נקודות זכות באוניברסיטה העברית: 3

תואר: מוסמך

היחידה האקדמית שאחראית על הקורס: מנהל עסקים

סמסטר: סמסטר א'

שפת ההוראה: עברית

קמפוס: הר הצופים

מורה אחראי על הקורס (רכז): ד"ר יעל ברנדר-אילן

דוא"ל של המורה האחראי על הקורס: yael.b@mail.huji.ac.il

שעות קבלה של רכז הקורס: יום רביעי לפני השיעור

מורי הקורס:
ד"ר יעל ברנדר-אילן

תאור כללי של הקורס:
בקורס זה אעסוק בדרכי תיקוף מבחני מיון: הגדרה ומדידה של הקריטריון- הצלחה בעבודה, תוקף המנבא של ההצלחה, מהימנות המדידה, ניתוח תועלת (Utility Analysis).
אסקור מבחנים מסוגים שונים ע"פ עקרון ה –"מציאות מול תיאוריה". סוגי המבחנים שאסקור הם: אינטליגנציה, ביוגרפיה, אישיות, ראיונות אישיים, מרכזי-הערכה, יושר, גרפולוגיה.
העברת המידע והתכנים הללו הם המטלה העיקרית שלי. האחריות שלכם תהיה להצטרף, להשתתף, ולבצע את המטלות.
במידה והקורס יהיה מקוון, נשלב בין למידה א-סינכרונית ללמידה סנכרונית ובמשך הסמסטר תוכלו להשתתף בלמידה מעצבת בזמנים גמישים ולצבור נקודות לציון תוך כדי התנסות בחומר הנלמד, וכן בלמידה סנכרונית שבה נקיים דיונים בקבוצות.

מטרות הקורס:
להקנות לסטודנטים ידע על השימוש, התיקוף, האיכות והדרך לבחור בין מבחני מיון שונים לצרכים השונים של הארגון או לצרכים של ארגונים שונים.

תוצרי למידה :
בסיומו של קורס זה, סטודנטים יהיו מסוגלים:
•להעריך ולקבל החלטות במיון עובדים עבור תפקידים שונים ומצבים ארגוניים שונים
•להעמיק בנושא המהימנות והתוקף של שיטות המיון השונות
•לעצב ולבנות תרגילים איכותיים של מרכזי הערכה וכתיבת שאלות ראיון מובנות
•להבין את המהות של שיטות המיון השונות ואת ההבדלים ביניהן לצרכים השונים של הארגון
•להבדיל ולהשוות בין החוזקות והחולשות של שיטות המיון השונות ומחירן הארגוני והתפעולי

דרישות נוכחות (%):
80

שיטת ההוראה בקורס: הרצאה, דיונים בכיתה, למידה סינכרונית וא-סינכרונית של הסטודנטים בשעות גמישות ומענה על בחנים קצרים.

רשימת נושאים / תכנית הלימודים בקורס:
1.מבוא למבחני מיון, ניבוי
2.מהימנות ותוקף
3.רווחיות מבחני מיון: ניתוח תועלת (UTILITY ANALYSIS)
4.קריטריון המיון – ניתוח עיסוקים
5.מבחני אינטליגנציה
6.ראיון אישי: מבנה הראיון, תוקף הראיון
7.מרכזי הערכה
8.מבחני אישיות (מבחני נייר ועפרון)
9.מבחני אישיות (מבחנים השלכתיים )
10. מבחני רקע אישי-ביודטא וקורות חיים
11.גרפולוגיה
12.מבחני יושר

חומר חובה לקריאה:
Aguinis, H. & Smith, M.A. (2007). Understanding the Impact of Test Validity and Bias on Selection Errors and Adverse Impact in Human Resource Selection. Personnel Psychology, 60(1), 165-199.

Bangerter, A., Roulin, N., & König, C. J. (2012). Personnel selection as a signaling game. Journal of Applied Psychology, 97(4), 719.

Bangerter, A., König, C.J., Blatti, S. & Salvisberg, A. (2009). How Widespread is Graphology in Personnel Selection Practice? A case study of a job market myth. International Journal of Selection and Assessment. Vol. 17, Iss. 2, p. 219-230.

Billings, S. W., & Dages, K. D. (2018). Cross‐cultural validity of integrity assessments for lower‐level and higher‐level jobs. International Journal of Selection and Assessment, 26(1), 66-74.‏

Brummel, B. J., Rupp, D. E., & Spain, S. M. (2009). Constructing parallel simulation exercises for assessment centers and other forms of behavioral assessment. Personnel Psychology, 62(1), 137-170.‏

Campion, M. C., Campion, M. A., Campion, E. D., & Reider, M. H. (2016). Initial investigation into computer scoring of candidate essays for personnel selection. Journal of Applied Psychology, 101(7), 958.

Carter, N. T., Daniels, M. A., & Zickar, M. J. (2013). Projective testing: Historical foundations and uses for human resources management. Human Resource Management Review, 23(3), 205-218.

