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	<title>Business Psychology &#187; Organizational psychology</title>
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	<description>Organizational Development, Industrial and Organizational Psychology, Organisational Change, Applied Research</description>
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		<title>Job insecurity associated with depression</title>
		<link>http://businesspsy.com/job-insecurity-and-depression/</link>
		<comments>http://businesspsy.com/job-insecurity-and-depression/#comments</comments>
		<pubDate>Wed, 10 Mar 2010 19:47:00 +0000</pubDate>
		<dc:creator>Omar Bitar</dc:creator>
				<category><![CDATA[Job security]]></category>
		<category><![CDATA[Organizational psychology]]></category>
		<category><![CDATA[business performance]]></category>
		<category><![CDATA[business psychology]]></category>
		<category><![CDATA[depression]]></category>
		<category><![CDATA[losing your job]]></category>
		<category><![CDATA[negative health effects]]></category>

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		<description><![CDATA[Comments on how lack of job security can lead do depression]]></description>
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		<slash:comments>1</slash:comments>
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		<title>Evaluation of training</title>
		<link>http://businesspsy.com/evaluation-of-training/</link>
		<comments>http://businesspsy.com/evaluation-of-training/#comments</comments>
		<pubDate>Sat, 03 Oct 2009 13:15:29 +0000</pubDate>
		<dc:creator>Omar Bitar</dc:creator>
				<category><![CDATA[learning and training]]></category>
		<category><![CDATA[business psychology]]></category>
		<category><![CDATA[kirkpatrick]]></category>
		<category><![CDATA[Organizational psychology]]></category>
		<category><![CDATA[ROI]]></category>
		<category><![CDATA[trainer]]></category>
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		<description><![CDATA[It is important to evaluate the effectiveness of training, and by using this modified model based on Kirkpatrick's 4 level of analysis, you will go a long way to ensure an effective training.]]></description>
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		<title>A comment on Creativity and Innovation</title>
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		<pubDate>Sun, 14 Sep 2008 19:46:32 +0000</pubDate>
		<dc:creator>Omar Bitar</dc:creator>
				<category><![CDATA[Organizational psychology]]></category>
		<category><![CDATA[creativity]]></category>
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		<category><![CDATA[development]]></category>
		<category><![CDATA[edward de bono]]></category>
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		<category><![CDATA[learning]]></category>
		<category><![CDATA[management fads]]></category>

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		<description><![CDATA[In today&#8217;s business environment, competitive advantage becomes less and less about having unique products and/or suppliers. Rather, competitive advantage is the ability to identify and capitalise on information. Understanding what the customer wants and acting on it before anyone else, or learning a smarter way of utilising web 2.0 technology before the competitors. The two [...]]]></description>
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		<title>Psychological testing and recruitment</title>
		<link>http://businesspsy.com/psychological-testing-and-recruitment/</link>
		<comments>http://businesspsy.com/psychological-testing-and-recruitment/#comments</comments>
		<pubDate>Sun, 17 Aug 2008 07:43:00 +0000</pubDate>
		<dc:creator>Omar Bitar</dc:creator>
				<category><![CDATA[Organizational psychology]]></category>
		<category><![CDATA[Recruitment]]></category>
		<category><![CDATA[cost effectiveness]]></category>
		<category><![CDATA[GMA]]></category>
		<category><![CDATA[intelligence]]></category>
		<category><![CDATA[mental ability]]></category>
		<category><![CDATA[personality tests]]></category>
		<category><![CDATA[psychological testing]]></category>

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		<description><![CDATA[I was once asked whether psychological testing (cognitive/aptitude/intelligence/personality tests) is of any use for recruitment purposes. Seeing the popularity of these measures, the easy answer is yes, psychological testing or evaluation has its merits. But it depends on the purpose behind its use. In general I would say The more candidates the more cost effective [...]]]></description>
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