{"id":125594,"date":"2020-08-11T17:52:20","date_gmt":"2020-08-11T21:52:20","guid":{"rendered":"https:\/\/fsc-ccf.ca\/references\/competency-based-recruitment-decisions-a-lens-model-approach-2\/"},"modified":"2020-08-11T17:52:20","modified_gmt":"2020-08-11T21:52:20","slug":"competency-based-recruitment-decisions-a-lens-model-approach-2","status":"publish","type":"reference","link":"https:\/\/fsc-ccf.ca\/fr\/references\/competency-based-recruitment-decisions-a-lens-model-approach-2\/","title":{"rendered":"Competency based recruitment decisions: A lens model approach"},"content":{"rendered":"<p>Cette \u00e9tude pr\u00e9sente une approche empirique pour d\u00e9limiter la fa\u00e7on dont les comp\u00e9tences devraient \u00eatre d\u00e9ploy\u00e9s en vue des d\u00e9cisions de recrutement. Une approche ax\u00e9e sur les comp\u00e9tences en utilisant le mod\u00e8le de lentille Brunswikian a \u00e9t\u00e9 adopt\u00e9e pour g\u00e9n\u00e9rer des pr\u00e9dicteurs. Trois principales comp\u00e9tences (personnes, individuel et orientation commerciale) des op\u00e9rateurs historiques des ressources humaines ont \u00e9t\u00e9 identifi\u00e9s dans une \u00e9tude ant\u00e9rieure. Seize vignettes ont \u00e9t\u00e9 con\u00e7ues pour donner une 2 \u00d7 2 \u00d7 2 \u00d7 2 (haut \/ bas \u00d7 personnes haute \/ basse individuelle \u00d7 haute \/ basse orientation commerciale \u00d7 urbain \/ milieu rural) compl\u00e8tement dans factoriel. Ces capsules ont \u00e9t\u00e9 administr\u00e9es \u00e0 35 professionnels des ressources humaines. Les principaux effets de l&#8217;individu, entreprise, et les gens et leurs interactions 2 voies \u00e9taient importantes. L&#8217;analyse typologique cat\u00e9goris\u00e9 les juges qui ont des mod\u00e8les de prise de d\u00e9cisions similaires. En comparant les r\u00e9sultats de logistique binomiale avec des scores de classement montre que les enqu\u00eateurs de fa\u00e7on \u00e0 \u00e9valuer r\u00e9ellement les candidats peuvent diff\u00e9rer de la fa\u00e7on dont ils croient qu&#8217;ils \u00e9valuent. Interjuges fiabilit\u00e9 indiqu\u00e9 \u00e9tendue \u00ab pauvres \u00bb d&#8217;accord entre les juges. Les r\u00e9sultats obtenus ont \u00e9t\u00e9 discut\u00e9s en termes de mod\u00e8le d&#8217;objectif de Brunswik. Traduit a\u0300 l'aide de Google Translate<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Cette \u00e9tude pr\u00e9sente une approche empirique pour d\u00e9limiter la fa\u00e7on dont les comp\u00e9tences devraient \u00eatre d\u00e9ploy\u00e9s en vue des d\u00e9cisions de recrutement. Une approche ax\u00e9e sur les comp\u00e9tences en utilisant le mod\u00e8le de lentille Brunswikian a \u00e9t\u00e9 adopt\u00e9e pour g\u00e9n\u00e9rer des pr\u00e9dicteurs. Trois principales comp\u00e9tences (personnes, individuel et orientation commerciale) des op\u00e9rateurs historiques des ressources humaines ont \u00e9t\u00e9 identifi\u00e9s dans une \u00e9tude ant\u00e9rieure. Seize vignettes ont \u00e9t\u00e9 con\u00e7ues pour donner une 2 \u00d7 2 \u00d7 2 \u00d7 2 (haut \/ bas \u00d7 personnes haute \/ basse individuelle \u00d7 haute \/ basse orientation commerciale \u00d7 urbain \/ milieu rural) compl\u00e8tement dans factoriel. Ces capsules ont \u00e9t\u00e9 administr\u00e9es \u00e0 35 professionnels des ressources humaines. Les principaux effets de l&#8217;individu, entreprise, et les gens et leurs interactions 2 voies \u00e9taient importantes. L&#8217;analyse typologique cat\u00e9goris\u00e9 les juges qui ont des mod\u00e8les de prise de d\u00e9cisions similaires. En comparant les r\u00e9sultats de logistique binomiale avec des scores de classement montre que les enqu\u00eateurs de fa\u00e7on \u00e0 \u00e9valuer r\u00e9ellement les candidats peuvent diff\u00e9rer de la fa\u00e7on dont ils croient qu&#8217;ils \u00e9valuent. Interjuges fiabilit\u00e9 indiqu\u00e9 \u00e9tendue \u00ab pauvres \u00bb d&#8217;accord entre les juges. Les r\u00e9sultats obtenus ont \u00e9t\u00e9 discut\u00e9s en termes de mod\u00e8le d&#8217;objectif de Brunswik. [googletranslate_fr]<\/p>\n","protected":false},"template":"","reference-tag":[],"reference-type":[435],"class_list":["post-125594","reference","type-reference","status-publish","hentry","reference-type-journal-article"],"acf":{"citation":"Akhuly, A. and Gupta, M. (2014). Competency based recruitment decisions: A lens model approach. The Psychologist-Manager Journal, 17(4), 279-306. Retrieved from https:\/\/psycnet.apa.org\/record\/2014-46252-002.","authors":"Akhuly, A. and Gupta, M.","org":"","year":"2014","title_fr":null,"editors_hidden":"","publication":"The Psychologist-Manager Journal","publication_fr":null,"volume":"17","issue":"4","Series":"","SeriesNumber":"","page_range":"279-306","publisher_city":"","publisher_state":"","publisher":"","abstract_en":null,"abstract_fr":null,"keywords":"","paywall":"0","doi":"10.1037\/mgr0000024","isbn":"","url":"https:\/\/psycnet.apa.org\/record\/2014-46252-002","url_fr":null,"url_amazon":"","TRACK":"0"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Competency based recruitment decisions: A lens model approach - Future Skills Centre \u2022 Centre des Comp\u00e9tences futures<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fsc-ccf.ca\/fr\/references\/competency-based-recruitment-decisions-a-lens-model-approach-2\/\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"1 minute\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/references\\\/competency-based-recruitment-decisions-a-lens-model-approach-2\\\/\",\"url\":\"https:\\\/\\\/fsc-ccf.ca\\\/fr\\\/references\\\/competency-based-recruitment-decisions-a-lens-model-approach-2\\\/\",\"name\":\"Competency based recruitment decisions: A lens model approach - 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