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Introduce future and current practitioners to the technical challenges, most recent research and today's most popular selection tools with Gatewood/Feild/Barrick's complete HUMAN RESOURCE SELECTION, 7E. This book's engaging, focused presentation offers advanced coverage that details the development and implementation of effective selection programs within today's organizations. Students and those already working in selection gain insights from today's latest research and court findings. Memorable, current examples further demonstrate how key selection concepts within this edition translate into success in the actual business environment. This thorough text is streamlined in this edition to focus on today's most important legal, global and ethical concerns; psychometric measurement concepts; job analysis; predictors of job performance; and criteria measures. A new chapter on HR recruitment and new coverage of staffing versus selection, external versus internal job candidates, and self-presentation beyond the structured interview better prepare readers to successfully handle the challenges in HR selection today.
- NEW HR RECRUITMENT CHAPTER (CH.7) AND NEW CHAPTER ON APPLICATION FORMS (CH.9) STREAMLINE CONTENT TO FOCUS ON KEY CONCEPTS: This edition's new Chapter 7 focuses on HR recruitment and combines previous Chs. 7 and 8, as well as Appendix 7a, to highlight the special qualifications and personal attributes candidates need for a job. A new Chapter 9 covering Application Forms combines key concepts found in two chapters (Chs. 9 and 10) from the previous edition.
- NEW COVERAGE COMPARES THE SELECTION OF EXTERNAL VERSUS INTERNAL JOB CANDIDATES FOR POSITIONS: Based on feedback from instructors like you, new coverage in Chapter 1 contrasts the advantages, disadvantages, challenges and risks involved in selecting a job candidate from outside of the organization compared to promoting an existing employee from within the organization
- THE LATEST RESEARCH AND UPDATES DEMONSTRATE HOW TO MOST EFFECTIVELY USE THE MOST POPULAR SELECTION INSTRUMENTS: Coverage throughout this edition's Part 5 (Chs. 9-14) summarizes today's most recent research and updates the book's explanations of how to most effectively use selection instruments, including application forms, ability and personality testing, interviews, drug testing and more.
- READERS LEARN TO DISTINGUISH BETWEEN SELECTION AND STAFFING AND THE IMPORTANCE OF BOTH IN EQUIPPING AN ORGANIZATION FOR SUCCESS: Chapter 1 highlights the differences between selection and staffing and focuses on the knowledge future managers need to effectively staff an organization. Readers learn the importance of selection in staffing. Students see how both selection and staffing require an understanding of specific job tasks; identifying worker knowledge, abilities, and skills (KSAs); and choosing appropriate selection instruments.
- NEW COMPARISON OF RESEARCH FINDINGS HIGHLIGHTS SELECTION AND EXAMINES THE IMPLICATIONS OF RECENT SUPREME COURT DECISIONS: Chapter 1 now describes the comparison of research findings in selection and the practice of selection. In Chapter 2, students have new opportunities to discuss and examine some of today's most recent Supreme Court decisions and their implications on practices, such as Frank Ricci, et al. vs. John Destefano, et al. and Jack Gross vs. FBL Financial Services.
- NEW MATERIAL THOROUGHLY EXPLORES INTERNET TESTING AND PROCTORED AS WELL AS UNPROCTORED TESTING: New material within Ch. 11 discusses the Internet testing of mental ability as well as proctored versus unproctored testing. In addition, new discussion in Ch. 13 examines recent findings about Situational Judgment Tests.
- NEW DISCUSSIONS EXAMINE SELF-PRESENTATION AND SOCIAL DYNAMICS BEYOND THE STRUCTURED INTERVIEW: New coverage in Ch. 10 helps students look beyond the structured interview to the importance of self-presentation, such as impression management, initial impressions, verbal and nonverbal behavior, and professional demeanor. Readers examine how job candidates use these factors effectively to influence interview outcomes. The chapter also highlights the impact of social dynamics within the interview.
- ENHANCED COVERAGE OF PERSONALITY AND PREDICTIVE VALIDITY BETTER PREPARES FUTURE AND CURRENT PRACTITIONERS: New coverage in Ch. 12 helps your students gain a better understanding of personality and predictive validity as well as the role of observer ratings, recommendations, and criteria for use across jobs.
- ADDITIONAL EMPHASIS ON CHALLENGES OF SELECTION IN SMALLER ORGANIZATIONS PREPARES READERS FOR BUSINESS TODAY: Today's trends show large organizations are reducing their number of employees, while smaller organizations are increasing in size. To meet the unique needs of these organizations, this edition offers increased coverage of topics specifically applicable to the challenges of selection in smaller organizations.
- OBJECTIVE REVIEWS AND RECENT RESEARCH HIGHLIGHT PREDICTORS IN SELECTION THAT ARE MOST EFFECTIVE: This edition reviews some of today's most recent research on predictors used in selection, including applications, tests, personality inventories and employment interviews. Candid discussions within the book help future practitioners sort through the plethora of selection data and methods available to determine what really works best.
- READER-FRIENDLY PRESENTATION MAKES ADVANCED TOPICS AND THE MOST RECENT RESEARCH DEVELOPMENTS UNDERSTANDABLE: This book's reader-friendly approach brings even the most advanced topics to an understandable level, while clear presentations of research findings walk readers through each step of HR selection.
- READERS CLEARLY UNDERSTAND HOW TO PUT THE LATEST RESEARCH INTO ACTION IN TODAY'S ORGANIZATION: The text's transition of research findings into organizational action clearly demonstrates how to apply chapter concepts to today's real business practice.
- BALANCED, COMPREHENSIVE APPROACH CLEARLY PRESENTS TOPICS OF SELECTION: Both students and today's practitioners find a thorough coverage of selection that prepares them for success with this edition's clear, complete presentation.
1. Introduction to Selection.
2. Legal Issues in Selection.
PART II: FOUNDATIONS OF MEASUREMENT FOR HUMAN RESOURCE SELECTION.
3. Human Resource Measurement in Selectoin.
4. Reliability of Selection Measures.
5. Validity of Selection Procedures.
6. Strategies for Selection Decision Making.
PART III: JOB ANALYSIS IN HUMAN RESOURCE SELECTION.
7. Job Analysis in HR Selection.
Part IV: Human Resource Recruitment.
8. Recruitment of Applicants.
PART V: PREDICTORS OF JOB PERFORMANCE.
9. Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks.
10. The Selection Interview.
11. Ability Testing for Selection.
12. Personality Assessment for Selection.
13. Performance Tests and Assessment Centers for Selection.
14. Integrity Testing, Drug Testing, and Graphology.
PART VI: CRITERIA MEASURES.
15. Measures of Job Performance.