Download - Dutch flemish 2013 presentation
8th Dutch-Flemish Research Meeting on Personnel Recruitment and SelectionOctober 18,2013
Job Knowledge Based Personnel Selection & The Center of Job knowledge Research
Stefan Mol
CriterionRelatedValidity
ContentRelatedValidity
ConstructRelatedValidity
ContentRelatedValidity
ConstructRelatedValidity
CriterionRelatedValidity
Job Knowledge
CriterionRelatedValidity
“…people who are more intelligent learn more job knowledge and learn it faster, the major determinant of job performance is not GMA but job knowledge” (Schmidt and Hunter, 2001).
GMA Job knowledge Job Performance
“Validity is nearly twice as high for job specific tests than for of the-shelf tests. In fact, the levels for locally developed tests appear to rival those of general ability tests” (Dye, Reck & McDaniel, 1993,p. 156).
ρ=.62, k =59, N=3965
Job Knowledge CriterionRelatedValidity
GMA Job knowledge Job Performance
“Content-related evidence of validity has traditionally involved … rational examination of the manner in which the performance domain is sampled by the predictor” (Binning & Barrett, 1989, p. 482).
Job Knowledge CriterionRelatedValidity
ContentRelatedValidity
Job knowledge: According to the APA publication manual which statistics do you need to report in a regression analysis table?
GMA: How smart do you need to be to publish an article?
Job Knowledge CriterionRelatedValidity
ContentRelatedValidity
Job Knowledge
“construct validation and theory development imply the same basic process….” “If it can be shown that a test measures a specific construct … that has been determined to be critical for job performance…, then inferences about job performance from test scores are by logical implication justified” (Binning and Barrett, 1989, p.487, p. 480
CriterionRelatedValidity
ContentRelatedValidity
ConstructRelatedValidity
Job Knowledge CriterionRelatedValidity
ContentRelatedValidity
ConstructRelatedValidity
Job Performance Specificity
1 2 43 65 87 9
Substantiation
Job Knowledge Specificity
124 36 58 79
Unequivocally Job Specific (albeit more portable for more related occupations)Undeniably Job General
Job Specific – Job General
Job Knowledge
Job Performanc
eGMA
Education
Center of Job Knowledge Research
• Why CJKR? Because job knowledge…• Is among the most important yet least understood individual
level drivers of the knowledge economy• Is imperative to successfully match people to jobs but largely
neglected in personnel selection research• Is an ultimate outcome against which both education and
training must be evaluated• Is a means to ensure public spending on education enhances
graduates’ opportunities, fit, and accomplishment on the labor market
www.jobknowledge.eu
A personnel selection and training platform that takes an individualized approach to the assessment and development of job knowledge of ICT Systems analystswww.ontohr.eu
Transfer of innovation: Development of job knowledge test and training platform for nurseswww.med-assess.eu
OntoTech
Extending portfolio of ICT Job Knowledge Tests for purposes of curriculum diagnostics and development
UvAInform
Learning analytics is “the measurement, collection, analysis, and reporting of data about learners and their contexts, for purposes of understanding and optimizing learning and the environments in which it occurs” (SOLAR 2012).
Internal UvA project aimed at the pan-university development of an educational data informed goal setting interface.
• GITP• Randstad Holding• ECORYS• Aristotle University of Thessaloniki (AUT)• Central European Labour Studies Institute (CELSI)• Corvinus University of Budapest (CUB)• Ericsson• European Distance and E-Learning Network (EDEN)• European Foundation for the Improvement of Living and Working Conditions
(EUROFOUND)• Labour Asociados• Netpositive• University of Alicante (UAL)• Wageindicator
Development of Job Knowledge Tests: Implications
• Focus on idiosyncratic job knowledge requirements– Requires use of inductive, interpretive research
methods or BIG data• Implications for status and acceptance of such
research within the personnel psychology community
Job Knowledge as Matchmaker
• Connecting:– HRM, eLearning, Knowledge Management, Labour
Economics (foster collaboration)– Academia and industry (Science and practice)– Employees and workplaces (Enhanced Matching)– Policy and Education (Training) – Government and Labor Market (Needs analysis)
Stakeholders
• Policy makers• Educators• Selection experts• Job Applicants• Job incumbents• Jobless• Immigrants• Older workers• Selection Theorists