Im Buch
Ergebnisse 1-3 von 83
Seite 434
That is , all else being equal , it should be easier to attract applicants if one is willing to recruit less - qualified individuals or those considered somehow less desirable by other employers . Thurow ( 1975 ) has gone furthest ...
That is , all else being equal , it should be easier to attract applicants if one is willing to recruit less - qualified individuals or those considered somehow less desirable by other employers . Thurow ( 1975 ) has gone furthest ...
Seite 669
If the selection ratio is .70 , then the more expensive device offers a utility of $ 50,000 and the less expensive ... Thus , with no additional information the expected values are $ 140,000 and $ 220,000 for the more and less expensive ...
If the selection ratio is .70 , then the more expensive device offers a utility of $ 50,000 and the less expensive ... Thus , with no additional information the expected values are $ 140,000 and $ 220,000 for the more and less expensive ...
Seite 691
Improved selection may offer less incremental utility ( compared to random selection ) when recruitment practices produce a more qualified but less diverse applicant pool . However , an integrated recruitment - selection strategy ...
Improved selection may offer less incremental utility ( compared to random selection ) when recruitment practices produce a more qualified but less diverse applicant pool . However , an integrated recruitment - selection strategy ...
Was andere dazu sagen - Rezension schreiben
Es wurden keine Rezensionen gefunden.
Andere Ausgaben - Alle anzeigen
Häufige Begriffe und Wortgruppen
ability activities actual Applied Psychology approach assessment attributes behavior chapter characteristics cognitive concept concern considered constructs correlation costs criteria criterion decision defined described determine dimensions discussed effects empirical employees estimates evaluation examined example exist expected factors Figure force function human human factors identify important increase individual industrial influence involved issues job analysis Journal of Applied judgments knowledge learning less managers mean measures memory ment methods needs noted observed operations organization organizational outcomes percent performance person Personnel positive possible practice predict predictor presented problem procedures produce question ratings recruitment refers reflect reported represent responses role sample scale Schmidt scores selection similar situations skills social sources specific standard structure studies suggests task theory tion training program types utility validity variables