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Dr. Stefan Mol's presentation about the Center of Job Knowledge research at the Eduworks project's kick-off meeting
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eduworks-network.eu
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Introduction of ABS research projects
Center of Job Knowledge Research
• Why CJKR? Because job knowledge…• Is among the most important yet least understood individual level
drivers of the knowledge economy• Is imperative to successfully match people to jobs but largely neglected
in personnel selection research• Is an ultimate outcome against which both education and training must
be evaluated• Is a means to ensure public spending on education enhances
graduates’ opportunities, fit, and accomplishment on the labor market
www.jobknowledge.eu
“…people who are more intelligent learn more job knowledge and learn it faster, the major determinant of job performance is not GMA but job knowledge” (Schmidt and Hunter, 2001).
Job Knowledge
GMA Job knowledge Job Performance
Unequivocally Job Specific (albeit more portable for more related occupations)Undeniably Job General
Job Specific – Job General
Job Knowledge
Job Performanc
eGMA
Education
A personnel selection and training platform that takes an individualized approach to the assessment and development of job knowledge of ICT Systems analysts
www.ontohr.eu
Transfer of innovation: Development of job knowledge test and training platform for nurses
www.med-assess.eu
OntoTech
Extending portfolio of ICT Job Knowledge Tests for purposes of curriculum diagnostics and development
UvAInform
Learning analytics is “the measurement, collection, analysis, and reporting of data about learners and their contexts, for purposes of understanding and optimizing learning and the environments in which it occurs” (SOLAR 2012).
Internal UvA project aimed at the pan-university development of an educational data informed student feedback interface.
ESR1: Leveraging the potential of job knowledge to fit individuals to jobs: Studies in
Personnel SelectionResearch• State of the art on job knowledge based personnel selection: A (quantitative)
literature review• Development and psychometric validation of job knowledge tests for purposes of
personnel selection• Field and (quasi) experimental studies providing support for the (causal) job
knowledge mediated relationship between GMA and Job Performance
Data• Primary Studies, interviews with job incumbents (N>50) and HR Managers (N>20),
content analysis of vacancies and job databases, multisource surveys• We foresee close collaboration with ESR#2.
ESR2: Leveraging the potential of job knowledge to fit individuals to jobs: Studies in
trainingResearch• State of the art on job knowledge based training: A (quantitative) literature review• Development and psychometric validation of job knowledge tests for training needs
analysis and training validation• Field and (quasi) experimental studies providing support for the (causal) job knowledge
mediated relationship between training and Job Performance• Temporal dynamism in the co-development of job knowledge and job performance over
time.
Data• Primary Studies, interviews with job incumbents (N>50) and HR Managers (N>20), content
analysis of vacancies and job databases, multisource surveys• We foresee close collaboration with ESR#1.
ESR7: Labour market driven learning analytics
Research• State of the art on labour market context educational outcome measures: A literature
review• Exploring Person-Education-Labour market (mis)matches by merging big data from
education (HvA, UvA), Randstad, GITP, etc.• Identifying educational context predictors of labour market success• Provision of labour market validated feedback to current students to enhance their study
success
Data• Secondary data obtained from HvA and UvA student data warehouses, including grades,
behaviors in online learning environments), labour market data from associate partners (GITP, Randstad, etc).
Supervisory Team
Prof. Deanne den Hartog
Dr. Corine Boon Dr. Gabor Kismihok Dr. Stefan Mol