Cook, M. (2016). Personnel Selection: Adding Value Through People-A Changing Picture. John Wiley & Sons

Dayan, K., Kasten, R., & Fox, S. (2002). Entry-level Police Candidate Assessment Center: An Efficient Tool for a Hammer to Kill a Fly? Personnel Psychology. 55 (4), 827.

DeGroot, T. & Gooty, J. (2009). Can Nonverbal Cues be Used to Make Meaningful Personality Attributions in Employment Interviews? Journal of Business and Psychology. Vol. 24, Iss. 2, p. 179-192.

Elkins, T. J., & Phillips, J. S. (2000). Job context, selection decision outcome, and the perceived fairness of selection tests: Biodata as an illustrative case. Journal of Applied Psychology, 85(3), 479.

Graham, K.E., McDaniel, M.A., Douglas, E.F. & Snell, A.F. (2002). Biodata Validity Decay and Score Inflation with Faking: Do Item Attributes Explain Variance Across Items? Journal of Business and Psychology. 16 (4), 573-.

Handler, M., Honts, C.R., Krapohl, D.J., Nelson, R. & Griffin, S. (2009). Integration of Pre-Employment Polygraph Screening into the Police Selection Process. Journal of Police and Criminal Psychology. Vol. 24, Iss. 2; p. 69

Hogan, R. (2005). In Defense of Personality Measurement: New Wine for Old Whiners. Human Performance. 18(4), pg. 331-342.

Jacksch, V., & Klehe, U. C. (2016). Unintended Consequences of Transparency During Personnel Selection: Benefitting some candidates, but harming others?. International Journal of Selection and Assessment, 24(1), 4-13.‏

Jensen, A.R. (1986), g: Artifact or reality? Journal of Vocational Behavior, 29, 301-331.

Kausel, E. E., Culbertson, S. S., & Madrid, H. P. (2017). Overconfidence in personnel selection: When and why unstructured interview information can hurt hiring decisions. Organizational Behavior and Human Decision Processes, 137, 27-44.

Kilic, H. S., Demirci, A. E., & Delen, D. (2020). An integrated decision analysis methodology based on IF-DEMATEL and IF-ELECTRE for personnel selection. Decision Support Systems, in press.‏

Langer, M., König, C. J., & Fitili, A. (2018). Information as a double-edged sword: The role of computer experience and information on applicant reactions towards novel technologies for personnel selection. Computers in Human Behavior, 81, 19-30.‏

Lievens, F., & Sackett, P. R. (2017). The effects of predictor method factors on selection outcomes: A modular approach to personnel selection procedures. Journal of Applied Psychology, 102(1), 43-66.‏

Moustafa, K.S. & Miller, T. (2003). Too Intelligent for the Job? The Validity of Upper-limit Cognitive Ability Test Scores in Selection. S.A.M. Advanced Management Journal. 68 (2), 4-15.

Morgeson, F.P., Campion, M.A., Dipboye, R.L., Hollenbeck, J.R., Murphy, K. and Schmitt, N. (2007). Are We Getting Fooled Again? Coming To Terms with Limitations in the Use of Personality Tests for Personnel Selection. 60,1029-1049.

Moscoso, S. & Iglesias, M. (2009). Job Experience and Big Five Personality Dimensions. International Journal of Selection and Assessment. Vol. 17, Iss. 2, p. 239-242

Neisser, U. (Chair) (1996). Intelligence: Knowns and Unknowns. American Psychologist, 51(2), 77-101.

Ones, D.S., Dilchert, S., Viswsvaran, C. And Judge, T.A. (2007), In Support Of Personality Assessment in Organizational Settings. Personnel Psychology. 60, 995-1027.

Oostrom, J. K., Ronay, R., & van Kleef, G. A. (2021). The signalling effects of nonconforming dress style in personnel selection contexts: do applicants’ qualifications matter?. European Journal of Work and Organizational Psychology, 30(1), 70-82.

Ployhart, R. E., Schmitt, N., & Tippins, N. T. (2017). Solving the Supreme Problem: 100 years of selection and recruitment at the Journal of Applied Psychology.

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Sackett, P.R. & Livens, F. (2008). Personnel Selection. Annu. Rev. of Psychology. 59, 419-450.

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Schneider, T. J., Goffin, R. D., & Daljeet, K. N. (2015). “Give us your social networking site passwords”: Implications for personnel selection and personality. Personality and Individual Differences, 73, 78-83.

Tett, R. & Palmer, C. (1997). The Validity of Handwriting Elements in Relation Of Self Report Personality Trait Measures. Personality and Individual Differences. 22 (1), 11-18.

Tippins, N. T., Oswald, F., & McPhail, S. M. (2021). Scientific, Legal, and Ethical Concerns about AI-Based Personnel Selection Tools: A Call to Action.‏

Van Iddekinge, C. H., Aguinis, H., Mackey, J. D., & DeOrtentiis, P. S. (2018). A meta-analysis of the interactive, additive, and relative effects of cognitive ability and motivation on performance. Journal of Management, 44(1), 249-279.‏

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הערכת הקורס - הרכב הציון הסופי :
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הרצאה0 %
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הגשת דו"חות 14 %
פרויקט מחקר 0 %
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אחר 0 %

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