Revised NEO Personality Inventory (NEO-PI-R) and NEO Five-Factor (NEO-FFI) professional manual. The International Journal of Human Resource Management, 2517-2532.Ĭosta, P. Psychological testing for selection purposes : A guide to evidence-based practice for human resource professionals. Diakses pada 17 Oktoer 2016: di webinar/presentations/cubiks/PAPI_Personality_Tool_Flyer.pdf.Ĭarless, S.

Verlag Berlin Heidelberg: Springer.Ĭubiks. Soft computing for intelligent control and mobile robotics. Is HRM evidence-based and does it matter? Brigton: Institute for Employment Studies.Ĭastillo, O., Kacprzyk, J., & Pedrycz, W. Amsterdam: Center for Evidence-Based Management.īriner, R. Yogyakarta: Pustaka Belajar.īarends, E., Rousseau, D. Psychological testing 7 th edition (edisi Indonesia). London: Kogan Page.Īnastasi, A., & Urbina, S. Armstrong's handbook of performance management. International Journal of Productivity and Performance Management, 65(6).Īlwisol. Determinants of organizational performance: A proposed framework. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.Īlmatrooshi, B., & Singh, S. Employee engagement, human resource management practice and competitive advantage. Sehingga efektivitas penggunaan kedua alat tes psikologi tersebut untuk mengases potensi pengendalian emosi karyawan.Īlbrecht, S. Hasil penelitian pada 159 karyawan, menunjukkan faktor aktivitas PAPI-Kostick dan bagian mahkota pada BAUM dapat memprediksi pengendalian emosi. Tujuan penelitian ini untuk melihat sejauh mana PAPI-Kostick dan BAUM mampu memprediksi pengendalian emosi. Apresiasi dan kepercayaan psikolog pada alat tes psikologi belum didukung oleh bukti-bukti empiris (evidance based) mengenai hal tersebut. Potential review memerlukan peran alat tes psikologi yang akurat untuk memprediksi perilaku. The finding from 159 subjects showed that the activity factor PAPI-Kostick and crown of tree predicted the emotion control.Ībstrak : Untuk kesinambungan kinerja perusahaan dan capaian keuntungan kompetitif, diperlukan manajemen SDM potential review. The purpose of this study was to figure out the extent of both tools in predicting emotion control. However, it had not been fully supported by empirical evidence regarding the accuracy of the tests for selecting employees. HR practitioners and psychologists showed appreciation and confidence in psychological tests. The accuracy of psychological tests was required in potential review in order to predict future behavior. This led to the use of psychological tests.

It could be obtained by operationalizing development or placement as part of HR management practices based on a potential review. The availability of quality human resources was important for the continuity excellence of the company and for gaining competitive advantage in the company.

Papi kostick pdf