Personel Seçme Süreci ve Seçme Sürecinde Kullanılan Yöntem ve Teknikler
Özet
Bireysel farklılıkları değerlendirerek işe en uygun elemanı seçmek psikoloji biliminin neredeyse en eski uygulama alanlarından biridir. Endüstri /iş ve örgüt psikolojisi alanındaki ilk yayınlardan biri sayılan Hugo Münsterberg’in “Psikoloji ve Endüstriyel Verimlilik” başlıklı kitabında bir bölüm de bu konuya ayrılmış ve 1. Dünya Savaşı’ndan itibaren önce askeri alanda, savaş sonrasında da sivil hayatta, psikoloji bilimi personel seçme ve yerleştirme alanında aktif olarak kullanılmaya başlanmıştır. Yetenek testlerinin personel seçiminde kullanılması ile başlayan bu süreç, zamanla çalışan performansını yordayabilecek yeni yöntem ve tekniklerin geliştirilmesi ile daha da hız kazanmış ve personel seçme ve yerleştirme sürecine ilişkin yöntem ve teknikler endüstri/iş ve örgüt psikolojisinin her zaman en önemli araştırma konularından biri olmuştur. Örgütlere iş başvurusunda bulunan adaylar ile ilgili en doğru kararları verebilmek, kişi-iş ve kişi-örgüt uyumunu sağlayabilmek ve işe alınan çalışanlardan yüksek performans elde edebilmek için personel seçim sürecinde geçerli ve güvenilir araçları doğru bir şekilde kullanmak önem arz etmektedir. Bu yüzden personel seçme yöntem ve teknikleri üzerinde araştırmalar yapan uzmanlar bu yöntem ve tekniklerin öncelikle çalışan performansı gibi örgütsel performans ile ilişkili sonuç değişkenlerini ne kadar yordadığına yönelik çalışmalara odaklanmışlardır. Ayrıca çalışan performansını daha iyi öngörmeyi sağlayabilecek; farklı ırk, etnik, cinsiyet vb. gruplar arasında ayrımcılığa neden olmayacak; değerlendirici hatalarını minimuma indirecek hatta ortadan kaldırabilecek ve sürece başvuran adaylar tarafından da olumlu algılanarak sürecin kabulünü artıracak yeni seçme ve yerleştirme yöntem ve araçları geliştirmek de bu alanda çalışan uzmanların ilgilendiği konulardır. İşe uygun personelin seçilmesinde birden fazla yöntemin kullanıldığı da düşünüldüğünde kullanılan farklı yöntemlerin birbirleri ile etkileşimi ve verilen nihai kararın geçerliğine katkısı da uzun zamandır bu alanda çalışan uzmanlar tarafından incelenegelmiştir. İlerleyen teknoloji ile birlikte bilgisayar ve teknoloji destekli yeni ölçme ve değerlendirme araçları da personel seçme sürecine dâhil edilecektir. Dolayısıyla yeni ölçme ve değerlendirme araçlarının geliştirilmesi ve bu araçların psikometrik özellikleri ile ilgili yapılacak çalışmalar her zaman bu alanın araştırma konuları olacaktır. Personel seçme ve yerleştirme konusunun her daim endüstri/iş ve örgüt psikoloji alanında hem akademik hem de uygulama alanında önemini koruyacağı aşikardır. Bu bölümde yaygın olarak örgütler tarafından personel seçme ve yerleştirme sürecinde kullanılan yöntem ve tekniklerden bahsedilecektir. Yetenek testleri, kişilik testleri ve envanterleri, diğer envanterler, biyografik bilgi formları, değerlendirme merkezi uygulamaları ve iş görüşmesi yani mülakatlar bu bölümde ele alınacak konulardır. Bu temel konulara ek olarak gittikçe yaygınlaşan oyunlaştırma yöntemi ve teknoloji ve sanal gerçek destekli simülasyonların personel seçiminde kullanılması da bölüm sonunda değerlendirilecektir. Hızla gelişen teknoloji, personel seçiminde doğru karar verebilmek için geliştirilen algoritmalar ve yapay zekânın pratik hayatta kullanımının yaygınlaşması ile birlikte alan yeni uygulamalara ve araştırma konularına gebe görünmektedir. Bu durum hem araştırmacılar hem de uygulamacılar için personel seçme ve yerleştirme konularını daha dinamik ve ilgi çekici hale getirmektedir. Şimdi hazırsanız 1900’lü yılların başından günümüze personel seçme ve yerleştirme alanında kullanılan yöntemler ile ilgili bir yolculuk yapacağız.
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