Il centro di ricerca APRESO ha sviluppato una significativa produzione scientifica nell’ambito della valutazione del personale, evidenziando come tale processo debba fondarsi su procedure sistematiche e standardizzate, finalizzate a misurare in modo attendibile potenziale, prestazioni e competenze dei lavoratori nei diversi contesti organizzativi. Una valutazione condotta secondo criteri metodologicamente rigorosi rappresenta un presupposto indispensabile per la gestione strategica delle risorse umane, in quanto consente di integrare l’analisi individuale con le esigenze organizzative delineate da job description dettagliate e coerenti con i profili professionali richiesti.
La letteratura prodotta dal centro sottolinea l’importanza di strumenti psicometrici validati e di metodologie di assessment basate su modelli teorici consolidati, che permettono di garantire equità, trasparenza e riduzione dei bias valutativi. Le procedure di performance appraisal, se applicate con cadenza regolare, consentono di monitorare in maniera longitudinale l’allineamento tra obiettivi individuali e obiettivi organizzativi, di identificare tempestivamente eventuali aree critiche e di predisporre percorsi di sviluppo professionale mirati.
In questa prospettiva, la valutazione del personale non si limita a un esercizio descrittivo delle prestazioni, ma assume una valenza strategica per il consolidamento del capitale umano, configurandosi come strumento di governance organizzativa orientato sia al miglioramento continuo sia al sostegno della sostenibilità e dell’innovazione.
Name | APA reference |
|---|---|
Evidence of Systematic Cognitive Errors in Job Performance Self-Ratings | Tommasi, F., Sartori, R., Ceschi, A., Michailidis, E., & Dickert, S. (2024). Evidence of systematic cognitive errors in job performance self‑ratings. TPM – Testing, Psychometrics, Methodology in Applied Psychology, 31(1), 25–39. |
Psychological assessment in human resource management | Sartori, R., Costantini, A., & Ceschi, A. (2022). Psychological assessment in human resource management: discrepancies between theory and practice and two examples of integration. Personnel Review, 51(1), 284-298. |
Social Representation and Assessment of Salespeople Personality for Job Performance (2021) | Sartori, R., Costantini, A., Ceschi, A., & Tommasi, F. (2021). Social representation and assessment of salespeople personality for job performance: An overview and an Italian piece of research. Italian Sociological Review, 11(1), 19-38. |
Not only correlations | Sartori, R., Costantini, A., Ceschi, A., & Scalco, A. (2017). Not only correlations: a different approach for investigating the relationship between the Big Five personality traits and job performance based on workers and employees’ perception. Quality & Quantity, 51, 2507-2519. |
Neuroticism and Job Performance | Sartori, R., Costantini, A., & Ceschi, A. (2016). The indirect relationship between neuroticism and job performance in Italian trade workers: a cross-sectional study. In Neuroticism: Characteristics, Impact on Job Performance and Health Outcomes(pp. 61-73). Nova Science Publishers. |
The relationship between the big five personality traits and job performance | Ceschi, A., Costantini, A., Scalco, A., Charkhabi, M., & Sartori, R. (2016). The relationship between the big five personality traits and job performance in business workers and employees’ perception. International Journal of Business Research, 16(2), 63-76. |
Big Five for work and organizations FLORA | Sartori, R., Ceschi, A., Costantini, A., & Scalco, A. (2016). Big Five for work and organizations: FLORA (Role Related Personal Profile), an Italian personality test based on the Five-Factor Model and developed for the assessment of candidates and employees. Quality & Quantity, 50, 2055-2071. |
Construction and validation of a psychological test for the assessment and selection of aspiring volunteer rescuers (2014) | Sartori, R., Ceschi, A., Cubico, S., & Favretto, G. (2014). Quality and quantity in the construction and validation of a psychological test for the assessment and selection of aspiring volunteer rescuers: the action-research in an Italian health association. Quality & Quantity, 48, 3037-3051. |
Sartori, R., Ceschi, A., Dorofeeva, K., & Bellotto, M. (2013). Psychological assessment in human resources management: characteristics, biases and solutions. European Journal of Management, 13, 43-50. | |
Assessment and development center | Sartori, R., & Ceschi, A. (2013). Assessment and development centers: judgment biases and risks of using idiographic and nomothetic approaches to collecting information on people to be evaluated and trained in organizations. Quality & Quantity, 47, 3277-3288. |