Access restricted to higher education institution's students and staff
master's thesis
PSYCHOLOGICAL TESTS IN THE EMPLOYEE SELECTION PROCESS

Kristijan Popić (2016)
Metadata
TitlePsihologijski testovi u selekciji zaposlenika
AuthorKristijan Popić
Mentor(s)Željko Požega (thesis advisor)
Abstract
Odavno je poslodavcima postalo jasno kako ljudi predstavljaju jedan od ključnih resursa njihovih poduzeća. Bez kvalitetnih ljudskih potencijala, ali i pouzdanog i kvalitetnog upravljanja ljudima, teško će bilo koje poduzeće uspjeti u svom poslovanju. Zbog toga je jako bitno pri zapošljavanju izabrati upravo one ljude koji su najkvalitetniji i koji će pridonijeti radu tvrtke, a to podrazumijeva provođenje kvalitetne selekcije zaposlenika. Selekcija zaposlenika zapravo predstavlja postupak izbora najkvalitetnijih među svim prijavljenim za određenu radnu poziciju. S obzirom na to da se može provoditi na različite načine te uz različite procese provjere znanja, kvaliteta, sposobnosti i vještina prijavljenih kandidata, potrebno je izabrati najbolje metode selekcije. Kao najčešće metode selekcije navodi se nekoliko njih – intervju, test fizičke sposobnosti, test osobnosti, metoda poslovnih simulacija, psihologijski testovi itd. Svaka od metoda ima svoje prednosti i nedostatke u odnosu na druge, gdje se zbog toga najčešće dolazi do kombiniranja nekoliko njih. Unutar ovog rada prikazat će se psihologijski testovi kao metoda selekcije zaposlenika, prednosti i nedostaci metode, mogući oblici i druge bitne karakteristike. Psihologijski testovi, bilo da se javljaju u obliku složenih zadataka, pitanja, aparata ili instrumenata, nastoje ukazati zaposlenicima osobine kandidata, njihovu psihomotoriku, odnosno njihov mentalni, intelektualni sklop. Cilj je istaknuti važnost ovih testova kao sastavnog dijela postupka selekcije zaposlenika.
Keywordshuman resources employee selection process testing psychological tests inteligence
Parallel title (English)PSYCHOLOGICAL TESTS IN THE EMPLOYEE SELECTION PROCESS
Committee MembersŽeljko Požega (committee chairperson)
Ivan Ferenčak (committee member)
Boris Crnković (committee member)
GranterSveučilište Josipa Jurja Strossmayera u Osijeku
Ekonomski fakultet u Osijeku
Lower level organizational unitsKatedra za ekonom. i managem. gosp. subjekata
PlaceOsijek
StateCroatia
Scientific field, discipline, subdisciplineSOCIAL SCIENCES
Economics
Organization and Management
Study programme typeuniversity
Study levelgraduate
Study programmeBusiness economy; specializations in: Business Informatics
Study specializationBusiness Informatics
Academic title abbreviationmag.oec.
Genremaster's thesis
Language Croatian
Defense date2016-09-26
Parallel abstract (English)
Since long time ago it has become clear to employers that people represent one of the key resources of their companies. Without high-quality human resources and also reliable and good people management, hardly any company would succeed in their business. It is therefore very important to choose people carefuly, i.e. choose people who are the best and who will contribute to the work of the company. That includes implementation of a high-quality selection of employees. The selection of employees is actually a process of selecting the best among all registered for a specific work position. Given that it can be implemented in different ways and with different processes of assessment, quality, competence and skills of applicants, it is necessary to choose the best method of selection. As the most common method of selection are interviews, physical ability test, personality test, method of business simulation, psychological tests and so on. Each method has its advantages and disadvantages compared to the other, which is why most often comes to combining several of them. This written work will show psychological tests as a method of selection of employees, advantages and disadvantages of methods, possible forms and other relevant characteristics. Psychological tests, whether they occur in the form of complex tasks, issues, appliances or instruments are trying to show employees attributes of candidates, their psychomotor and their mental, intellectual set. The aim is to highlight the importance of these tests as one of the main parts of the procedure of employees selection.
Parallel keywords (Croatian)ljudski potencijali selekcija zaposlenika testiranje psihologijski testovi inteligencija
Resource typetext
Access conditionAccess restricted to higher education institution's students and staff
Terms of usehttp://rightsstatements.org/vocab/InC/1.0/
URN:NBNhttps://urn.nsk.hr/urn:nbn:hr:145:119921
CommitterGordana Kradijan