人才管理和公平.pptVIP

Identifying Talent, Fairness and Bias Overview What are the two main approaches to talent management and how can work psychology integrate their concerns? How can work psychology help us to evaluate different methods of identifying employee talent? Why is accurate measurement of employee talent important and how can we ensure this is done well? How can psychology contribute to fairness in assessments? FINDING AND MEASURING TALENT hervine demt ying talent ure ta ent? The role of cum selenides Fang Measur ng ot tlet Faimess in assess ent ark san ples arse Impact A Note on Measurement Measuring psychological variables How can we judge the accuracy of a psychologica measurement? A reliable measure gives consistent results A valid measure actually measures what it claims to Need to have a clear understanding of what psychological measurements can and cant do if we are to use them appropriately Reliability Reliability of assessors Inter-rater reliability: how much agreement there is between raters scoring the same candidate Can be improved by using standardised forms and questions Reliability of the measure Test-retest reliability: measure gives consistent results if given to the same people on different occasions Internal consistency: different parts of the measure give the same result Parallel forms: if we have more than one version of a measure, a persons scores are similar on both Validity Face validity measure appears to assess what it claims te Content validity: based on solid research and up to date theon.o about what the concept includes, is representative of the who the ability or attribute that it claims to measure Construct validity: accurately measures the construct that it claims Difficult to establish as constructs we are trying to measure are often quite Criterion validity: how well a measure predicts something important in the real world of work The criterion is the outcome that we are trying to predict and can be established concurrently or predict