PSYC 178 Lecture Notes - Lecture 9: Assessment Centre, Sharing Economy, Job Performance
Document Summary
Staffing decisions associated with recruiting, selecting, promoting, and separating (firing) employees. Employees are young, they may not be concerned about it. Formal assessment (structured interview, assessment center, tests: 4. Prediction (initial assessment, pretest to predict performance in future: 5. Administrative procedures (background checks, physical examinations: should validate assessment methods and do a job/need analysis to identify desired traits. High performance work practices: include use of formal job analyses, selection from within for key positions, and use of formal assessment devices for selection. Staffing practices have positive associations with firm performance. Stakeholder goals in the staffing process: line manager- can give lots of insight into what makes a good employee, knows what happens daily, knows what position is needed, etc. Want accurate and informative indicators of applicant potential, quick and easy selection process, flexible and valid selection procedures: co-workers- consult with coworkers during selection process. Want accurate and informative indicators of applicant potential, input in selection process, and valid processes: applicants.
