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Psychological testing in personnel psychology: competency-based selection of hospitality leaders
Šafr, Martin ; Wagnerová, Irena (advisor) ; Štikar, Jiří (referee)
This thesis deals with one of the most debated topics of the Personnel Psychology - the personnel selection. The aim of the thesis is to provide an exhaustive overview of the designing process of the selection procedures with special attention being paid to the various methods of selecting employees. Attention was primarily paid to the effort that the knowledge of the otherwise common methods of selecting employees be put in the new framework and the latest ways of their application. Particular emphasis has been put upon the new approaches to the method of interview, cognitive abilities testing, detection of individual personality at work and new methods in designing assessment centers. An interesting chapter is the use of emotional factors as selection criteria and the application of the attachment theory to work. Considerable extent of the thesis is also devoted to the methods of job analysis and competency modeling, their comparison and applications. Based on the previous theoretical treatise the empirical part attempts at creating a competency model for senior executives in the hotel industry and proposes possible ways of its practical use.
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Assessment centers and their prediktive validity
Kulišová, Alice ; Kirovová, Iva (advisor) ; Uhlář, Pavel (referee)
This thesis is devoted to the method of assessment centres and their predictive validity. The theoretical part is focused on the history and development of assessment centres, their design, course, participants, description of the most commonly used techniques, possible uses, advantages and disadvantages of this method. A separate chapter deals with their validity and methods of measuring validity in assessment centres. In addition, this section analyses related topics - adaptation of employees and employee turnover. The empirical part focuses on describing and measuring the degree of predictive validity of an assessment centre, which have been used between years 2010 and 2012 by an unnamed insurance company for employee selection for a position Insurance Consultant. In this part of the thesis, the conducted research is characterized. The results showed that the predictive validity of assessment centres used in the organization was 0.20 - but this result was not found to be statistically significant. At the end there is the discussion about possible factors that might have influenced the research and consideration of the possibilities of increasing this assessment centre's validity.
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Psychological testing in personnel psychology: competency-based selection of hospitality leaders
Šafr, Martin ; Wagnerová, Irena (advisor) ; Štikar, Jiří (referee)
This thesis deals with one of the most debated topics of the Personnel Psychology - the personnel selection. The aim of the thesis is to provide an exhaustive overview of the designing process of the selection procedures with special attention being paid to the various methods of selecting employees. Attention was primarily paid to the effort that the knowledge of the otherwise common methods of selecting employees be put in the new framework and the latest ways of their application. Particular emphasis has been put upon the new approaches to the method of interview, cognitive abilities testing, detection of individual personality at work and new methods in designing assessment centers. An interesting chapter is the use of emotional factors as selection criteria and the application of the attachment theory to work. Considerable extent of the thesis is also devoted to the methods of job analysis and competency modeling, their comparison and applications. Based on the previous theoretical treatise the empirical part attempts at creating a competency model for senior executives in the hotel industry and proposes possible ways of its practical use.
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