The Psychological Tests of Human Resource in Relation to Personnel's Hire Rate, Personnel's Try out Rate and Personnel's Suitable Rate – The Case Studies of The Electronic Manufacturing Industry in Taiwan and China
| Autor: | Mei-Hui Hsu, 許美惠 |
|---|---|
| Rok vydání: | 2008 |
| Druh dokumentu: | 學位論文 ; thesis |
| Popis: | 96 Various kinds of selection tools are practiced by enterprises in recruiting to look for core talents and improve the competitiveness of the organization. In which, the use of psychological tests in support to the evaluation process in recruiting is on the rise gradually. Among these tests, the use of personality test will much more common over the coming years in enterprises globally, commented by Salgado (1999), Ones & Viswesvaran (2001) and other scholars. National and international scholars have already confirmed gradually the personality test and job achievement in psychological test. They have the incidence coefficient relations. Among the recruitment practices, 24% enterprises (104 human resource banks in year 2000) already used psychological test as recruitment tool. But, there are many factors to influence personnel’s suitable on the company. So, are enterprises superstitious to use psychological test to recruit effectively and correctly the talented employees? This study will try to analyze whether psychological test tool can have incidence coefficient relations with recruitment results in three different aspects that impact the recruitment results (personnel’s hire rate, personnel’s try out rate and personnel’s suitable rate). Economic development is headed by scientific and technological industry to both Taiwan and China at the present and in the future. So this study is based on China and Taiwan IT industry as case study for more profound study and discussion. The study conclusion, except the personnel’s hire rate is the consistency to two sample case companies after using the psychology test. Because the psychological test achieve the goal of selecting. But outside the results, the personnel try out rate and suitable rate are not completely the same. In other words, the enterprises spend the costs, to select the person that “Yes”. But if these employees can’t pass the assessment, the enterprises still use the psychological test in the future? |
| Databáze: | Networked Digital Library of Theses & Dissertations |
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