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4 Application Forms
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- 1Biodata - Application FormsUse of Application forms has become more frequent, with the WWW.
Used by 93% of organisations in the UK;
The most researched of them is "Biodata" = Biographical Data, though still not as heavily used as might be.
Approach to Biodata has been rather more from the empirical, than the theoretical standpoint. - 2Biodata - premiseEssential premise is that past behaviour predicts future behaviour, and hence performance.
Wide application, over many job-roles, indeed, tend to be more general rather than role-specific - 3Biodata - Development of the toolBiodata questionnaire requires 2 stages: generation of items, and their scoring.
Two approaches:"point-to-point correspondence" (empirical) - job analysis followed by analysis of current job incumbents - post-hoc analysis correlating aspects of their biographies with success - 4Biodata - Development - "Point-to-point Correspondence"Job analysis followed by analysis of current job incumbents, by undertaking a post-hoc analysis correlating aspects of their biographies with success; derive list of questions -"items" - , and test these for validity, either as individual, or groups of items.
- 5Biodata - Development - "Rational Approach"Job experts derive criteria that they believe of central importance to fulfilling the role, i.e. depending on theoretical judgements of the relationship between performance and previous history.
- 6Biodata - Item ScoringScoring uses a system known as "Item Responses Level Keying" (Karas & West, 1999); scoring developed from empirical data comparing the degree of variance on any individual item explained by the outcome criterion - the higher the variance, the higher the weighting given to that item. In the "rational" case, the weightings are devised by the job experts on the basis of a priori theoretical links.
- 7Biodata - VerifyingProduce a draft questionnaire for each of the proposed scales, then a large sample (>=450 per Robertson & Smith, 2001) against which tested and factor analysed.
Typical Biodata questionnaires have ~ 150 items. - 8Biodata - Use ofQuestions can be in different styles: free-format or "tick box", multiple choice.
Broader content than e.g. personality tools - seeking specific and unique data; can be re-scored according to the different roles to be tested for; can be completed by applicant, or by "mentor" (though care re faking, here). - 9Biodata - Types of data collected; types of response"Hard" items - those easily verifiable.
"Soft" items - more abstract.
Types of data collected include:
Background (social class, education);
Achievements (work, education or social);
"Commitment" (hobbies, interests, leisure pursuits)
(Drakeley,1989) - 10Biodata - StrengthsInvisibility;
Verifiable Data;
Management & data processing ease;
Fairness, ease monitoring equal opps;
High Validity - 11Biodata - WeaknessesAtheoretical;
Diversity reduction (in organisation);
Fakeability;
Legislation;
Limited Application & temporal issues;
Development & re-validation costs;
Cross-cultural application (faking).
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- Descripción
- D842 Fichas sobre 4 Application Forms, creado por mifrrole el 14/04/2013.
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- mifrrole
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