Psychological Issues in Personnel Decisions

Psychological Issues in Personnel Decisions Previous chapters in the Annual Review o Psychology on this subject have been f titled "Personnel Selection," with occasional inclusion of the terms "Classifica­ tion and Placement . " We have adopted a new title for several reasons , mainly because the field encompasses more than selection, classification, and place­ ment . Personnel selection has evolved into a decision theoretic discipline focusing on assessment, evaluation, judgment, prediction, forecasting, utility, and practicality. Within this framework, and during the 1 98 1-82 years covered by this review, the field has been driven by statistical and methodological approaches such as meta analyses; statistical techniques for clustering and PERSONNEL DECISIONS distinguishing jobs; policy capturing of decisions and assessments; applications of item response theory for test development and job evaluation; and estima­ tions of utility of selection systems and performance. The title change also was dictated by the literature . While previous reviewers in this series (e. g . Owens & Jewell 1969 , Bray & Moses 1 972) have recognized the potential value of an integrative classification/placement system , there is very little research in this area within an employment setting. Personnel/human resource issues are parts of an open system. Of necessity http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Annual Review of Psychology Annual Reviews

Psychological Issues in Personnel Decisions

Annual Review of Psychology, Volume 35 (1) – Feb 1, 1984

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Publisher
Annual Reviews
Copyright
Copyright 1984 Annual Reviews. All rights reserved
Subject
Review Articles
ISSN
0066-4308
eISSN
1545-2085
DOI
10.1146/annurev.ps.35.020184.002333
Publisher site
See Article on Publisher Site

Abstract

Previous chapters in the Annual Review o Psychology on this subject have been f titled "Personnel Selection," with occasional inclusion of the terms "Classifica­ tion and Placement . " We have adopted a new title for several reasons , mainly because the field encompasses more than selection, classification, and place­ ment . Personnel selection has evolved into a decision theoretic discipline focusing on assessment, evaluation, judgment, prediction, forecasting, utility, and practicality. Within this framework, and during the 1 98 1-82 years covered by this review, the field has been driven by statistical and methodological approaches such as meta analyses; statistical techniques for clustering and PERSONNEL DECISIONS distinguishing jobs; policy capturing of decisions and assessments; applications of item response theory for test development and job evaluation; and estima­ tions of utility of selection systems and performance. The title change also was dictated by the literature . While previous reviewers in this series (e. g . Owens & Jewell 1969 , Bray & Moses 1 972) have recognized the potential value of an integrative classification/placement system , there is very little research in this area within an employment setting. Personnel/human resource issues are parts of an open system. Of necessity

Journal

Annual Review of PsychologyAnnual Reviews

Published: Feb 1, 1984

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