Sound recruitment practices now require a tangible and often defendable link between the method of assessment used in the recruitment process and its ability to predict future job performance.
Health and safety systems traditionally focus on maintaining a safe work environment and training employees to operate safely within that workplace.
Retention strategies need to be based on a reliable understanding of the reasons for employee turnover. Exit interviews provide an invaluable opportunity to gather this information.
Emotional intelligence (EI) has been touted as being responsible for over 85% of outstanding performance in the workplace (Bennis, 2001).
With strong research support and proven ease of use, cognitive ability testing has become an integral feature of applicant selection practices for employers across the country...but what do the candidates think?
Counterproductive employee behaviours such as theft and fraud have a significant impact on an organisation's bottom line. Majority of this fraud has been attributed to the non-management employees.
This article summarises the practical and theoretical implications of 85 years of research in personnel selection.