What types of psychometric assessments (e.g., personality inventories, cognitive assessments, and integrity tests) are best to identify applicants with the strongest job and organizational fit? Why? When should interviews be used in a multi-hurdle selection process? Are structured interviews best? Why or why not? Do multiple interviewers add validity to the hiring decision? Explain. Read: Gray, E., & Nathan, G. (2015, June 22). Do you understand why stars twinkle? Would you rather read than watch TV? Do you trust data more than your instincts? , (23), 40-46. Read: Hogan, R., Chamorro-Premuzic, T., & Kaiser, R. B. (2013). Employability and career success: Bridging the gap between theory and reality. (1), 3-16. doi: 10.1111/iops.12001. Read: Carless, S., & Waterworth, R. (2012). The importance of ability and effort in recruiters hirability decisions: An empirical examination of attribution theory. , , 232-237. Read: Levashina, J., Hartwell, C., Morgeson, F., & Campion, M. (2014). The structured employment interview: Narrative and quantitative review of the research literature. , 241-293. doi: 10.1111/peps.12052 Read: Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. , , 262274. What are the primary reasons to use job descriptions in the creation of performance appraisal processes and rating forms? Support your position What are the advantages of supervisor training for employee appraisals? Should employees self-rate prior to the feedback meeting? Why or why not? Read: Lee, C. (1985). Increasing performance appraisal effectiveness: Matching task types, appraisal process, and rater training. , 322-331. Read: Kaiser, R. B., & Kaplan, R. (2005). Overlooking overkill? Beyond the 1-to-5 rating scale. (3), 7-11. Read: Bowman, J. S. (1999). Performance appraisal: Verisimilitude trumps veracity. , 557-576. Read: Johnson, J. W. (2001).The relative importance of task and contextual performance dimensions to supervisor judgments of overall performance. , 984-996. What are two of the most important reasons for using theory-based information to develop employee training and development? What are two of the most relevant theories involved in this process? Explain. Why is transfer of training important? Explain. How is this transfer measured? Explain. Use the 10 Key Strategic Points template found under the Research/Dissertation tab. Read: Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances in leader and leadership development: A review of 25 years of research and theory. , 6382. Read: Kraiger, K., Ford, J. K., & Salas, E. (1993). Application of cognitive, skill-based, and affective theories of learning outcomes to new methods of training evaluation. (2), 311-328. Use to research potential resources to develop the theoretical foundations for your paper. Read: Solansky, S. T. (2010). The evaluation of two key leadership development program components: Leadership skills assessment and leadership mentoring. , (4), 675681. Read: Franke, F., & Felfe, J. (2012). Transfer of leadership skills: The influence of motivation to transfer and organizational support in managerial training. (4), 138147. Read: Blume, B. D., Ford, J. K., Baldwin, T. T., & Huang, J. L. (2010). Transfer of training: A meta-analytic review. , 10651105. What are the most important requisite skills required of organizational leaders? Why? How do effective and ineffective leadership behaviors affect employees both positively and negatively? Explain. Reflect on three of the articles you have chosen for the literature review assignment. How will these articles help you proceed from here? Read: Rubin, E. N. (2013). Assessing your leadership style to achieve organizational objectives. (6), 55-66. Read: Kaiser, R. B., & Hogan, J. (2011). Personality, leader behavior and overdoing it. , 219242. doi: 10.1037/a0026795 Read: Maylett, T. M., & Riboldi, J. (2007, September). Using 360° feedback to predict performance. (9), 48-52. Read: Hogan, R., & Kaiser, R. B. (2005). What we know about leadership. (2), 169-180.
