its existence from a simple process to a much more organized and digitally equipped one. The importance of a recruitment service though has remained the same, that is, the candidate should have the right skills, right knowledge, aptitude, and most importantly, attitude. But what has been the focus of improvement of the Human resources is the time duration and the cost effectiveness.
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Metcalfe, David, i Harveer Dev. "Does itt Work?" W Oxford Assess and Progress: Situational Judgement Test. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198805809.003.0014.
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Improving Selection to the Foundation Programme (ISFP) undertook a wide- ranging review of options for allocating new doctors to FY1 posts. It selected the SJT. Whether the SJT works or not depends on whether it can accurately predict ‘good’ doctors. There is no real consensus about how to measure the effectiveness of foundation doctors, and so the SJT question is unlikely to ever be resolved to everyone’s satisfaction. However, variations on the SJT have been used in selection to some specialties (e.g. general practice (GP) and public health training). They are also used by many firms in the commercial sector. The SJT pilots suggested a high degree of internal reliability (α = 0.79– 0.85). It was also shown that SJT performance is positively correlated with extraversion, openness, and achievement. A subsequent study (MacKenzie et al. 2017) has shown that SJT score was predicted by emotional non- defensiveness, aloofness, and empathy, as suggested by the non- cognitive component of the UK Clinical Aptitude Test (UKCAT). The SJT score is also correlated with UKFPO performance (MacKenzie et al. 2016). Interestingly, SJT score is not correlated with performance at medical school as measured by the EPM (Simon et al. 2015). Advantages of the SJT over the previously used ‘white space’ questions include the following: ● invigilated conditions so that no one can seek external help with answers ● less reliance on creative writing skills ● questions directly address prioritization, teamworking, and professionalism— all of which are important qualities for new doctors ● evidence from other sectors suggests that situational judgement questions can effectively predict job performance. Although students are unlikely to relish sitting another high- stakes examination in their final year, earlier selection methods were perceived as both burdensome and unfair. A number of studies have suggested that the SJT is unpopular amongst both medical students and faculty members (Sharma, 2015; Sharma et al. 2016). It is impossible to please everyone and you are most likely to approve of this method in retrospect if your score is high enough. Criticisms of the SJT include: ● As noted on, the SJT and EPM are not equally weighted.
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Joshi, Mahesh, Gaurav Rastogi i J. R. Klein. "Forced Into the Future". W Global Business in the Age of Destruction and Distraction, 3–9. Oxford University PressOxford, 2022. http://dx.doi.org/10.1093/oso/9780192847133.003.0001.
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Abstract When pandemics sweep through societies, they upend critical structures, such as health systems and medical treatments, economic life, socio-economic class structures and race relations, fundamental institutional arrangements, communities, and everyday family life. Experts foresee significant change that will worsen economic inequality, as those who are highly connected and the tech-savvy pull further ahead of those who have less access to digital tools and less training or aptitude for exploiting them and as technological change eliminates some jobs. It will also enhance the power of big technology firms as they exploit their market advantages and mechanisms such as artificial intelligence in ways that seem likely to further erode the privacy and autonomy of their users. Other experts express hope that changes spawned by the pandemic will make things better for significant portions of the population. The improvement is because of changes that inaugurate new reforms aimed at racial justice and social equity, as critiques of current economic arrangements and capitalism gain support and policymakers’ attention. Such changes will enhance the quality of life for many families and workers as more flexible workplace arrangements become permanent and communities adjust to them.
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Haroutounian, Joanne. "Talent as Musical Intelligence". W Kindling the Spark. Oxford University Press, 2002. http://dx.doi.org/10.1093/oso/9780195129489.003.0009.
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Jake was enjoying his first few months of piano lessons and eager to make musical connections with all he was learning. At his last lesson, he learned the pattern of whole steps and half steps of a major scale, discovering the joy of playing his first black key in the G major scale. The teacher was hesitant to venture farther than C major and G major during that first introduction to scale structure. Jake couldn’t wait to share the discovery he had made “all by himself” during his week of piano exploration. He began his journey from the bottom C of the keyboard. He played the scale he had learned last week, jumping up five keys to G and playing that scale. Then with a wry smile, he ventured five more keys up to D, A, E, B, and so on, playing each discovered scale with imaginative fingering but accurate notes! Jake had discovered the basic scale relationship of the “circle of fifths” on his own. Jake’s curiosity and ability to find and solve a musical problem exemplifies a student who demonstrates musical intelligence. This term describes the process of developmental learning through music, which distinguishes it from music aptitude, which is based primarily on natural musical capacities. The concept of musical intelligence most likely dates back to the early Chinese and Greek theories of music and most decidedly is included in the texts of Carl Seashore. The renaissance of the term can be credited to Howard Gardner, a leading cognitive psychologist at the Graduate School of Education of Harvard University, who included musical intelligence as one of seven multiple intelligences in Frames of Mind: The Theory of Multiple Intelligences (1983). The publication of Gardner’s theory broadened the concept of intelligence from a single factor of general intelligence, or “g,” to seven separate intelligences, each unique to a specific domain. Actually, the idea of multiple intelligences is not new or novel. J. P. Guilford’s Structure of Intellect (1959,1967) includes over 120 different ways of knowing. Tests and curricular models based on this theory are prevalent in the field of gifted education.
Streszczenia konferencji na temat "Job aptitude"
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Tan, Grace, i Anne Venables. "Survival Mode: The Stresses and Strains of Computing Curricula Review". W InSITE 2008: Informing Science + IT Education Conference. Informing Science Institute, 2008. http://dx.doi.org/10.28945/3195.
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In an ideal world, review and changes to computing curricula should be driven solely by academic concerns for the needs of students. The process should be informed by industry accreditation processes and international best practice (Hurst et al., 2001). However, Australian computing curricular review is often driven by the need for financial viability of programs with declining student numbers as much as concerns for academic merit. Worldwide there remains a strong job market and high demand for computing professionals (Liu, 2007; Melymuka, 2006), which predicates an impending IT workforce shortage. However, computing programs currently do not attract students due to perceived problems of the inadequacy of courses to prepare students sufficiently to cope with the practical challenges in current technologies adoption, to acquire strong communication skills and business aptitude (Taft, 2007), to foster problem solving skills, and to find the relevance of program contents to specific occupations. Therefore, computing curricula wishing to attract students need to have specialized studies that are of industrial strength that are updated regularly to reflect the progress in the discipline (Finkelstein & Hafner, 2002; Lui, 2007). Yet the challenge for universities is to weigh this need against preparing students to be universal and lifelong learners.