Recrutement Et S Lection Du Personnel

Parmi toutes les pratiques de gestion des ressources humaines (GRH), la dotation est l’une de celles où le savoir-faire et le savoir-être sont au moins aussi importants que les connaissances. Pour développer ces deux premiers aspects, rien ne vaut la mise en pratique des théories apprises afin de poser un regard critique sur celles-ci. Le recrutement, la sélection et l’accueil du personnel (2e édition) est l’un des seuls ouvrages francophones écrits dans le but d’offrir une collection d’outils conçus précisément pour l’apprentissage de la dotation. De la planification de la procédure d’embauche à l’accueil et à l’intégration des nouveaux employés, en passant par le recrutement et la sélection, chaque étape du processus de dotation est couverte par le biais de questions de révision, de mises en situation, d’exercices, d’exemples d’outils et de références bibliographiques. Cette deuxième édition, en plus de comporter une mise à jour d’une partie de ce matériel pédagogique, inclut une nouvelle section portant sur le processus de résolution des problèmes complexes « IcareRH ». Utile pour démêler un problème de ses causes et de ses conséquences, cette méthode permet également de présenter schématiquement l’ensemble des réflexions et des pistes d’action envisageables pour faire face à des défis complexes, comme ceux qui composent les mises en situation présentes dans ce manuel. L’enseignant pourra utiliser cette panoplie d’instruments pour dynamiser son enseignement en classe. Le professionnel en GRH trouvera quant à lui dans ce livre une source d’inspiration pour créer ses propres outils de recrutement, de sélection et d’accueil du personnel. Enfin, le gestionnaire d’une PME/PMI ne pouvant bénéficier de l’aide rapprochée d’un professionnel des RH s’en servira comme point de départ pour développer ses compétences en la matière.

The impetus for this volume came from the editors' belief that most current research and thinking about personnel selection and assessment in organizations considered only the perspective of the employer. The job applicant seeking to join the organization or the employee being considered for promotion or reassignment was typically given little attention from the designers of employment or assessment systems. They believed that this imbalance had several negative implications: 1. Organizational selection and assessment appeared to be the principal area within work and organizational psychology that had forgotten a basic tenet of the profession of psychology, namely, that the welfare of the individual is paramount. 2. A lack of concern for the individuals who were being assessed could result in additional criticisms of psychological assessment in employment settings. 3. The acceptability of selection and assessment devices and systems may impact in (largely) unknown ways on the decisions of individuals to apply for jobs or transfers, thus affecting the selection ratio and potential utility of such systems. 4. Individual reactions to the characteristics of assessment and selection devices could affect the accuracy of the information obtained about those individuals, adversely affecting the reliability and validity of resulting personnel decisions. Informally discussing these concerns with their professional colleagues, the editors found that others were similarly troubled. Their next response was to organize a three day conference bringing together a number of researchers in applied psychology to present papers and participate in discussions related to balancing individual and organizational needs in selection and assessment. Revisions of the papers presented at this conference form the core of this volume.

The Handbook of Employee Selection provides a comprehensive review of a) contemporary personnel selection instruments, including the technical methodology for their development and evaluation of their effectiveness, b) the organizational systems necessary for the effective and efficient use of personnel selection methods as part of organizations human resource management approach, and c) the societal and organizational factors that provide the context within which personnel selection is nested. The Handbook will include descriptions of specific examples of personnel selection procedures that have had major impact on the development of personnel selection function within organizations, as well as discussions of current and future trends in employee selection around the world.

The present volume offers a contemporary, multicultural approach to the controversial relationship between politics, media and society. The contributors here analyse such links from a variety of different perspectives, and represent perspectives from various countries across Europe, Asia, North America and South America. Despite their geographical diversity, they manage to reach a common language in their studies, offering a re-positioning of the study of media, society and politics. The new perspectives offered by this volume will be of interest to any media studies scholar, because they bring to light new ideas, new methodologies and results that could be further developed. It allows readers to explore these unique insights, and to easily digest the content and acknowledge the impact of media on society and politics.

Un guide pratique qui explique comment préparer une entrevue structurée, comment élaborer les meilleures questions qui soient, comment conduire l'entrevue et comment évaluer les candidats. Des réponses et des pistes de solution aux questions et aux problèmes les plus fréquents. Des outils concrets et des exercices pratiques à l'intention de tout professionnel en gestion des ressources humaines ou de toute personne qui désire perfectionner sa maîtrise de l'entrevue structurée, outil indispensable en sélection du personnel.

Employee selection has long stood at the practical forefront of industrial/organizational psychology. Today's social, business, and economic climates require ongoing adaptations by those who select organizations' personnel, and research on the topic helps gauge the impact of these adaptations and their implications for human performance and potential. The Oxford Handbook of Personnel Assessment and Selection codifies the wealth of new research surrounding employee selection (web-based assessments, social networking, globalization of organizations), situating them alongside more traditional practices to establish the best and most relevant research for both professionals and academics. Comprising chapters from authors in both the private sector and academia, this volume is organized into seven parts: (1) historical and social context of the field of assessment and selection; (2) research strategies; (3) individual difference constructs that underlie effective performance; (4) measures of predictor constructs; (5) employee performance and outcome assessment; (6) societal and organizational constraints on selection practice; and (7) implementation and sustainability of selection systems. While providing a comprehensive review of current research and practice, the purpose of this handbook is to provide an up-to-date profile of each of the areas addressed and highlight current questions that deserve additional attention from researchers and practitioners. This compendium is essential reading for industrial/organizational psychologists and human resource managers.