Selection, evaluation and professional competences

Duration

30h Th

Number of credits

Lecturer

Isabelle Hansez

Language(s) of instruction

French language

Organisation and examination

Teaching in the first semester, review in January

Schedule

Schedule online

Units courses prerequisite and corequisite

Prerequisite or corequisite units are presented within each program

Learning unit contents

This course consists of 2 parts.
The first part addresses the place of selection in the context of human resources, personnel recruitment including e-recruitment, professional skills, function analysis, skills identification, realistic job preview, personnel selection as a process, the use of social networks in selection.
The second part focuses on the tools and techniques used in selection and recruitment: performance evaluation, situational tests, situational judgment tests and their validation, selection interview, assessment and development Centers, psychological tests.

Learning outcomes of the learning unit

- To understand the current context and challenges of personnel selection and evaluation
- Based of the psychometric indices, to train the students to criticize the existing tools for selection
- To understand relevant topics for companies through the experience of HR professionals.

Prerequisite knowledge and skills

PSYC1076-2 - Méthodes d'analyse du travail

Planned learning activities and teaching methods

/   

Mode of delivery (face to face, distance learning, hybrid learning)

2 hours a week face-to-face

Organisational adjustments related to the current health context

...

Recommended or required readings

Syllabus including written notes and references.
Required reading :
1.Anderson, N., Lievens, F., van Dam, K., & Ryan, A. M. (2004). Future perspectives on employee selection: key directions for future research and practice. Applied Psychology: an International Review, 53(4), 487-501. 2.Chapter 12 : Ability tests. In Gatewood, R. D., Feild, H. S., & Barrick, M. (2008). Human Resource Selection: Sixth Edition. Mason, OH : Thomson (p.533-569). 3.Chapter 13 : Personality assessment. In Gatewood, R. D., Feild, H. S., & Barrick, M. (2008). Human Resource Selection: Sixth Edition. Mason, OH : Thomson(p.571-603). 4.Chapter 4 : The interview. In Gatewood, R. D., Feild, H. S., & Barrick, M. (2008). Human Resource Selection: Sixth Edition. Mason, OH : Thomson (p.70-93). 5.Chapter 10 : Assessment centres. In Gatewood, R. D., Feild, H. S., & Barrick, M. (2008). Human Resource Selection: Sixth Edition. Mason, OH : Thomson(p.203-219). 6.Lievens, F., & Patterson, F. (2011). The validity and incremental validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations for predicting job performance in advanced-level high-stakes selection. Journal of Applied Psychology, 96(5), 927-940.

Assessment methods and criteria

Below you will find information on the evaluation methods planned for in-person and remote exams as well as those planned for hybrid sessions. Depending on how the health crisis evolves, the chosen method will be communicated to you no later than one month before the start of the exam session.

June session :

- In-person

written exam ( open-ended questions )

- Remote

oral exam

- If evaluation in "hybrid"

preferred in-person

August-september session :

- In-person

oral exam

- Remote

oral exam

- If evaluation in "hybrid"

preferred in-person

Work placement(s)

Organizational remarks

Contacts

Audrey BABIC, assistante, Unité de Valorisation des Ressources Humaines.
Tél. : 04/366.22.36
E-mail : audrey.babic@uliege.be