Ένας εξαιρετικός οδηγός «on ethical writing». A must-read για όσους εμπλέκονται στην έρευνα και στη συγγραφή επιστημονικών άρθρων.
Συντάκτης: Ioannis Nikolaou
There Is No ‘Normal’ Distribution In Human Performance
See on Scoop.it – personnel psychology
Research published by O’Boyle Jr and Aguinis (2012) challenges an alleged assumption made by professionals in the human resource management, organizational behaviour and I/O psychology fields that …
See on occpsyched.com
HR PROFESSIONAL – Assessment Centers: Άνθρωποι και πράξεις
See on Scoop.it – personnel psychology
Ο οργανισμός είναι οι άνθρωποί του. Πόσο καλά όμως γνωρίζουν οι εταιρείες αυτό το πολύτιμο asset; Η γνωριμία μπορεί να ξεκινήσει από τα πρώτα κιόλας στάδια της επαφής, από τη διαδικασία του recruitment και να συνεχιστεί κατά τη διάρκεια της παραμονής του ανθρώπινου δυναμικού στους κόλπους του οργανισμού. Τα Assessment Centers είναι ίσως ένας από τους καταλληλότερους τρόπους να «χτιστεί» αυτή η σχέση.
See on www.hrpro.gr
Challenges Facing HR Over the Next 10 Years
See on Scoop.it – personnel psychology
Ioannis Nikolaou‘s insight:
HR professionals say that the three biggest challenges facing HR executives over the next 10 years are retaining and rewarding the best employees (59%), developing the next generation of corporate leaders (52%), and creating a corporate culture that attracts the best employees to organizations (36%). This research also explores investment challenges, talent management tactics, evolvement of the workforce, and critical HR competencies and knowledge.
See on www.shrm.org
Applicants’ voluntary experience is valued by recruiters
See on Scoop.it – personnel psychology
Job applicants with experience in voluntary roles may be tempted to report this to their prospective employers. But how favourably do recruiters regard these sorts of experience? Christa Wilkin and Catherine Connelly investigated this in a group of professional recruiters, providing them with CVs (resumes) constructed to differ systematically in the types of experience reported. They suspected that other things being equal, work experience may be favoured more when it comes with a wage, as duration in a paid role implies you have met performance and behavioural standards, whereas voluntary positions tend to lack appraisals and focus more on participation (hours of involvement) than evaluating outcomes. Wilkin and Connelly also predicted that voluntary work would be subject to the same ‘relevance’ criteria as paid: if it didn’t obviously supply skills, knowledge and experience that were pertinent to the targeted job, it wouldn’t make them more attractive to the recruiter.
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