使用基于能力的评估中心选拔儿科研究生培训医生。
Selecting doctors for postgraduate training in paediatrics using a competency based assessment centre.
作者信息
Randall R, Davies H, Patterson F, Farrell K
机构信息
Department of Psychology, City University, London, UK.
出版信息
Arch Dis Child. 2006 May;91(5):444-8. doi: 10.1136/adc.2005.076653.
The design and implementation of an assessment centre in the South Yorkshire and South Humberside deanery for selecting doctors into postgraduate training in paediatric medicine is described. Eleven competency domains were identified in the job analysis. An assessment centre comprising of four exercises was implemented to assess candidates. There were modest relationships between candidates' performance on the various assessment centre exercises. Outcomes based on interview performance were related to, but not the same as, outcomes based on the combined results of the three other assessment centre exercises. Candidates perceived the assessment centre to be a fair selection method. It is concluded that an assessment centre approach to SHO recruitment is feasible and provides a greater breadth and depth of information about candidates than does a structured interview.
本文描述了南约克郡和南亨伯赛德地区为选拔儿科医学研究生培训医生而设立的评估中心的设计与实施情况。通过工作分析确定了11个能力领域。实施了一个由四项练习组成的评估中心来评估候选人。候选人在各种评估中心练习中的表现之间存在适度的相关性。基于面试表现的结果与基于其他三项评估中心练习综合结果的结果相关，但并不相同。候选人认为评估中心是一种公平的选拔方法。得出的结论是，采用评估中心方法进行住院医师招聘是可行的，并且比结构化面试能提供关于候选人更广泛和深入的信息。
Zotero 插件