During The Selection Process, I Will Systematically Follow The Steps Below. Essay Sample
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Industrial/Organizational Psychology Quiz
The major distinct between a manager and a leader is that the manager directs the employees to work for him or her. On the other hand, the leader influences the employees to follow him/her.
O/I psychologist, through research, derives values and principles of employee, group of employees and organization behavior. The named specialist is a consultant who invents knowledge, then used it to offers solutions to the problems facing the employees at work. Also, O/I train students in areas of research that relates to industrial-Organization psychology.
Individual differences at workplace simply connote to variance in individual personality. Each and every worker has difference values, attitude, culture and perception leading to the difference in behavior. The mentioned traits lead to individual differences in work place.
Job analysis is the process that determines the features of a job or position through in-depth observation coupled with a thorough examination of chronological activities, condition of work and the expected qualifications in a worker. Job analysis is imperative in the selection process because it assist the HR to recruit quality and competent candidate in the interview (Hernandez, 2010). It also assists the organization to identify job-related task, and the knowledge needed to execute such tasks. Furthermore, it provides a clear source of legal proof of defensiveness of assessment.
Reliability is the situation in which assessment tool produces consistent and stable results. On the other hand, validity is the accuracy of the results provided by the assessment tool. Importantly, assessment tool must be both reliable and valid. For instance, if a weighing machine is designed to give additional 1 kg, then every time a box that weighs 2kg is placed on the weighing machine, it indicates 3kg. We can conclude that the weighing machine is reliable but not valid. The accurate results expected from the weighing machine when the box is placed on it, should be 2kg.
The performance management is the constant communication that takes place between the top management and other staff. From the communication, the supervisor shared with other employees the goals and objectives of the organizations. Also, the supervisor points out the expectations and what is to be achieved by the organization. Conversely, performance evaluation is whereby an employee is assigned a job-related task then after performing the task; his/her outcome is measured.
Recency is a type of bias that arises when the manager uses the recent or latest employee behavior to rate him of her. Horn is another type of bias, it occurs when the manager only focuses on one mistake in evaluating the employee. Leniency is another type of bias; in this case the manager gives a satisfactory rating to everyone. The mentioned partiality can be avoided by regular benchmarking of managers, as such gives the managers opportunity to share notes on how they rate their employees (Giacalone & Rosenfeld, 2013). Secondly, constant monitoring of the managers on how they conduct rating will make the managers be keen. The use of online performance management software is a sure way to exterminate the biases during rating.
Adverse impact refers to organizational rules, procedures and policies that may sound neutral but discriminates certain protected group. The best way to avoid adverse impact is for the HR to seek legal advice on the best and legal hiring practices.
Justice simply refers to us the perception of fairness within the organization. On the hand, fairness is the process of making sound judgment that is free of discrimination and partiality. Trust, on the other hand, emerges when employees have placed confidence and belief in the organization or among themselves.
Step 1: Identification of the available vacancy and evaluation needed.
Step 2. Developing of the description of the vacant position.
Step 3. Establishing the recruitment plan.
Step 4. Selection of the search committee.
Step 5. Advertisement of the postion.
Step 6. Reviewing of applications and short listing of applicants.
Step 7. Conducting interview.
Step 8. Selection of best candidate.
Step 9. Placement of the selected candidate.
Giacalone, R. A., & Rosenfeld, P. (Eds.). (2013). Impression management in the organization. Psychology Press.
Hernandez. S.R. (2010). Strategic Human Resource Management in Health Organization. USA: Cengage Learning.
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