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Measuring Human Capabilities
Every year, the U.S. Army must select from an applicant pool in the hundreds of thousands to meet annual enlistment targets, currently numbering in the tens of thousands of new soldiers. A critical component of the selection process for enlisted service members is the formal assessments administered to applicants to determine their performance potential. Attrition for the U.S. military is hugely expensive. Every recruit that does not make it through basic training or beyond a first enlistment costs hundreds of thousands of dollars. Academic and other professional settings suffer similar losses when the wrong individuals are accepted into the wrong schools and programs or jobs and companies. ...
New Directions in Assessing Performance Potential of Individuals and Groups
As an all-volunteer service accepting applications from nearly 400,000 potential recruits annually from across the U.S. population, the U.S. military must accurately and efficiently assess the individual capability of each recruit for the purposes of selection, job classification, and unit assignment. New Directions for Assessing Performance Potential of Individuals and Groups is the summary of a workshop held April 3-4, 2013 to examine the future of military entrance assessments. This workshop was a part of the first phase of a larger study that will investigate cutting-edge research into the measurement of both individual capabilities and group composition in order to identify future research directions that may lead to improved assessment and selection of enlisted personnel for the U.S. Army. The workshop brought together scientists from a variety of relevant areas to focus on cognitive and noncognitive attributes that can be used in the initial testing and assignment of enlisted personnel. This report discusses the evolving goals of candidate testing, emerging constructs and theory, and ethical implications of testing methods.
New Directions in Assessing Performance Potential of Individuals and Groups
As an all-volunteer service accepting applications from nearly 400,000 potential recruits annually from across the U.S. population, the U.S. military must accurately and efficiently assess the individual capability of each recruit for the purposes of selection, job classification, and unit assignment. New Directions for Assessing Performance Potential of Individuals and Groups is the summary of a workshop held April 3-4, 2013 to examine the future of military entrance assessments. This workshop was a part of the first phase of a larger study that will investigate cutting-edge research into the measurement of both individual capabilities and group composition in order to identify future research directions that may lead to improved assessment and selection of enlisted personnel for the U.S. Army. The workshop brought together scientists from a variety of relevant areas to focus on cognitive and noncognitive attributes that can be used in the initial testing and assignment of enlisted personnel. This report discusses the evolving goals of candidate testing, emerging constructs and theory, and ethical implications of testing methods.
Handbook of Employee Selection
This second edition of the Handbook of Employee Selection has been revised and updated throughout to reflect current thinking on the state of science and practice in employee selection. In this volume, a diverse group of recognized scholars inside and outside the United States balance theory, research, and practice, often taking a global perspective. Divided into eight parts, chapters cover issues associated with measurement, such as validity and reliability, as well as practical concerns around the development of appropriate selection procedures and implementation of selection programs. Several chapters discuss the measurement of various constructs commonly used as predictors, and other cha...
Creativity, Design Thinking and Interdisciplinarity
This book, at the crossroads of creativity, design and interdisciplinary studies, offers an overview of these major trends in scientific research, society, culture and economics. It brings together different approaches and communities around a common reflection on interdisciplinary creative design thinking. This collective effort provides a unique dialogical and convergent space that deals with the challenges and opportunities met by researchers and practitioners working on design thinking, creativity and inter- and transdisciplinarity, or at the interface between these areas.
The SAGE Handbook of Industrial, Work & Organizational Psychology, 3v
The second edition of this best-selling Handbook presents a fully updated and expanded overview of research, providing the latest perspectives on the analysis of theories, techniques, and methods used by industrial, work, and organizational psychologists. Building on the strengths of the first edition, key additions to this edition include in-depth historical chapter overviews of professional contexts across the globe, along with new chapters on strategic human resource management; corporate social responsibility; diversity, stress, emotions and mindfulness in the workplace; environmental sustainability at work; aging workforces, among many others. Providing a truly global approach and authoritative overview, this three-volume Handbook is an indispensable resource and essential reading for professionals, researchers and students in the field. Volume One: Personnel Psychology and Employee Performance Volume Two: Organizational Psychology Volume Three: Managerial Psychology and Organizational Approaches
Ultimate Performance
Meeting the challenges of high-performance HR Until 1760 ships routinely disappeared, ran aground, or sank because seafarers could not measure longitude. The cost in life and property was immense. Today, business faces a similar challenge, as the failure to measure human resources performance is just as costly and deadly to modern organizations. Senior executives once considered HR a "soft," unavoidable cost of doing business, responsible for compensation, employee transactions, company functions, workforce problems, and legal issues. Three factors changed this perception: the significant impact of high-performance HR, the implications of poorly performing HR, and soaring HR operating expenses. These factors have led to an increased demand and focus on HR metrics. Ultimate Performance approaches this challenge by providing clear, proven measurement solutions that will optimize the performance of people and businesses.
Guide on Measuring Human Capital
The idea of viewing individuals’ knowledge and abilities as an asset—as human capital—can be traced back to the work of Adam Smith in the 18th century. But human capital is intangible, and hence hard to define and measure. Increasingly, however, policymakers are calling for ways to understand and quantify human capital, in order to better understand what drives economic growth and the functioning of labour markets, to assess the long-term sustainability of a country’s development path, and to measure the output and productivity performance of the educational sector. Devising a robust methodology for the monetary valuation of the stock of human capital is especially important as studies suggest that human capital is by far the most important component of the total capital stock in most advanced economies. This Guide on Measuring Human Capital discusses conceptual, methodological and implementation issues and challenges. The recommendations are a first attempt to come up with a way to estimate and record the role of human capital in a way that is aligned with the principles of the national accounts and that is comparable across economies.
