Biodata
Encyclopedia
Biodata is a commonly used term in industrial and organizational psychology
for biographical data.
Biodata is a commonly used term in industrial and organizational psychology
for biographical data.
Biodata is a commonly used term in industrial and organizational psychology
for biographical data.Wood & Payne, (1998). Competency based recruitment and selection.lu bangsat tau yang baca ini kaya tai
periences, as well as to items involving opinions, values, beliefs, and attitudes that reflect a historical perspective.”Lautenschlager, G. J., & Shaffer, G. S. (1987). "Reexamining the component stability of Owen's biographical questionnaire". Journal of Applied Psychology, 72(1), 149-152.
Since the respondent is limited to replying to the questions posed to them, there are elements of both biography and autobiography. The basis of biodata’s predictive abilities is the axiom that past behaviour is the best predictor of future behaviour.Mael, F. A. (1991). "A conceptual rationale for the domain and attributes of biodata items". Personnel Psychology, 44, 763-927. Biographical information is not expected to predict all future behaviours but it is useful in personnel selection in that it can give an indication of probable future behaviours based on an individual’s prior learning history.Mumford, M. D., Costanza, D.P., Connelly, M.S., & Johnson, J.F. (1996). "Item generation procedures and background data scales: Implications for construct and criterion-related validity". Personnel Psychology, 49, 360-398.
Biodata instruments have an advantage over personality and interest inventories in that they can capture directly the past behaviour of a person, probably the best predictor of his or her future actions. These measures deal with facts about the person’s life, not introspections and subjective judgements.Stricker, L. J., & Rock, D. A. (1998). "Assessing leadership potential with a biographical measure of personality traits". International Journal of Selection and Assessment, 6(3), 164 - 184.
Over the years, personnel selection has relied on standardized psychological tests.Reilly, R. R., & Chao, G. T. (1982). "Validity and fairness of some alternative employee selection procedures". Personnel Psychology, 35, 1-62. The five major categories for these tests are intellectual abilities, spatial and mechanical abilities, perceptual accuracy, motor abilities and personality tests. The mean coefficient for a standardized test of g is .51.Schmidt, F.L., & Hunter, J.E. (1998). "The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings". Psychological Bulletin, 124(2), 262–274.
A review of 58 studies on biodata found coefficients that ranged from .32 to .46 with a mean validity of .35. The mean validity of interviews was found to be .19. research has indicated a validity coefficient of .29 for unstructured interviews and .31 for structured interviews but interview results can be affected by interviewer biases and have been challenged in a number of different court cases.Harris, M. M., & Schaubroeck, J. (1988). "A Meta-Analysis Of Self-Supervisor, Self-Peer, and Peer-Supervisor Ratings". Personnel Psychology, 41, 43-62.
In summary, Biodata has been shown to be a valid and reliable means to predict future performance based on an applicant’s past performance. A well-constructed Biodata instrument is legally defendable and unlike the interview, is not susceptible to error due to rater biases or the halo effect. It has proven its worth in personnel selection as a cost effective tool.Kuschnereit, F. and Spinner, B. (1997, June). "Improving The Accuracy of Biodata Questionnaires". Paper presented at the 58th Annual Convention of the Canadian Psychological Association, Toronto.
In the South Asia
n community (India, Pakistan
, Bangladesh), a biodata is essentially a résumé
. The purpose is similar to that of a résumé, to eliminate some candidates from the pool of prospective suitors before meeting others. The biodata generally contains the same type of information as a résumé (i.e. objective, work history, salary information, educational background), but may also include physical attributes, such has height, weight, hair/skin/eye color, and a photo.
Industrial and organizational psychology
Industrial and organizational psychology is the scientific study of employees, workplaces, and organizations. Industrial and organizational psychologists contribute to an organization's success by improving the performance and well-being of its people...
for biographical data.
Biodata is a commonly used term in industrial and organizational psychology
Industrial and organizational psychology
Industrial and organizational psychology is the scientific study of employees, workplaces, and organizations. Industrial and organizational psychologists contribute to an organization's success by improving the performance and well-being of its people...
for biographical data.
