A new selection system to recruit general practice registrars: prelimi
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《英国医生杂志》
1 Department of Psychology, City University, London EC1V 0HB, 2 School of Psychology, University of Nottingham, Nottingham NG7 2RD, 3 Postgraduate General Practice Education, South Yorkshire and South Humberside Deanery
Correspondence to: F Patterson f.patterson@city.ac.uk.
Objective To design and validate a new competency based selection system to recruit general practice registrars, comprising a competency based application form, referees' reports, and an assessment centre.
Design Longitudinal predictive validity study and a matched case comparison.
Setting South Yorkshire and East Midlands region, United Kingdom, comprising three deaneries.
Participants 46 of 167 doctors were followed up in training after three months in practice, and 20 general practice trainers were selected by using traditional recruitment methods.
Main outcome measures Trainer ratings of trainee performance in practice on targeted competencies.
Results Performance ratings of targeted competencies at the assessment centre predicted trainer ratings of performance in the job. Furthermore, those trainees recruited through the new competency based process performed significantly better in the job than those recruited through traditional recruitment processes.
Conclusion A new competency based selection process using assessment centres improves the validity of selection of general practice registrars compared with traditional selection techniques.
Arnold J, Silvester J, Patterson F, Robertson I, Cooper C, Burnes B. Work psychology: understanding human behaviour in the workplace. London: FT Prentice Hall, 2004.
Hunter J, Hunter R. Validity and utility of alternative predictors of job performance. Psychol Bull 1984;96: 72-98.
Patterson F. Developments in work psychology; emerging themes and future issues. J Occup Organ Psych 2001;74: 381-90.
Robertson IT, Smith M. Personnel selection. J Occup Organ Psych 2001;4: 441-72.
Salgado J, Viswesvaran C, Ones D. Predictors used for personnel selection: an overview of constructs, methods and techniques. In: Anderson N, Ones D, Sinangil H, Viswesvaran C. eds. Handbook of industrial, work and organizational psychology 2001;1: 165-99.
Schmidt FL, Hunter JE. The validity and utility of selection methods in personnel psychology: practical and theoretical implications of 85 years of research findings. Psych Bull 1998;24: 262-74.
Schmitt N, Chan D. Personnel selection: a theoretical approach. London: Sage, 1998.
Woodruffe C. Development and assessment centres: identifying and assessing competence. London: Chartered Institute of Personnel and Development, 2000.
Patterson F, Lane P, Ferguson E, Norfolk T. A competency based selection system for GP trainees. BMJ 2001;323: 2.
Patterson F, Ferguson E, Lane PW, Farrell K, Martlew J, Wells AA. Competency model for general practice: implications for selection, training and development. Br J Gen Pract 2000;50: 188-93.
Wood R, Payne T. Competency based recruitment and selection. London: Wiley, 1998.
Bright JEH, Hutton S. The impact of competency statements on resumes for short-listing decisions. Int J Selection Assess 2000;8(2): 41-53.
Ferguson E, Sanders A, O'Hehir F, James D. Predictive validity of personal statement and the role of the five factor model of personality in relation to medical training. J Occup Organ Psychol 2000;73: 321-44.
Ferguson E, James D, O'Hehir F, Sanders A. A pilot study of the roles of personality, references and personal statements in relation to performance over the 5 years of a medical degree. BMJ 2002;324: 952-7.
Harvey-Cook JE, Taffler RJ. Biodata in professional entry-level selection: statistical scoring of common format applications. J Occup Organ Psychol 2000;73: 103-18.
Keenan T. Graduate recruitment in Britain—a survey of selection methods used by organisations. J Organ Behav 1995;16: 303-17.
McManus IC, Richards P. Prospective study of performance of medical students during pre-clinical years. BMJ 1986;293: 124-7.
Tabachnick BG, Fidell LS. Multivariate statistics, 4th ed. Boston: Allyn and Bacon, 2001.
