Download Individual Psychological Assessment: Predicting Behavior in by Richard Jeanneret, Rob Silzer PDF

By Richard Jeanneret, Rob Silzer

A specified source for a state of the art Practice

offered through the Society for business and Organizational Psychology, this is often the 1st and basically paintings to provide readers a complete examine person mental evaluation as at present practiced in enterprise environments. right here, you'll research the easiest tools and methods now in use. you will find how evaluate is getting used to change organizational cultures and accomplish particular enterprise pursuits. you will find a framework you should use to make your individual perform state of the art. and you may make the most of thought-provoking discussions on matters important to the field's persisted luck in addition to proficient predictions for its destiny. All of which makes this a necessary source anybody eager about person mental overview should still possess.

Show description

Read Online or Download Individual Psychological Assessment: Predicting Behavior in Organizational Settings PDF

Similar occupational & organizational books

The Hidden Intelligence: Innovation Through Intuition

The Hidden Intelligence explores what instinct is and isn't, and why it's always hidden. in line with interviews with executives from Fortune 500 businesses to entrepreneurial startups, the booklet is filled with insights the writer has collected through the years operating with artistic challenge fixing and ideation ideas.

Die Moral der Organisation: Beobachtungen in der Entscheidungsgesellschaft und Anschlussüberlegungen zu einer Theorie der Interaktionssysteme

Die Sinnsuche in Organisationen mündet in Forderungen nach einer neuen ethical; das administration der Moralisierung heißt "Corporate Social accountability" Aber es gibt keine ethical der service provider, nur eine ethical der Gesellschaft. Sie ist es, der guy in der agency begegnen kann. Wer additionally die ethical der business enterprise sucht, stößt zwangsläufig auf Interaktion und Konflikt.

The Hidden Rules of Successful Negotiation and Communication: Getting to Yes!

Negotiations in expert or deepest lifestyles frequently take an unsatisfactory path as a result of pressure, war of words with competitive or unfair habit, or as a result of overwhelming occasions. Negotiations often require an intensive training, process and a worldly tactic to make us think secure within the presentation of our ambitions and arrive at a at the same time passable end result.

Using Feedback in Organizational Consulting (Fundamentals of Consulting Psychology)

Suggestions is an important a part of communique, training, administration, and human source practices. but the fundamental components that make suggestions more advantageous usually fail to move past the pages of educational magazine articles and into the place of work the place they can vastly increase conversation and function.

Extra resources for Individual Psychological Assessment: Predicting Behavior in Organizational Settings

Sample text

The 5VM provides sailors with opportunities to fulfill goals in both their professional and personal lives. At the heart of this initiative are five distinct areas of development, labeled “vectors” by the Navy. These vectors include: professional development, personal development, leadership, certifications and qualifications, and job performance. The 5VM is tied to a number of training, development, and career guidance systems and interventions that assist sailors in achieving in each of the five vectors.

Are non-traditional talent pools identified and pursued? Are career path alternatives developed that would be appealing to such groups? • Are new hires provided with career counseling, mentoring, and career path guidance? • Does the organization have a clear and strategic policy regarding internal versus external sourcing? • Is career mobility assessed as a factor in evaluating a person’s fit to the organization? DEVELOPMENT Effectively training and developing individuals, optimizing fit between employee capabilities and needs and personal and professional goals Example programs: workforce planning, career planning and guidance, internal job markets, training and development, succession management, leader development, promotion/placement systems, performance management • Are training and development programs, resources, and budgets focused on career development versus immediate training issues?

Thus, future-focused career path interviews and focus groups should include those executives and managers. A Note about the Special Role of Interviews and Focus Groups As noted in this section, there are many methods available to you for gathering career path information. However, interviews and/or workshops are central information gathering methods in almost all career path projects. There is simply no better or more efficient way to gather information about some of the career path components, such as information about critical developmental experiences.

Download PDF sample

Rated 4.64 of 5 – based on 38 votes