Geeignete Bewerber finden. Beobachterkonferenzen im Assessment Center
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Geeignete Bewerber finden. Beobachterkonferenzen im Assessment Center


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About the Book

Studienarbeit aus dem Jahr 2013 im Fachbereich Psychologie - Sonstiges, Note: 1,6, Europäische Fernhochschule Hamburg, Sprache: Deutsch, Abstract: Wenn man sich fragt, ob Personalentscheidungen von großer Bedeutung sind, so kommt man schnell auf eine eindeutige Antwort - völlig unabhängig davon, ob man die Frage aus der Perspektive des Bewerbers oder des eventuell zukünftigen Arbeitgebers betrachtet. Als erstes fallen einem auf Arbeitgeberseite Beispiele ein, die den Kategorien Kosten, Zeit und Ressourcen zugerechnet werden können. So müssen neue Mitarbeiter beworben, beschafft, ausgestattet und letztendlich durch andere Mitarbeiter eingearbeitet werden. Das alles kostet Zeit und damit Geld. Mitarbeiterbeschaffung ist also mit einem hohen finanziellen Aufwand auf Arbeitgeberseite verbunden. Warum ist aber die Güte der Entscheidung zur Personalauswahl, beispielsweise durch eine Beobachterkonferenz, so bedeutsam oder anders gefragt; warum reicht es nicht nur einen Bewerber auszuwählen, der einfach den Anforderungen genügt, beispielsweise durch einen bestimmten Bildungsabschluss? Wenn man sich die Kosten, die Einarbeitungszeit und damit die Amortisationsdauer neuer Mitarbeiter vor Augen hält, dann wird einem schnell klar, dass es sinnvoll ist aus einem Bewerberpool den geeignetsten Mitarbeiter auszuwählen; schließlich kann man annehmen, dass der geeignetste Bewerber nicht nur den Anforderungen genügt sondern auch die Kosten am geringsten sind und das Eintreten der negativen Konsequenzen durch eine Fehl- oder Neubesetzung am unwahrscheinlichsten ist. Die Amortisation ist also schneller erreicht als bei anderen Bewerbern und das Risiko von weiteren Folgekosten ist geringer. Auch gibt es eine stark positive Korrelation zwischen der Passung eines Bewerbers und der generellen Arbeitszufriedenheit (vgl. Kauffeld, 2011, S.97). In der Personalauswahl beschäftigt sich die Eignungsdiagnostik mit der Passung eines Bewerbers. Es wird also die Übereinstimmung der Anforderung der


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Product Details
  • ISBN-13: 9783656695936
  • Publisher: Grin Verlag Gmbh
  • Binding: Paperback
  • Language: German
  • Returnable: N
  • Spine Width: 2 mm
  • Weight: 95 gr
  • ISBN-10: 3656695938
  • Publisher Date: 25 Jul 2014
  • Height: 210 mm
  • No of Pages: 26
  • Series Title: German
  • Sub Title: Für eine hohe Qualität der Entscheidung des Gremiums
  • Width: 148 mm


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