Summary: Personnel Psychology
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Read the summary and the most important questions on Personnel Psychology
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1 Human Capital - Ployhart (2021)
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How does Ployhart define human capital?
As knowledge, skills, abilities and other characteristics (KSAO's) -
How do KSAO's differ from performance behavior?
KSAO's are potential drivers for performance behavior, the actual things that are done on the task or job -
How do performance behaviors differ from performance outcomes?
Performance behaviors refer to the actual tasks done on the job, while performance outcomes are the results of those behaviors like; sales, costumer satisfaction, etc. -
In what two forms does human capital exists?
Generic human capital (intelligence, personality) & firm-specific human capital (company processes, internal relations, local expertise) -
When aggregated (combined) across employees, human capital resources help the firm implement its strategy and achieve, what?
Competitive advantage -
Why is human capital valuable?
It drives performance behaviors and outcomes that create competitive advantage -
The value of human capital does not come inherently it depends on how closely it is linked to, what?
Firm-relevant performance -
True or false: firm specificity is not a fixed property?
True -
What for is human capital critical?
For organizational performance and competitive advantage -
2 HR alignment - Heneman & Milanowski (2011)
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How do Heneman & Milanowski describe HR alignment?
As the link between HR practices and organizational effectiveness
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Topics related to Summary: Personnel Psychology
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Human Capital - Ployhart (2021)
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HR alignment - Heneman & Milanowski (2011)
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Employee recruitment - Breaugh (2013)
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Revisiting selection systems - Sackett et al. (2023)
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Job interviews - Amaral et al. (2019)
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Structured interviews - Hartwell et al. (2019)
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Socialization tactics - Bauer et al. (2007)
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The science of training and development - Salas et al. (2012)
