Vana,
I'm curious as to why you are so concerned with measurement. Is it to
protect your employer from charges of unfair practices? Very often, the
skills and behaviors that are most important in an employee are those that
are most difficult to measure. It may be worth the risk involved to
include factors that are more subjective along with those that can be
easily quantified.
Best regards,
Roxanne
At 09:02 PM 7/29/97 -0700, you wrote:
>Rol Fessenden wrote:
>
>> Vana Prewitt says hiring for
>>
>> "attitude and aptitude can make a world of difference in the results,
>> regardless of degrees held and impressive resumes."
>>
>> I heartily agree with that. In addition, measuring performance around
>> attitude and aptitude can be more relevant in my opinion than measuring
>> for 'results'.
>
>To Rol and All:
>
>What measures of attitude and aptitude do you use? What validity and
>accuracy studies have been conducted around these measures?
>
>I'm truly interested in this (although I realize the question sounds
>belligerent). In my own humble and limited experience, I have found these
>to be the measures least reliable. After all, I can validly and reliably
>measure typing speed...but attitutde, flexibility, or optimism? As an HR
>professional, I'm extremely uncomfortable with trusting the "gut
>instincts" of interviewers, but trust my own instincts just the same.
>Short of having a reliable measure, what are my options?
>
>Vana Prewitt
>vprewitt@bellsouth.net
Roxanne Abbas
Abbas Compensation Strategies
rabbas@comp-web.com
http://www.comp-web.com
--Roxanne Abbas <rabbas@comp-web.com>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>