Purpose

The article makes a conceptual contribution to the substantiation of the foundations in personnel management for the development and decision-making in personnel assessment based on the biographical method.

Design/methodology/approach

When substantiating the scientific direction, a comparative analysis, a comparison of the theoretical provisions of leadership and the methodology of personnel assessment, a critical appraisal of the assessment centre and biographical method were used.

Findings

Modern science contains information about effective leadership and few grounds for objective selection for leadership positions. Why do some individuals become leaders in the churches, while others become leaders of business corporations? The accepted assessment tools allow obtaining information about the candidate, but do not have a scientific basis for making a decision about leadership in recruiting. Biographical psychology brings together leadership theories and assessment tools; it allows to establish a connection between developmental psychology, social, applied and organizational psychology and provides the integration of various directions in science. It allows a deeper understanding of the relationship between a person's biographical facts and his/her suitability in the profession to justify the reasons for leadership, as well as the grounds for selection for managerial positions.

Originality/value

Substantiation of biographical psychology will allow in the future to legitimize the conduct of such studies, to come closer to the truth in the selection for leadership and not only positions, to understand the connection between the biography of leader and organizational culture. Biographical psychology will contribute to the creation of scientific basis for recruiting. To consider biographical factors more significantly (gender, age, sexual orientation, differences in personal development, and not just executive experience in the resume), this will reduce the economic costs of introducing and supporting costly procedures in organizations, as well as increasing the objectivity of the assessment and selection of personnel in organizations.

中文翻译：

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评估中心与现实之间：传记心理学如何以及为什么使人力资源管理更有效

目的

本文对基于传记法的人事评估发展和决策的人事管理基础的充实做出了概念性的贡献。

设计/方法/方法

在论证科学方向时，采用了比较分析、领导理论规定与人事考核方法的比较、考核中心的批判性评价和传记法。

发现

现代科学包含有关有效领导的信息，并且很少有客观选择领导职位的依据。为什么有些人成为教会的领袖，而另一些人成为商业公司的领袖？公认的评估工具允许获取有关候选人的信息，但没有科学依据来决定招聘中的领导力。传记心理学汇集了领导理论和评估工具；它允许在发展心理学、社会心理学、应用心理学和组织心理学之间建立联系，并提供科学各个方向的整合。它可以更深入地了解一个人的传记事实与他/她的职业适合性之间的关系，以证明领导的理由，

原创性/价值

传记心理学的证实将允许在未来使此类研究的进行合法化，在选择领导而不仅仅是职位时更接近真相，了解领导者传记与组织文化之间的联系。传记心理学将有助于为招聘创造科学依据。更重要地考虑简历因素（性别、年龄、性取向、个人发展的差异，而不仅仅是简历中的行政经验），这将降低在组织中引入和支持昂贵程序的经济成本，并提高客观性组织中人员的评估和选择。