Nontechnical skills, such as Communication Interpersonal Reasoning ability Ability to handle stress Assertiveness Work habits Conscientiousness Motivation Organizational citizenship Initiative Self-discipline Absence of dysfunctional behavior, such as Substance abuse Theft Violent tendencies Job-person fit; the applicant is motivated by the organization's reward system fits the organization's culture regarding such things as risk-taking and innovation would enjoy performing the job has ambitions that are congruent with the promotional opportunities available at the firm In addition to providing reliable assessments, the firm's assessments should accurately measure the required worker attributes. Many selection techniques are available for assessing candidates. How does a company decide which ones to use? A particularly effective approach to follow when making this decision is known as the behavior consistency model. This model specifies that the best predictor of future job behavior is past behavior performed under similar circumstances. The model implies that the most effective selection procedures are those that focus on the candidates' past or present behaviors in situations that closely match those they will encounter on the job. The closer the selection procedure simulates actual work behaviors, the greater its validity. To implement the behavioral consistency model, employers should follow this process: Thoroughly assess each applicant's previous work experience to determine if the candidate has exhibited relevant behaviors in the past. If such behaviors are found, evaluate the applicant's past success on each behavior based on carefully developed rating scales. If the applicant has not had an opportunity to exhibit such behaviors, estimate the future likelihood of these behaviors by administering various types of assessments. The more closely an assessment simulates actual job behaviors, the better the prediction.
Nontechnical skills, such as Communication Interpersonal Reasoning ability Ability to handle stress Assertiveness Work habits Conscientiousness Motivation Organizational citizenship Initiative Self-discipline Absence of dysfunctional behavior, such as Substance abuse Theft Violent tendencies Job-person fit; the applicant is motivated by the organization's reward system fits the organization's culture regarding such things as risk-taking and innovation would enjoy performing the job has ambitions that are congruent with the promotional opportunities available at the firm In addition to providing reliable assessments, the firm's assessments should accurately measure the required worker attributes. Many selection techniques are available for assessing candidates. How does a company decide which ones to use? A particularly effective approach to follow when making this decision is known as the behavior consistency model. This model specifies that the best predictor of future job behavior is past behavior performed under similar circumstances. The model implies that the most effective selection procedures are those that focus on the candidates' past or present behaviors in situations that closely match those they will encounter on the job. The closer the selection procedure simulates actual work behaviors, the greater its validity. To implement the behavioral consistency model, employers should follow this process: Thoroughly assess each applicant's previous work experience to determine if the candidate has exhibited relevant behaviors in the past. If such behaviors are found, evaluate the applicant's past success on each behavior based on carefully developed rating scales. If the applicant has not had an opportunity to exhibit such behaviors, estimate the future likelihood of these behaviors by administering various types of assessments. The more closely an assessment simulates actual job behaviors, the better the prediction.
STRATEGIC-HUMAN-RESOURCE-MANAGEMENT.docx