Hough L, Oswald FL. Personnel selection: looking toward the future—remembering the past. Ann Rev Psychol 2000;51: 631-64.
((Fiona Patterson, professor1, Eamonn Ferg)
Correspondence to: F Patterson f.patterson@city.ac.uk.
Objective To design and validate a new competency based selection system to recruit general practice registrars, comprising a competency based application form, referees' reports, and an assessment centre.
Design Longitudinal predictive validity study and a matched case comparison.
Setting South Yorkshire and East Midlands region, United Kingdom, comprising three deaneries.
Participants 46 of 167 doctors were followed up in training after three months in practice, and 20 general practice trainers were selected by using traditional recruitment methods.
Main outcome measures Trainer ratings of trainee performance in practice on targeted competencies.
Results Performance ratings of targeted competencies at the assessment centre predicted trainer ratings of performance in the job. Furthermore, those trainees recruited through the new competency based process performed significantly better in the job than those recruited through traditional recruitment processes.
Conclusion A new competency based selection process using assessment centres improves the validity of selection of general practice registrars compared with traditional selection techniques.
Arnold J, Silvester J, Patterson F, Robertson I, Cooper C, Burnes B. Work psychology: understanding human behaviour in the workplace. London: FT Prentice Hall, 2004.
Hunter J, Hunter R. Validity and utility of alternative predictors of job performance. Psychol Bull 1984;96: 72-98.
Patterson F. Developments in work psychology; emerging themes and future issues. J Occup Organ Psych 2001;74: 381-90.
Robertson IT, Smith M. Personnel selection. J Occup Organ Psych 2001;4: 441-72.
Salgado J, Viswesvaran C, Ones D. Predictors used for personnel selection: an overview of constructs, methods and techniques. In: Anderson N, Ones D, Sinangil H, Viswesvaran C. eds. Handbook of industrial, work and organizational psychology 2001;1: 165-99.
Schmidt FL, Hunter JE. The validity and utility of selection methods in personnel psychology: practical and theoretical implications of 85 years of research findings. Psych Bull 1998;24: 262-74.
Schmitt N, Chan D. Personnel selection: a theoretical approach. London: Sage, 1998.
Woodruffe C. Development and assessment centres: identifying and assessing competence. London: Chartered Institute of Personnel and Development, 2000.
Patterson F, Lane P, Ferguson E, Norfolk T. A competency based selection system for GP trainees. BMJ 2001;323: 2.
Patterson F, Ferguson E, Lane PW, Farrell K, Martlew J, Wells AA. Competency model for general practice: implications for selection, training and development. Br J Gen Pract 2000;50: 188-93.
Wood R, Payne T. Competency based recruitment and selection. London: Wiley, 1998.
Bright JEH, Hutton S. The impact of competency statements on resumes for short-listing decisions. Int J Selection Assess 2000;8(2): 41-53.
Ferguson E, Sanders A, O'Hehir F, James D. Predictive validity of personal statement and the role of the five factor model of personality in relation to medical training. J Occup Organ Psychol 2000;73: 321-44.
Ferguson E, James D, O'Hehir F, Sanders A. A pilot study of the roles of personality, references and personal statements in relation to performance over the 5 years of a medical degree. BMJ 2002;324: 952-7.
Harvey-Cook JE, Taffler RJ. Biodata in professional entry-level selection: statistical scoring of common format applications. J Occup Organ Psychol 2000;73: 103-18.
Keenan T. Graduate recruitment in Britain—a survey of selection methods used by organisations. J Organ Behav 1995;16: 303-17.
McManus IC, Richards P. Prospective study of performance of medical students during pre-clinical years. BMJ 1986;293: 124-7.
Tabachnick BG, Fidell LS. Multivariate statistics, 4th ed. Boston: Allyn and Bacon, 2001.
Hough L, Oswald FL. Personnel selection: looking toward the future—remembering the past. Ann Rev Psychol 2000;51: 631-64.
((Fiona Patterson, professor1, Eamonn Ferg)