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

See on Scoop.it – personnel psychology

See on www.shrm.org

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.

See on bps-occupational-digest.blogspot.gr

See on Scoop.it – personnel psychology

Being an effective manager requires that you behave authentically. «Why?» you might ask. «Maybe the ‘real me’ isn’t the most effective boss, but if I can just act the way an effective boss should act and get good results, what’s wrong with that?

See on blogs.hbr.org

The following presentation was delivered at Deree-American College of Greece (28/11/2012) as part of the International Honors Society Program.