4 Application Forms

Descrição

D842 FlashCards sobre 4 Application Forms, criado por mifrrole em 14-04-2013.
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FlashCards por mifrrole, atualizado more than 1 year ago
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Resumo de Recurso

Questão Responda
Biodata - Application Forms Use of Application forms has become more frequent, with the WWW. Used by 93% of organisations in the UK; The most researched of them is "Biodata" = Biographical Data, though still not as heavily used as might be. Approach to Biodata has been rather more from the empirical, than the theoretical standpoint.
Biodata - premise Essential premise is that past behaviour predicts future behaviour, and hence performance. Wide application, over many job-roles, indeed, tend to be more general rather than role-specific
Biodata - Development of the tool Biodata questionnaire requires 2 stages: generation of items, and their scoring. Two approaches:"point-to-point correspondence" (empirical) - job analysis followed by analysis of current job incumbents - post-hoc analysis correlating aspects of their biographies with success
Biodata - Development - "Point-to-point Correspondence" Job analysis followed by analysis of current job incumbents, by undertaking a post-hoc analysis correlating aspects of their biographies with success; derive list of questions -"items" - , and test these for validity, either as individual, or groups of items.
Biodata - Development - "Rational Approach" Job experts derive criteria that they believe of central importance to fulfilling the role, i.e. depending on theoretical judgements of the relationship between performance and previous history.
Biodata - Item Scoring Scoring uses a system known as "Item Responses Level Keying" (Karas & West, 1999); scoring developed from empirical data comparing the degree of variance on any individual item explained by the outcome criterion - the higher the variance, the higher the weighting given to that item. In the "rational" case, the weightings are devised by the job experts on the basis of a priori theoretical links.
Biodata - Verifying Produce a draft questionnaire for each of the proposed scales, then a large sample (>=450 per Robertson & Smith, 2001) against which tested and factor analysed. Typical Biodata questionnaires have ~ 150 items.
Biodata - Use of Questions can be in different styles: free-format or "tick box", multiple choice. Broader content than e.g. personality tools - seeking specific and unique data; can be re-scored according to the different roles to be tested for; can be completed by applicant, or by "mentor" (though care re faking, here).
Biodata - Types of data collected; types of response "Hard" items - those easily verifiable. "Soft" items - more abstract. Types of data collected include: Background (social class, education); Achievements (work, education or social); "Commitment" (hobbies, interests, leisure pursuits) (Drakeley,1989)
Biodata - Strengths Invisibility; Verifiable Data; Management & data processing ease; Fairness, ease monitoring equal opps; High Validity
Biodata - Weaknesses Atheoretical; Diversity reduction (in organisation); Fakeability; Legislation; Limited Application & temporal issues; Development & re-validation costs; Cross-cultural application (faking).

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