Employee Selection
Employee Selection and Training Paper
Industrial/organization psychology is a configuration of work and methods to advance the productivity in people in his or her workplace. I/O psychology also helps organizations and employers to find potential employees. There are multiple tests used to select and train employees. These tests are used to recognize skills, abilities, and knowledge potential employees contain. There are also different methods used to determine the rank of success of training programs. Evaluations are used by companies to help assess how accurate training programs could be. As evaluations are ongoing to determine the effectiveness of the training programs, there legal and ethical concerns that could occur in the completion of the different training programs.
Tests Used to Select and Train Employees Selection of the proper employee is essential in an organization’s survival because without reliable employees people would not be able to run any business. One main method of selecting employees in today’s society is through the use of an interview. This gives the employer a chance to meet the individual in person and for him or her to view the type of person the individual is and look for KSAOs, which is knowledge, skills, ability, and other characteristics needed in order to be qualified for the job (Spector, 2012). Another part of the selection process might be to administer a test to determine how well the individual might be at completing his or her job. These tests are called ability tests. One ability test is called a cognitive-ability test, which can be done in a setting with many people and tests their ability to solve and is relatively inexpensive (Spector, 2012). These tests can even be done without the use of language and can be administered through the use of a maze or other type of test of ability. Another type of ability test is called the psychomotor ability test. The psychomotor ability test accesses the ability to manipulate
Industrial/organization psychology is a configuration of work and methods to advance the productivity in people in his or her workplace. I/O psychology also helps organizations and employers to find potential employees. There are multiple tests used to select and train employees. These tests are used to recognize skills, abilities, and knowledge potential employees contain. There are also different methods used to determine the rank of success of training programs. Evaluations are used by companies to help assess how accurate training programs could be. As evaluations are ongoing to determine the effectiveness of the training programs, there legal and ethical concerns that could occur in the completion of the different training programs.
Tests Used to Select and Train Employees Selection of the proper employee is essential in an organization’s survival because without reliable employees people would not be able to run any business. One main method of selecting employees in today’s society is through the use of an interview. This gives the employer a chance to meet the individual in person and for him or her to view the type of person the individual is and look for KSAOs, which is knowledge, skills, ability, and other characteristics needed in order to be qualified for the job (Spector, 2012). Another part of the selection process might be to administer a test to determine how well the individual might be at completing his or her job. These tests are called ability tests. One ability test is called a cognitive-ability test, which can be done in a setting with many people and tests their ability to solve and is relatively inexpensive (Spector, 2012). These tests can even be done without the use of language and can be administered through the use of a maze or other type of test of ability. Another type of ability test is called the psychomotor ability test. The psychomotor ability test accesses the ability to manipulate
References: Mikesell, J., Wilson, J., & Lawther, W. (1975). Training program and evaluation model. Public Personnel Management, 4(6), 405. Society for Industrial and Organizational Psychology. (2013). Managing the Ethical and Legal Implications of Coaching. Retrieved from http://www.siop.org/workplace/coaching/ethical_and_legal_i.aspx Spector, P. E. (2012). Industrial and organizational psychology: Research and practice (6th ed.). Hoboken, NJ: Wiley