08-10-2006
Eugene Burke
The practice of assessment is being influenced by technology in the design of assessments and in their delivery, particularly in the use of the Internet as a means of administering unsupervised assessments. How do organisations safeguard the integrity of objective assessments? How do organisations deal with the threats presented by those who pirate online assessment content and who engage in cheating?
06-30-2006
SHL Business Issues Series
The identification and assessment of competencies in the workforce has become one of the key components in successful person/job matching and accounts for the plethora of new competency models emerging with within the corporate environment.
03-13-2006
James Bywater & Tamsin Martin
Selection & Development Review, Volume 22 No.1, 2006
12-09-2005
SHL Business Issues Series
This paper presents common myths of graduate recruitment and suggests innovative ways to improve your recruitment program.
11-24-2005
SHL Business Issues Series
Does your company champion the benefits of 'teamwork', yet has few (if any) practical ways to encourage team development?
10-19-2005
SHL Business Issues Series
Organisations today are driving ever harder to demonstrate value. Business cases are scrutinised and go-to-market plans, product strategies and sales channels are investigated in detail to ensure that organisations have managed the risk in their investment of time and money, and that they can measure a return on the investments they make.
10-12-2005
SHL Business Issues Series
The paper addresses what is the best way of assessing a candidate’s current skills, future potential and personality drivers that is far, fast, objective and cost efficient.
09-01-2005
SHL Business Issues Series
The focus of this article is; “What is the financial return to organisations from assessing personality?”
02-01-2005
Bywater, J. Green, V. (2005) - Selection & Development Review Vol. 20 No.6 BPS Leicester
This paper explores the technical properties of a short sifting questionnaire when used on line. It shows that such tools can predict the people who are both good at the tasks in the job, and are also good "organisational citizens" (contextual performance).
04-01-2004
Assessment in Organisations, Bartram, D
The article considers current practice and merging trends in assessment in organisations. Published in 'Applied Psychology: An International Review', volume 53, issue 2, April 2004. To obtain a copy of this article, please contact Ilke.Inceoglu@shlgroup.com.
04-01-2004
Assessment in Organisations, Bartram, D
The article considers current practice and merging trends in assessment in organisations. Published in 'Applied Psychology: An International Review', volume 53, issue 2, April 2004. To obtain a copy of this article, please contact Ilke.Inceoglu@shlgroup.com.
05-01-2003
Eugene Burke
Detecting talent in people is vitally important, especially when you are seeking out the special talents required to succeed in the world of commerce. More than ever, effective recruiting will focus on the 20% of hires that produce 80% of the results. We are now in a culture where the practice of Human Capital Management (HCM) has evolved to secure a competitive edge for businesses through recruiting, developing and maintaining people who match the success criteria required by the business. The paper addresses what is the best way of assessing a candidate’s current skills, future potential and personality drivers that is far, fast, objective and cost efficient.
05-01-2003
Nels Wroe
This paper presents common myths of graduate recruitment and suggests innovative ways to improve your recruitment program. It will help you to:
- Learn how the Internet has changed graduate recruiting – and how it will change it even more in the next few years.
- Learn about the common myths in graduate recruitment and how to avoid the “traps” many employers fall into.
- Identify smarter, more effective tactics for your next graduate recruitment program.
Make smart decisions about your next graduate hires.
12-02-2002
Bartram D, BPS Occupational Psychology Conference 2002
Presents the results of research on a novel set of ability tests developed for use in a Further Education environment. They impose no time limit on the test taker, but make use of item latency norming as an index of mental efficiency. Bartram, DBPS Occupational Psychology Conference 2002
11-01-2002
Prof Dave Bartram
This White Paper elaborates on the four leadership functions and shows the Great 8 Competency Factors of the SHL Competency Framework (Kurz and Bartram 2002) combine in pairs and link to these functions. It presents an approach to leadership that builds on the best current research and thinking in this area.
11-01-2002
Bartram, D
This White Paper elaborates on the four leadership functions and shows the Great 8 Competency Factors of the SHL Competency Framework (Kurz and Bartram 2002) combine in pairs and link to these functions. It presents an approach to leadership that builds on the best current research and thinking in this area.