Abstract
This paper is presenting a model for a better prediction of long term job performance as seen by a Multinational Automotive Company from the West side of Romania. This study is discussing a human resources procedure on recruiting and selection assessment and its valid connection to the annual personnel performance evaluation individual scores. Does the hiring rating score can predict long term job performance? The answer to this question is yes, depending on what recruiting and selection assessment score is combined from. This study concludes that age, gender, professional expertise, background professional experience, level of numerical and verbal abilities and interview rating predict in a proper manner long term job performance. Even better, if we replace classical weighted scoring algorithm with a fuzzy expert system, it gives more accuracy to predicting long term job performance.
This is a preview of subscription content, log in via an institution to check access.
Access this chapter
Tax calculation will be finalised at checkout
Purchases are for personal use only
References
Alexander SG (2007) Predicting long term job performance using a cognitive ability test. Ph.D. Disertation (Industrial Organizational Psychology), University of North Texas
Balas Timar D, Balas V (2007) Decision-making in human resources selection methodology. In: 2nd International workshop on soft computing applications, SOFA 2007, pp 123–127
Brannick MT, Levine EL (2002) Job analysis: methods research and applications. Sage Publications, Thousand Oaks
Gatewood R, Field H (2001) Human resource selection. Harcourt Brace & Company, Orlando
Hough LM, Oswald FL (2000) Personnel selection: looking toward the future—remembering the past. Annu Rev Psychol 51:631–664
Hunter JE (1986) Cognitive ability, cognitive aptitudes, job knowledge, and job performance. J Vocat Behav 29:340–362
Hunter JE, Schmidt FL (1996) Intelligence and job performance: economic and social implications. Psychol Public Policy Law 2:447–472
Outtz JL (2002) The role of cognitive ability tests in employment selection. Hum Perform 15(1/2):161–171
Ree MJ, Earles JA, Teachout MS (1994) Predicting job performance: not much more than g. J Appl Psychol 79(4):518–524
Robertson IT, Smith M (2001) Personnel selection. J Occup Organ Psychol 74:441–472
Schmidt FL (2002) The role of general cognitive ability and job performance: why there cannot be a debate. Hum Perform 15(1/2):187–210
Schmidt FL, Hunter JE (2004) General mental ability in the world of work: occupational attainment and job performance. J Pers Soc Psychol 86(1):162–173
Schmidt FL, Hunter JE (1998) The validity and utility of selection methods in personnel psychology: practical and theoretical implications of 85 years of research findings. Psychol Bull 124(2):262–274
Tenopyr ML (2002) Theory versus reality: evaluation of g in the workplace. Hum Perform 15(1/2):107–122
Viswesvaran C, Ones DS (2002) Agreements and disagreements on the role of general mental ability (GMA) in industrial, work, and organizational psychology. Hum Perform 15(1/2):211–231
Zadeh, LA (1965) Fuzzy sets. Inf Control 8(3):338–353
Author information
Authors and Affiliations
Corresponding author
Editor information
Editors and Affiliations
Rights and permissions
Copyright information
© 2016 Springer International Publishing Switzerland
About this paper
Cite this paper
Timar, D.B., Balas, V., Lile, R., Sinha, R. (2016). Fuzzy Scoring Algorithm and Long Term Job Performance. In: Balas, V., Jain, L., Kovačević, B. (eds) Soft Computing Applications. Advances in Intelligent Systems and Computing, vol 357. Springer, Cham. https://doi.org/10.1007/978-3-319-18416-6_73
Download citation
DOI: https://doi.org/10.1007/978-3-319-18416-6_73
Published:
Publisher Name: Springer, Cham
Print ISBN: 978-3-319-18415-9
Online ISBN: 978-3-319-18416-6
eBook Packages: EngineeringEngineering (R0)