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White Papers & Publications

As leaders in the field of psychometrics in the workplace, SHL prepares white papers and submits material to industry publications from time to time. Often this is in response to a new piece of research or a change to the workplace environment. Below are summaries of the White Papers available on this site, which you may download if they are of interest.

“Organisational Effectiveness: The role of Psychology” (Robertson, Callinan and Bartram)
Examines psychological approaches in organizations, not from the more common perspective of their impact on individuals, but in relation to how the work of psychologists impacts on the overall effectiveness of the organization.  It also provides a critical review of what psychology has to offer; the ways psychologists choose the problems they address, work with others, and evaluate and demonstrate the impact they have, is discussed.  You can get your copy of the book from:  Wiley Publishers.

The following articles and white papers are also available:
 

03-01-2005
AGOGIK, Carsten Stiel

Persönlichkeitsfragebogen als unverzichtbarer Bestandteil von Potenzialanalysen von Carsten Stiel, erschienen in AGOGIK 1/05.

Wie finde ich in der Menge prinzipiell geeigneter Bewerber denjenigen, der am besten zum Unternehmen passt? Wie können Mitarbeitende mit besonderm Potenzial für Führungsaufgaben identifizert werden?

Carsten Stiel, Berater bei SHL stellt in diesem Artikel, erschienen in der Fachzeitschrift AGOGIK dar, warum Persönlichkeitsfragebogen ein unverzichtbarer Bestandteil von Potenzialanalysen sind.

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.

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.

11-01-2002
Professor Dave Bartram
The SHL Corporate Leadership Model combines ‘transformational’ and ‘transactional’ themes into four main functions that describe the leadership process. Each function has its characteristic types of behaviour.

1. Developing the Vision : The strategy domain
2. Sharing the Goals : The communication domain
3. Gaining Support : The people domain
4. Delivering Success : The operational domain

This White Paper elaborates on these 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. The issue of risk factors is also addressed, looking particularly at misbehaviour and incompetence at an individual level and also the impact of organizational effectiveness. This report presents an approach to leadership that builds on the best current research and thinking in this area.