I/O Psychology Week 4 Lecture Notes
I/O Psychology Week 4 Lecture Notes PSY 3320
Popular in Introduction to Industrial and Organizational Psychology
verified elite notetaker
Popular in Psychlogy
This 3 page Class Notes was uploaded by Nina Goad on Friday February 19, 2016. The Class Notes belongs to PSY 3320 at Middle Tennessee State University taught by Patrick McCarthy in Winter 2016. Since its upload, it has received 15 views. For similar materials see Introduction to Industrial and Organizational Psychology in Psychlogy at Middle Tennessee State University.
Reviews for I/O Psychology Week 4 Lecture Notes
Report this Material
What is Karma?
Karma is the currency of StudySoup.
You can buy or earn more Karma at anytime and redeem it for class notes, study guides, flashcards, and more!
Date Created: 02/19/16
I/O Psychology Week 4 Lecture Notes 2/8/16 & 2/15/16 2/8/16: Selection Methods use a number of different resources including application form and/or résumé, references and letters of recommendation, psychological tests, bio data, interviews, assessment centers, work samples, investigation, and drug testing. Submitted written materials include the application form, résumé, cover letter, references, and letters of recommendation. The key questions to ask when deciding to use these materials in the selection process are how to evaluate them, what are their roles in the selection process and the advantages and disadvantages of each material. Psychological tests include achievement tests, ability tests, personality inventories, psychological profiling and stability testing, integrity tests, and career and vocational inventories. Bio Data includes the assessment of background information and personal characteristics, which contains detailed items in a multiplechoice format. Bio Data requires research to develop and validate its use. The strengths to the use of bio data in the selection process are that it is a better predictor than most psychological test because it is harder to fake and bio data is very detailed. The limitations to bio data are that the reasons behind the prediction that bio data makes is not always clear with just the empirical evidence provided, some items of bio data are personal, and bio data lends itself to the risk of causing discrimination. 2/15/16: The use of the interview in the selection process is very common and is best used when it is structured and dimensionbased and can be used in the form of panel interviews or behavioral interviews that assess the applicant’s potential behavior in the workplace. The advantages to the use of an interview are that interviews can elaborate beyond written info as to who the applicant really is as well as the interview provides a sample of how the applicant communicates and interacts interpersonally. The limitations of the interview are that interviews can be timeconsuming which means the use of the interview is only practical for a small number of applicants. Another limitation is that an interview’s validity can often be worse than is generally assumed especially when the interview used is unstructured. The use of an assessment center includes several exercises that simulate job tasks including inbasket exercises, leaderless groups, problem solving simulation, and role play exercises. The advantages to assessment centers are that they are good simulators of managerial and other skills in action, they have good psychological fidelity, and have good validity meaning they are good predictors of performance. Some limitations of assessment centers are that they are not always practical because they take major work, time, and money to design and implement. They also do not have a reliable correlation between different job dimensions. The use of the work sample in job selection includes a different type of simulation, which provides actual situations that occur on the job. They are commonly used by observing the work of a temporary employee to see if they are fit to be a permanent employee as well as current employees work on projects in new areas to consider a promotion or transfer to a different department. The advantage of work samples are that they are accurate predictors of actual performance, but the limitation is that they are not always doable or practical. Supplementary methods used in employee selection include investigation and drug testing. The essential questions to consider when deciding to use these methods are how they align with the job criteria from the job analysis and how critical the information obtained from these methods are compared to the other criteria of the job analysis. Also one must consider using a combination of methods in the form of a multiple hurdle or regression approach. Investigation includes criminal background checks, credit checks, and social media and internet checks. Drug testing can include many different things but they are controversial because they can be considered to be an invasion of privacy. Drug tests are often acceptable if the job that the selection process is happening for is safety sensitive.
Are you sure you want to buy this material for
You're already Subscribed!
Looks like you've already subscribed to StudySoup, you won't need to purchase another subscription to get this material. To access this material simply click 'View Full Document'