This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19 selection procedures for predicting job performance and training performance and the validity of paired combinations of general mental ability (GMA) and Ihe 18 other selection procedures. Overall, the 3 combinations with the highest multivariate validity and utility for job performance were GMA plus a work sample test (mean validity of.63), GMA plus an integrity test (mean validity of.65), and GMA plus a structured interview (mean validity of.63). A further advantage of the latter 2 combinations is that they can be used for both entry level selection and selection of experienced employees. The practical utility implications of these summary findings are substantial. The implications of these research findings for the development of theories of job performance are discussed. From the point of view of practical value, the most important property of a personnel assessment method is predictive validity: the ability to predict future job performance, job-related learning (such as amount of learning in training and development programs), and other criteria. The predictive validity coefficient is

This document is an official policy statement of the Society for Industrial and Organizational Psychology (Division 14 of the American Psychological Association) and was approved as policy of the American Psychological Association (APA) by the APA Council of Representatives in August 2003. Copies are available from the Society Administrative Office. To order, please visit the SIOP Web site at www.siop.org. Society for Industrial Organizational Psychology

This manuscript is unpublished copyrighted work containing trade secret and other proprietary information of John W. Boudreau and

Human capital and performance: A literature review

v PART IRESEARCH BACKGROUND ON WORKPLACE LITERACY Chapter 1 What we know about workplace literacy programs 3 Chapter 2 Methods for evaluating workplace literacy programs 13 Chapter 3 Assessing workplace literacy program results 21 Chapter 4 Assessing impact on family literacy 35 Chapter 5 Assessing impact on productivity 41 PART II The Current Study Chapter 6 Structure of current study 53 Chapter 7 Results of current study 65 Chapter 8 Discussion and implications 81 Bibliography 95 Appendix A Interview form and instructions Appendix B Questionnaire form and instructions Appendix C Cloze test samples and instructions Appendix D Family literacy focus group interview Appendix E Classroom observation form Appendix F ESL checklist Appendix G Supervisor rating scale examples and instructions Appendix H Tabular data NATIONAL CENTER ON ADULT LITERACY iv NATIONAL CENTER ON ADULT LITERACY v Larry Mikulecky and Paul Lloyd School of Education Indiana University Abstract Parallel studies of two workplace literacy programs at different sites have been used: (1) to develop an impact assessment model for workplace literacy programs, and (2) to produce data on the impact of the two quite different workplace literacy programs in the areas of learner gains, workplace improvements, and literacy-related changes in learners' families. Assessments in these two workplaces were used to develop model techniques and instruments for impact assessment. The evaluation was carried out for each program in conjunction with an on-site coordinator who was trained by the principal investigator to assist in the collection of data. The workplace literacy assessment model focuses on: . Learners---changes in beliefs about literacy and self, changes in literacy p...

2003 This document is an official policy statement of the Society for Industrial and Organizational Psychology (Division 14 of the American Psychological Association) and was approved as policy of the American Psychological Association (APA) by the APA Council of Representatives in August 2003. Copies are available from the Society Administrative Office. To order, please visit the SIOP Web site at www.siop.org. Society for Industrial Organizational Psychology

This paper has not undergone formal review or approval of the faculty of the ILR School. It is intended to make results of Center research available to others interested in preliminary form to encourage discussion and suggestions. Page 2In The Trenches At The Talent Wars CAHRS WP03-05 In this study, I attempted to extend strategic human resource management theory by developing and testing a model of inter-firm competition for human resources. Using the phenomenon of talent raiding as a vehicle to test the model, I examined how degree of threat and firm capability affected firms ’ propensities to respond to rivals ’ actions. Results suggest that attributes of the raiding firm, attributes of the raided human capital, and attributes of the target firm were associated with target firms ’ propensity to defend or retaliate in response to a successful talent raid. The findings have implications for a tactical theory of human resource management and the origins of intra-firm differences in human resource systems.

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