Assesment Centers In Human Resource Management

Contents : Assessment centers and human resources management decisions Casestudies of assessment centers in operation Basic requirements of an assessment center Dimensions to be assessed Situatinal exercises Observing and classifying behavior Group discussion of assessment information Providing feedback of assessment Evaluating the accuracy of assessment center result The future of assessment center

Behavioral Assessment of Expert Talent Competencies: Analysis, Decision Making, and Written and Verbal Communication Skills

Organizations face challenges of screening applicants for critical skills to serve in expert staff positions requiring interactions with line managers. Such positions require a special set of cognitive and interpersonal competencies. This study investigates the psychometric qualities of a new behavioral assessment method in use in an applied setting. Using data from a group of 219 finalists for positions in a large Iranian steel company, it examined the validity and fairness of the method in relation to other test and demographic information. Results showed evidence of convergent and discriminant validity and no discrimination against women or older candidates. The study contributes to a clearer understanding of expert competencies and a practical method for assessing and training such competencies. Next steps and future needs are identified

Antiinflammatory Therapy with Canakinumab for Atherosclerotic Disease

Background: Experimental and clinical data suggest that reducing inflammation without affecting lipid levels may reduce the risk of cardiovascular disease. Yet, the inflammatory hypothesis of atherothrombosis has remained unproved. Methods: We conducted a randomized, double-blind trial of canakinumab, a therapeutic monoclonal antibody targeting interleukin-1β, involving 10,061 patients with previous myocardial infarction and a high-sensitivity C-reactive protein level of 2 mg or more per liter. The trial compared three doses of canakinumab (50 mg, 150 mg, and 300 mg, administered subcutaneously every 3 months) with placebo. The primary efficacy end point was nonfatal myocardial infarction, nonfatal stroke, or cardiovascular death. RESULTS: At 48 months, the median reduction from baseline in the high-sensitivity C-reactive protein level was 26 percentage points greater in the group that received the 50-mg dose of canakinumab, 37 percentage points greater in the 150-mg group, and 41 percentage points greater in the 300-mg group than in the placebo group. Canakinumab did not reduce lipid levels from baseline. At a median follow-up of 3.7 years, the incidence rate for the primary end point was 4.50 events per 100 person-years in the placebo group, 4.11 events per 100 person-years in the 50-mg group, 3.86 events per 100 person-years in the 150-mg group, and 3.90 events per 100 person-years in the 300-mg group. The hazard ratios as compared with placebo were as follows: in the 50-mg group, 0.93 (95% confidence interval [CI], 0.80 to 1.07; P = 0.30); in the 150-mg group, 0.85 (95% CI, 0.74 to 0.98; P = 0.021); and in the 300-mg group, 0.86 (95% CI, 0.75 to 0.99; P = 0.031). The 150-mg dose, but not the other doses, met the prespecified multiplicity-adjusted threshold for statistical significance for the primary end point and the secondary end point that additionally included hospitalization for unstable angina that led to urgent revascularization (hazard ratio vs. placebo, 0.83; 95% CI, 0.73 to 0.95; P = 0.005). Canakinumab was associated with a higher incidence of fatal infection than was placebo. There was no significant difference in all-cause mortality (hazard ratio for all canakinumab doses vs. placebo, 0.94; 95% CI, 0.83 to 1.06; P = 0.31). Conclusions: Antiinflammatory therapy targeting the interleukin-1β innate immunity pathway with canakinumab at a dose of 150 mg every 3 months led to a significantly lower rate of recurrent cardiovascular events than placebo, independent of lipid-level lowering. (Funded by Novartis; CANTOS ClinicalTrials.gov number, NCT01327846.

Panduan Memahami Assessment Centers dalam Manajemen / George C. Thornton III

Buku ini berisi rangkuman penelitian, teori dan praktik dari metode assessment center metode yang akan membantu para manajer sumber daya manusia dan manajer operasi untuk menjawab berbagai persoalan dengan sukses dan tuntas

Construct Validity of Two Categories of Assessment Center Dimension Ratings

The construct validity of assessment center final dimension ratings was examined within a nomological network of cognitive and personality measures. Four hundred forty-one employees of a large mid-western petroleum company were assessed on 11 dimensions in two broad categories and completed four tests. Results showed that several cognitive ability measures related more strongly to performance-style dimension ratings than to interpersonal-style dimension ratings, providing evidence for convergent and discriminant validity. Correlation analysis and factor analysis support the two a priori interpersonal- and performance-style categories. The results suggest that final dimension ratings possess construct validity and that assessors can differentiate between two broad categories of assessment dimensions

Distinctiveness of Three Work Attitudes: Job Involvement, Organizational Commitment, and Career Salience

nvestigated relationships among job involvement, career salience, and organizational commitment by examining (1) the empirical relationships among these work attitudes (WAs) and (2) the patterns of correlations between each of the 3 WAs and a set of demographic and job characteristics variables within the same sample. Ss were 449 city employees who completed a survey containing measures of the 3 work commitment attitudes, work values, and several job and demographic characteristics. Correlational and cluster analyses showed that career salience and organizational commitment were the most distinct WAs, whereas career salience and job involvement were the least distinct attitudes. Furthermore, work values were a strong antecedent of all 3 WAs. Results suggest that work commitment is both a global and a multifaceted construct