Biodata is a commonly used term in industrial and organizational psychology
Industrial and organizational psychology
Industrial and organizational psychology is the scientific study of employees, workplaces, and organizations. Industrial and organizational psychologists contribute to an organization's success by improving the performance and well-being of its people...
for biographical data.Wood & Payne, (1998). Competency based recruitment and selection.lu bangsat tau yang baca ini kaya tai
periences, as well as to items involving opinions, values, beliefs, and attitudes that reflect a historical perspective.”Lautenschlager, G. J., & Shaffer, G. S. (1987). "Reexamining the component stability of Owen's biographical questionnaire". Journal of Applied Psychology, 72(1), 149-152.
Since the respondent is limited to replying to the questions posed to them, there are elements of both biography and autobiography. The basis of biodata’s predictive abilities is the axiom that past behaviour is the best predictor of future behaviour.Mael, F. A. (1991). "A conceptual rationale for the domain and attributes of biodata items". Personnel Psychology, 44, 763-927. Biographical information is not expected to predict all future behaviours but it is useful in personnel selection in that it can give an indication of probable future behaviours based on an individual’s prior learning history.Mumford, M. D., Costanza, D.P., Connelly, M.S., & Johnson, J.F. (1996). "Item generation procedures and background data scales: Implications for construct and criterion-related validity". Personnel Psychology, 49, 360-398.
Biodata instruments have an advantage over personality and interest inventories in that they can capture directly the past behaviour of a person, probably the best predictor of his or her future actions. These measures deal with facts about the person’s life, not introspections and subjective judgements.Stricker, L. J., & Rock, D. A. (1998). "Assessing leadership potential with a biographical measure of personality traits". International Journal of Selection and Assessment, 6(3), 164 - 184.
Over the years, personnel selection has relied on standardized psychological tests.Reilly, R. R., & Chao, G. T. (1982). "Validity and fairness of some alternative employee selection procedures". Personnel Psychology, 35, 1-62. The five major categories for these tests are intellectual abilities, spatial and mechanical abilities, perceptual accuracy, motor abilities and personality tests. The mean coefficient for a standardized test of g is .51.Schmidt, F.L., & Hunter, J.E. (1998). "The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings". Psychological Bulletin, 124(2), 262–274.
A review of 58 studies on biodata found coefficients that ranged from .32 to .46 with a mean validity of .35. The mean validity of interviews was found to be .19. research has indicated a validity coefficient of .29 for unstructured interviews and .31 for structured interviews but interview results can be affected by interviewer biases and have been challenged in a number of different court cases.Harris, M. M., & Schaubroeck, J. (1988). "A Meta-Analysis Of Self-Supervisor, Self-Peer, and Peer-Supervisor Ratings". Personnel Psychology, 41, 43-62.
In summary, Biodata has been shown to be a valid and reliable means to predict future performance based on an applicant’s past performance. A well-constructed Biodata instrument is legally defendable and unlike the interview, is not susceptible to error due to rater biases or the halo effect. It has proven its worth in personnel selection as a cost effective tool.Kuschnereit, F. and Spinner, B. (1997, June). "Improving The Accuracy of Biodata Questionnaires". Paper presented at the 58th Annual Convention of the Canadian Psychological Association, Toronto.
In the South Asia
Asia
Asia is the world's largest and most populous continent, located primarily in the eastern and northern hemispheres. It covers 8.7% of the Earth's total surface area and with approximately 3.879 billion people, it hosts 60% of the world's current human population...
n community (India, Pakistan
Pakistan
Pakistan , officially the Islamic Republic of Pakistan is a sovereign state in South Asia. It has a coastline along the Arabian Sea and the Gulf of Oman in the south and is bordered by Afghanistan and Iran in the west, India in the east and China in the far northeast. In the north, Tajikistan...
, Bangladesh), a biodata is essentially a résumé
Résumé
A résumé is a document used by individuals to present their background and skillsets. Résumés can be used for a variety of reasons but most often to secure new employment. A typical résumé contains a summary of relevant job experience and education...
. The purpose is similar to that of a résumé, to eliminate some candidates from the pool of prospective suitors before meeting others. The biodata generally contains the same type of information as a résumé (i.e. objective, work history, salary information, educational background), but may also include physical attributes, such has height, weight, hair/skin/eye color, and a photo.