The aims and objectives of this module are to: 1) understand the contribution of psychology to selection and assessment techniques in organisations. 2) examine best practice and the scientific approach to selection and assessment in organisations. 3) develop knowledge, skills, and competencies in each step of the selection process. These objectives include acquiring appropriate professional skills necessary to work as a selection practitioner in the field, research and evaluation skills, and skills around the ethical, professional, legal conduct required for developing selection systems selecting and assessing individuals in the workplace. 

The module will cover various topics concerning selection and assessment across the 12 weeks of the semester:  1. Introduction to Selection 2. Job performance models and criterion theory 3. Criterion measures (performance measures) used to validate selection systems; introduction to job analysis. 4. Job analysis - task-oriented approaches 5. Job analysis - worker-oriented approaches 6. Reliability, and Validity I 7. Reliability and Validity II; Strategies in the use of selection procedures (e.g., utility, test deployment strategies) 8. Legal and ethical issues in selection; diversity and inclusion; recruitment 9. Interviews, Simulations, and Assessment Centers 10. Biodata and Application Forms 11. Cognitive and Personality Tests 12. Other Selection Methods; Current Developments, e.g., Asynchronous Video Interviews (AVIs), Artificial Intelligence in Selection; Applicant Reactions

On successful completion of this module, students will be able to: 1. Demonstrate knowledge about personnel selection within the field of work, organizational, and personnel psychology (WOP-P), its main paradigms, typical problems addressed, main theoretical approaches, typical concepts and methods, forms of practice, and ethical, legal, and professional guidelines. 2. Synthesise and critically analyse evidence, core concepts and theories, and technical knowledge (e.g., job analysis; relevant statistics; test validation) related to personnel selection and assess their applicability to a variety of organizational settings. 3. Analyse the impact of emerging contextual demands (e.g., the use artificial intelligence in hiring; big data in test validation; diversity and inclusion) and the role of W&O psychologists. 4. Identify, discriminate among, and employ appropriate job analysis approaches, selection techniques, validation strategies, and research and statistical skills (e.g., given organizational resources and contextual constraints) in personnel selection to create legally defensible and professional robust selection procedures. 5. Diagnose and address specific hiring issues in organizations by recommending, implementing, and evaluating appropriate selection procedures to address them. 6. Demonstrate effective professional competencies to investigate and solve organisational recruitment and selection issues.

On successful completion of this module, students will be able to: 7. Apply professional attitudes and values such as proactivity, adaptability and flexibility, resilience, collaboration, empathy, ethical values, self-confidence, self-direction, and reflection in hiring.

On successful completion of this module, students will be able to: N/A

The primary mode of teaching will be through interactive sessions alternating between lectures, workshops, and interactive discussions. A further important component of successful learning and deep processing throughout this module is peer learning, i.e., learning through and from the experiences of others. For this process to be successful, interaction and active discussion are essential and encouraged. Students shall learn through a combination of the material presented during the sessions, through practical exercises to develop skills associated with this knowledge, through interaction with their fellow students and their experiences, and through reflection on case studies and exercises presented during class time. Application of knowledge and skills will be acquired primarily through the assessment methods, which include conducting an actual job analysis, a position paper, and an analysis of test reliability and validity based on SPSS output. The UL graduate attributes of "agile", "responsible", "articulate", "courageous", and "curious" will be delivered upon through a combination of personal immersion in lectures, peer learning, individual and group projects, sustainable intervention design, self-reflection and personal development, and sustainability advocacy.