PSY 435 Week 3 - Employee Selection and Training Team Paper
PSY 435 Week 3 - Employee Selection and Training Team Paper
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Date Created: 11/13/15
Employee Selection Employee Selection and Training TEAM B University of Phoenix PSY 435 Employee Selection and Training Employee Selection 2 The process of selecting and training an employee is in essence the most important part of an organization s duties Selecting and training an employee can mean the success or failure of an organization employees who know their job and are good at it create a good work environment A variety of approaches can be utilized to select and train employees within an organization The selection of an employee can be done through interviewing scientific analysis and the predictor method Training an employee can be accomplished with onthejob training modeling and auto instruction Choosing the appropriate training method for an employee is crucial and should be considered a high priority without successful training there will not be employees who can cut it The combined process of selecting and training employees is how an organization sets itself apart from others and makes it easier for them to find employees who work best for specific jobs How IO Psychologists Select amp Train Employees Many organizations select employees based upon a person s skills or what the organization believes constitutes a good employee The most basic approach to selecting a potential employee is to have a manager give a direct interview so that he or she will have a general idea of which employee will be best for the job Although this approach is considered biased it is still a measure that many company leaders use Spector 2008 Scientific methods for selecting employees are more reliable Such methods consider using criterion as a basis of good judgment when considering an employee for hire The general rule of thumb for criterion would be what makes the employee an excellent candidate for the job The criterion may consist of a person s work ethic and complete job performance Another method to consider when hiring an employee would be that of the predictor or the factors that relate to the criterion For example Employee Selection 3 when hiring a person managers may consider the amount of knowledge the employee has before hiring him or her Although this measure does not constitute the true potential of the employee it is a good indicator of where to start Organizations have used different training methods to train employees as well Three realworld examples of training methods consist of onthejob training modeling and auto instruction On thejob training consists of any method used to present employees with a hand s on approach of learning the new position Spector 2008 Modeling is a form of training that involves the employee watching another person perform the tasks required for the position The employee will generally follow and repeat what was shown Auto instruction consists of the employee working at his or her own pace usually without an instructor The three methods provide a good training basis for the employee Spector 2008 Success of Training Programs Each year roughly 30 billion dollars is spent on formal training programs and an additional 180 billion dollars is spent on informal onthejob training Schrader 2010 p 1 Evaluating any of the three training programs previously mentioned is done in five steps The first step is to set the criteria for the evaluation Traininglevel criteria and performance level criteria are both important in evaluating training methods Traininglevel criteria is what an employee can do once the training is complete and a performance level criterion is a judgment of the employees performance on the job The next step in evaluating a training program is to choose a design A common design used is the pretestposttest design Trainees are evaluated before training and again after training This Employee Selection 4 design is a way to measure how much was gained from the training If there is not much of a difference after evaluating several employees a company would want to look at implementing a new training program or make changes to the existing one The next step in successfully evaluating a training program is to choose the measures of the criteria The particular criteria would determine appropriate measures An example would be to determine if the training program was meant to change a behavior or teach a skill The final steps of successfully evaluating a training program are to collect the necessary data and analyze and interpret the data When collecting the necessary data employees are most commonly evaluated on the job rather than in training to determine what or how much was learned If the first four steps are done correct and thoroughly one will be able to reach a conclusion about the effectiveness of the training program Spector 2008 Ethical and Legal Issues In essence training programs helps with the performance of employees Organizations use various approaches that correlate with the available positions that will continue throughout the duration of the job In this paper the subjects of onthejob training modeling and auto instruction as examples for training programs implemented by organizations Meeting the standards and expectations is a goal for employers However organizations cannot exclude the possibilities of legal and ethical issues when implementing onthejob training modeling and auto instruction For example onthejob training allows organizations to hire and pay people at the lowest hourly rate permitted by the Employee Selection 5 government Unfortunately when the minimum wage is increased people who work at the previous minimum wages are laidoff Acemoglu amp Pischke 2001 Second the method of modeling is another approach IO psychologist s implement for organizations and prospective employees Modeling allows the employee to be trained by observation of duties Implementing the modeling approach correlates with ethics Performing tasks ethically and following by rules and guidelines is vital for every organization Some organizations will use videos and current employees to be models for new hire expectations Sadly when employees receive inadequate training this becomes a problem for the organization and the new hires Nonetheless auto instruction another approached used by 10 psychologist allows perspective employees to view video tapes compact discs or a series of questions The employees work at their own pace as the materials are repeated Spector 2008 The key is repetition so the employee will know how to perform the task In retrospect using the onthejob training modeling and auto instruction are good methods Various genders and ethnicities work together even though people learn at different levels and capacities Legal and ethical issues can arise because of the array of differences in people s abilities to learn and perform jobs accordingly Conclusion The selection and training of employees is an important aspect for organizations For example if a relative had to have surgery and the doctor conducting the surgery was not properly trained that relative and his or her family would want a trained surgeon to do the surgery As a Employee Selection 6 consumer the most qualified person for a position would be the right way to go but there are also other aspects like personality sociability and skill levels The health of an organization their employees and consumers in the area are also in uenced by this aspect Someone would not walk into a restaurant and want a mechanic cooking his or her food just as a person needing his or her brakes worked on would not want them worked on by a chef Throughout the selection process of a future employee there should be steps and methods used to ensure the right employee is hired Once a person is hired steps need to be made to train the employee to do the job required in a sufficient manner These two processes are important because a person who is good at one thing may be terrible at another A person must be able to perform each aspect of the job correctly thus the training Employee Selection 7 References Acemoglu D Pischke J S 2001 Minimum wages and onthejob training Retrieved from httpsWWWciteseerXistpsuedu Schrader B 2010 IndustrialOrganizational Psychology 2010 A Research Odyssey Retrieved from httpteachpsychorgresourcesebooksfacesscriptCh03 htm Spector P E 2008 Industrial and organizational psychology Research and practice University of Phoenix Custom Edition etext Hoboken NJ Wiley Retrieved August 4 2011 from University of Phoenix PSY 435 IndustrialOrganizational Psychology Course Web site Employee Selection
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