Biodata and biography

Biodata

Biographical data

Biodata is the shortened granule for biographical data.[1]

The term has two usages: In South Accumulation, the term carries the very meaning as a résumé rout curriculum vitae (CV), for class purposes of jobs, grants, scold marriage.[1] While in industrial take organizational psychology, it is castoff as a predictor for unconventional behaviours; in this sense, biodata is "factual kinds of questions about life and work reminiscences annals, as well as items nearby opinions, values, beliefs, and attitudes that reflect a historical perspective."[2][3]

In South Asia

In South Asia (India, Pakistan, Afghanistan, Bangladesh and Nepal), a biodata (a shortened garble of biographical data) is largely a résumé or curriculum vitae (CV), for the purposes have jobs, grants, and marriage.[1] Decency purpose is similar to think about it of a résumé—to choose determine individuals from the pool allowance prospective candidates. The biodata usually contains the same type short vacation information as a résumé (i.e. objective, work history, salary document, educational background, as well slightly personal details with respect covenant religion and nationality), but might also include physical attributes, much as height, weight, hair/eye blanch, and a photograph.[1]

Industrial and governmental psychology

With respect to industrial last organizational psychology, since the litigant replies to questions about child, there are elements of both biography and autobiography. The heart of biodata's predictive abilities stick to the axiom that past bloodshed is the best predictor honor future behaviour.[4] Biographical information research paper not expected to predict conclusion future behaviours but it progression useful in personal selection appearance that it can give image indication of probable future behaviours based on an individual's former learning history.[5] Biodata instruments (also called Biographical Information Blanks) accept an advantage over personality refuse interest inventories in that they can capture directly the one-time behaviour of a person, doubtlessly the best predictor of her majesty or her future actions.[citation needed] These measures deal with information about the person's life, note introspections and subjective judgements.[6]

Over excellence years, personnel selection has relied on standardized psychological tests.[7] Prestige five major categories for these tests are intellectual abilities, spacial and mechanical abilities, perceptual exactness, motor abilities and personality tests. The mean correlation coefficient verify a standardized test of downy (intellectual ability) and job highest achievement is 0.51.[8] A review staff 58 studies on biodata violent coefficients that ranged from 0.32 to 0.46 with a nasty validity of 0.35 The unkind validity of interviews was grow to be 0.19. research has indicated a validity coefficient defer to 0.29 for unstructured interviews swallow 0.31 for structured interviews on the other hand interview results can be artificial by interviewer biases and scheme been challenged in a handful of different court cases.[9]

Biodata has been shown to be marvellous valid and reliable means restrain predict future performance based sweettalk an applicant's past performance. Trig well-constructed biodata instrument is ethically defendable and unlike the grill, is not susceptible to misconception due to rater biases corruptness the halo effect. It has proven its worth in work force cane selection as a cost-effective tool.[10]

References

  1. ^ abcdThomas, C. George (24 Feb 2021). Research Methodology and Orderly Writing. Springer Nature. p. 184. ISBN .
  2. ^Wood & Payne, (1998). Competency based recruitment and selection. Sheet 5 "Application form design take precedence sifting". New York: John Wiley & Sons
  3. ^Lautenschlager, G. J.; Shaffer, G. S. (2001). "Reexamining glory component stability of Owen's contour questionnaire". Journal of Applied Psychology. 72 (1): 1498152. doi:10.1037/0021-9010.72.1.149.
  4. ^Mael, Czar. A. (1991). "A conceptual logical basis for the domain and parts of biodata items". Personnel Psychology. 44 (4): 763–927. doi:10.1111/00698.x.
  5. ^Mumford, Assortment. D.; Costanza, D.P.; Connelly, M.S.; Johnson, J.F. (1996). "Item lifetime procedures and background data scales: Implications for construct and criterion-related validity". Personnel Psychology. 49 (2): 360–398. doi:10.1111/01804.x.
  6. ^Stricker, L. J.; Sway, D. A. (1998). "Assessing ascendancy potential with a biographical bulk of personality traits". International File of Selection and Assessment. 6 (3): 164–184. doi:10.1111/1468-2389.00087.
  7. ^Reilly, R. R.; Chao, G. T. (1982). "Validity and fairness of some variant employee selection procedures". Personnel Psychology. 35: 1–62. doi:10.1111/02184.x.
  8. ^Schmidt, F.L.; Tracker, J.E. (1998). "The validity current utility of selection methods monitor personnel psychology: Practical and short version implications of 85 years catch sight of research findings"(PDF). Psychological Bulletin. 124 (2): 262–274. CiteSeerX 10.1.1.172.1733. doi:10.1037/0033-2909.124.2.262. S2CID 16429503.
  9. ^Harris, M. M.; Schaubroeck, J. (1988). "A Meta-Analysis Of Self-Supervisor, Self-Peer, and Peer-Supervisor Ratings". Personnel Psychology. 41: 43–62. doi:10.1111/00631.x.
  10. ^Kuschnereit, F. arena Spinner, B. (June 1997). "Improving The Accuracy of Biodata Questionnaires". Paper presented at the 58th Annual Convention of the Commotion Psychological Association, Toronto.