Procedimientos de selección de personal en pequeñas y medianas empresas españolas

Abstract

información del artículoHistoria del artículo: Recibido el 31 de marzo de 2015 Aceptado el 13 de abril de 2015Palabras clave: Selección de personal Entrevista Tests cognitivos Personalidad Pymes r e s u m e n Este estudio analiza el grado de uso de los diferentes instrumentos de selección en las pequeñas y medianas empresas (PYME) españolas. Los resultados encontrados muestran que el CV, las referencias y la entrevista sin estructura son empleados por la mayoría de las empresas tanto medianas como pequeñas. Estos instrumentos no son los mejores en términos de sus propiedades psicométricas. Los resultados también indican que otros instrumentos con buenas o excelentes propiedades psicométricas, como los tests de habilidades cognitivas, las medidas de personalidad, las entrevistas estructuradas y las pruebas profesionales, son empleados por un porcentaje cada vez mayor de empresas. Por último, se comentan las implicaciones que estos resultados tienen para la práctica profesional y se ofrecen sugerencias para futuras investigaciones. © 2015 Colegio Oficial de Psicólogos de Madrid. Publicado por Elsevier España, S.L.U. Este es un artículo Open Access bajo la licencia CC BY-NC-ND (http://creativecommons.org/licenses/by-nc-nd/4.0/). Personnel selection procedures in Spanish small and medium size organizationsKeywords: Personnel selection Interview Cognitive testing Personality Small and medium organizations a b s t r a c tThe aim of this study is to analyze the degree of use of different selection instrument in small and medium size Spanish companies (PYMES). The findings show that the CV, references, and unstructured interviews are used by the majority of both medium and small companies. These instruments are not the best in terms of psychometric properties. The results also indicate that other instruments with good to excellent psychometric properties such as tests of cognitive abilities, personality measures, structured interviews, and professional tests are used in an increasing number of companies. The implications these findings have for practice and suggestions for future research are discussed.

Predicting expatriate effectiveness: The role of personality, cross‐cultural adjustment, and organizational support

“…Recent studies have shown that the number of self-initiated expatriates has dramatically increased over the past few years, in part due to the economic difficulties arising from the 2008 world economic crisis. In addition, our sample consisted of expatriates of a very particular culture, and although this characteristic can be an asset due to its homogeneity, it is also a limitation in respect to the generalizability of the results to expatriates of cultures different from the Spanish and Latin cultures (Alonso, Moscoso, & Cuadrado, 2015;Gilar, De Haro, & Castej on, 2015). These three limitations suggest that additional research should be carried out with larger samples that include self-initiated expatriates from a variety of cultural backgrounds.…”

The Opportunity Presented by Technological Innovation to Attract Valuable Human Resources

“…Alonso et al [23] state that personality traits allow the prediction of various organizational criteria, such as future job performance, training success, job satisfaction, job turnover, counterproductive behavior, or career potential.…”

Introduction of the Labor Competencies Approach in Educational Institutions of Ecuador

“…From the information gathered on the job positions, and to facilitate the process in the institutions where the methodology is applied, it is proposed to develop this basic profile, where all possible powers within this element required to perform include each the roles of teachers in the district institutions, based on experiences in countries like Spain, Mexico and Chile (Alonso, Moscoso, & Cuadrado, 2015;. Díaz Cabrera et al, 2014;Aragón Sánchez, 2015;Guerrero Dávalos et al, 2013;Guerrero Dávalos & Jiménez López, 2014).…”

“…During the years in which the integration of the competencies approach with the HTM system in the education sector has been applied, an incipient level of development has already been observed, especially in the process of determining the competencies, and have carried out applications to three activities basic: personnel selection, training and performance evaluation, independently, without integration among themselves and with the other activities that make processes HTM (Alonso, Moscoso, & Cuadrado, 2015;Ávila Carreon, González Santoyo, & Flores Romero, 2012;Urdanegui Sibina, 2014;Díaz Cabrera et al, 2014. Rockwell, 2015.…”