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Semelhante a Mol, S.T. (2013, October). Job Knowledge Based Personnel Selection & The Center of Job knowledge Research. Presented at the 8th Dutch-Flemish Research Meeting on Personnel Recruitment and Selection, Groningen, The Netherlands.
Semelhante a Mol, S.T. (2013, October). Job Knowledge Based Personnel Selection & The Center of Job knowledge Research. Presented at the 8th Dutch-Flemish Research Meeting on Personnel Recruitment and Selection, Groningen, The Netherlands. (20)
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Mol, S.T. (2013, October). Job Knowledge Based Personnel Selection & The Center of Job knowledge Research. Presented at the 8th Dutch-Flemish Research Meeting on Personnel Recruitment and Selection, Groningen, The Netherlands.
- 1. Job Knowledge Based Personnel Selection & The Center of Job knowledge Research Stefan Mol 8th Dutch-Flemish Research Meeting on Personnel Recruitment and Selection October 18,2013
- 4. Job Knowledge “…people who are more intelligent learn more job knowledge and learn it faster, Criterion Related the major determinantValidity performance of job is not GMA but job knowledge” (Schmidt and Hunter, 2001). GMA Job knowledge Job Performance
- 5. Job Knowledge Criterion Related Validity “Validity is nearly twice as high for job specific tests than for of the-shelf tests. In fact, the levels for locally developed tests appear to rival those of general ability tests” (Dye, Reck & McDaniel, 1993,p. 156). ρ=.62, k =59, N=3965 GMA Job knowledge Job Performance
- 6. Job Knowledge “Content-related evidence of validity has traditionally involved … rational examination of the manner in which the performance domain is sampled by the predictor” (Binning & Barrett, 1989, p. 482). Criterion Related Validity Content Related Validity
- 7. Job Knowledge Job knowledge: According to the APA publication manual which statistics do you need to report in a regression analysis table? GMA: How smart do you need to be to publish an article? Criterion Related Validity Content Related Validity
- 8. Job Knowledge “construct validation and theory development imply the same basic process….” “If it can be shown that a test measures a specific construct … that has been determined to be critical for job performance…, then inferences about job performance from test scores are by logical implication justified” (Binning and Barrett, 1989, p.487, p. 480 Criterion Related Validity Content Related Validity Construct Related Validity
- 9. Job Knowledge Content Related Validity Substantiation 1 2 3 4 5 6 7 8 9 Job Performance Specificity Criterion Related Validity 9 8 7 6 5 4 3 2 1 Job Knowledge Specificity Construct Related Validity
- 11. Undeniably Job General Unequivocally Job Specific (albeit more portable for more related occupations) Job Knowledge GMA Education Job Specific – Job General Job Performance
- 12. Center of Job Knowledge Research • Why CJKR? Because job knowledge… • Is among the most important yet least understood individual level drivers of the knowledge economy • Is imperative to successfully match people to jobs but largely neglected in personnel selection research • Is an ultimate outcome against which both education and training must be evaluated • Is a means to ensure public spending on education enhances graduates’ opportunities, fit, and accomplishment on the labor market www.jobknowledge.eu
- 13. A personnel selection and training platform that takes an individualized approach to the assessment and development of job knowledge of ICT Systems analysts www.ontohr.eu
- 14. Transfer of innovation: Development of job knowledge test and training platform for nurses www.med-assess.eu
- 15. OntoTech Extending portfolio of ICT Job Knowledge Tests for purposes of curriculum diagnostics and development
- 16. UvAInform Learning analytics is “the measurement, collection, analysis, and reporting of data about learners and their contexts, for purposes of understanding and optimizing learning and the environments in which it occurs” (SOLAR 2012). Internal UvA project aimed at the pan-university development of an educational data informed goal setting interface.
- 19. • • • • • • • • • • • • • GITP Randstad Holding ECORYS Aristotle University of Thessaloniki (AUT) Central European Labour Studies Institute (CELSI) Corvinus University of Budapest (CUB) Ericsson European Distance and E-Learning Network (EDEN) European Foundation for the Improvement of Living and Working Conditions (EUROFOUND) Labour Asociados Netpositive University of Alicante (UAL) Wageindicator
- 20. Development of Job Knowledge Tests: Implications • Focus on idiosyncratic job knowledge requirements – Requires use of inductive, interpretive research methods or BIG data • Implications for status and acceptance of such research within the personnel psychology community
- 21. Job Knowledge as Matchmaker • Connecting: – HRM, eLearning, Knowledge Management, Labour Economics (foster collaboration) – Academia and industry (Science and practice) – Employees and workplaces (Enhanced Matching) – Policy and Education (Training) – Government and Labor Market (Needs analysis)
- 22. Stakeholders • • • • • • • • • Policy makers Educators Selection experts Job Applicants Job incumbents Jobless Immigrants Older workers Selection Theorists