Chapter 6 PERSONNEL SELECTION AND THE COMPETITIVE ADVANTAGE OF FIRMS

摘要

For nearly 100 years, personnel selection research has focused on predicting individual criteria such as job performance and turnover. This is not surprising given that selection grew out of a. strong psychometric tradition enabling the measurement of individual differences in knowledge, skill, ability, and other characteristics (KSAOs) to predict, explain, or control variation in individual outcomes (see Ployhart, Schneider, & Schmitt, 2006, for a summary). For example, Binet and Simon used individual differences as a way to identify special needs students. In World Wars I and II, individual differences were used by all sides to assess KSAOs and then place soldiers into positions that suited their competencies. The history of personnel selection is one linking individual differences to individual performance, and it is one of the success stories of Industrial and Organizational (I/O) Psychology (Murphy, 1996).