BUS 481 Chapter Notes - Chapter 9: Personnel Selection, Job Performance, Genetic Testing

• School: Simon Fraser University
• Department: Business Administration
• Course: BUS 481
• Professor: Peter Charlton

Document Summary

Initial assessment methods used to reduce applicant pool of candidates. Substantive assessment methods used to reduce candidate pool to finalists. Discretionary assessment methods used sometimes to separate those who receive job offers from finalists. Previously, not viewed as valid selection method. Big fi(cid:448)e des(cid:272)(cid:396)i(cid:271)es (cid:271)eha(cid:448)iou(cid:396)al t(cid:396)aits that (cid:373)ay (cid:272)aptu(cid:396)e up to 75% of i(cid:374)di(cid:448)"s pe(cid:396)so(cid:374)ality. C conscientiousness (tendency to be purposeful, determined, dependable, attentive to detail) A agreeableness (tendency to be altruistic, trusting, sympathetic, cooperative) N neuroticism/emotional stability (disposition to be calm, optimistic, well adjusted) Predicts performance in most occupations (esp sales/management/teaching) Conscientiousness & emotional stability significant predictors of performance. When employees have autonomy, conscientious employees set higher work goals for selves & committed to achieving them. Conscientiousness also integral part of integrity: related to reduced levels of irresponsible job behaviours. Conscientious predicts work effort & assoc. w/ ambition. Conscientious indivs more technically proficient in jobs & more organized/thorough.