The Assignment (8–10 pages: Not including title page, abstract, and  references)

  • A literature review using 15–20 articles related to  your topic (job analysis, competency models, training and development, or  selection). Use the “Final Project Template” document to organize your review.
  • Gap(s) in research of personnel psychology
  • A problem statement using the “Final Project  Template”
  • A purpose statement using the “Final Project  Template”
  • Research question(s) and hypotheses based upon the  gap(s) in research

Your Final Project  must also include a title page and an abstract page and background, literature  strategy, and references sections. It must be based upon scholarly literature  and the Learning Resources presented in this course.

Employee Selection and Training

Running Head: Employee Selection and Training 2

Employee Selection and Training 2

Employee Selection and Training

Shauna Davis

I/O Psychology/ Personnel psychology

Walden University

10/20/19

ABSTRACT

Introduction

Employers are facing several risks when it comes to employment selection as well as training and development programs. An organization must, therefore, ensure that statements, overtures as well as advertisements are not suspect as well as ensuring that there is no form of discrimination in its selection process. There should be no references to age as well as gender but instead, be based on the description of the job. Selection is entailing all the activities aimed at choosing a suitable candidate from the applicants to fill a given post while training is consisting of the processes aimed at ensuring that the job holders have the right skills, attitudes as well as knowledge towards achieving the objectives of the organization. New employees should be given an induction program where they are capable of meeting other employees as well as showing the skills they must learn. Organizations thus must have a detailed training scheme which can either be on the job where skills are acquired through experience at work or off the job where learning is via attending courses (Larsen, 2017, p. 114).

Organizational, as well as industrial psychologists, usually use a different process in selecting new employees regarding what the organization needs. The selection is enabling the organization to screen out individuals who are not suited for the role. The goal of industrial or organizational psychology is to give answers to a specified role such as how to select the best employees, choosing the best training, mechanisms for the employees as well as the way of determining the turnover cases alongside ways of reducing it. The industrial psychology is dealing with training, selection as well as placement while organizational psychology is dealing with issues such as increasing job satisfaction as well as determining how employees can be motivated (Larsen, 2017, p. 110).

Literature Review

In Employee Selection and training, there seems to be a gap in the selection part and the fact that, organizations need psychologists to recruit the correct persons for the vacant position. This is not a topic that is not discussed frequently as it is not considered that Important; the only requirement is that the employee needs to be qualified. There are specific factors that contribute to organizations not focusing on employee well-being in terms of industrial psychology. But it is crucial to remember that the purpose of Employee Selection and Training is recruiting the most suitable candidate who meets the requirements of the organization, for better organizational performance. Basically, determining the job applicants that will be successful if they are hired. Which is true according to Gelfand et al. 2017 looking at Cross-cultural industrial organizational psychology and organizational behavior, in the past 100 years. Through the journal of applied technology whereby the article clearly shows that in the past 100 years there is still work that needs to be done, then forecasting in the next 100 years whereby according to Journal of Applied technology things will be different. Landy et al. 2016 looks at Industrial psychology looks at the factors that are involved in this sector and at the same time looks at what the factors that hinder this field of psychology. Landy et al. 2016 acknowledges the fact that western culture of individualism is one of the main factors that affect the development of Industrial Psychology whereby organizations only focus on the recruiting the “qualified employees but neglect the fact that Industrial Psychology is important in the Employee and Selection Process.

The Problem Statement

Industrial Psychology is not an important aspect in the conventional workplace, do some organizations consider this an aspect not worth investing in;

Whereby According to Riggio 2017, the organization needs to employ different motivation theories during the selection of its employees. Riggio mainly focuses on the communication process; Worker Issues; which deals with wok centered processes. Whereby Industrial Psychology, which is an aspect that is not considered to be relevant, can be very helpful if there was more research on the same. Basically, Industrial Psychology utilizes the principles and psychological theories to the organization; for the main reason of increasing workplace productivity and issues that are related to metal and physical wellbeing of the employees. This ranges from studying worker behavior, attitude and generally conducting leadership training; thus, having the overall objective of studying workplace human behavior.

Industrial Psychology covers a broad range of activities; Training and development, Ergonomics in the workplace; performance management, work life, organizational development through improving organization structure and the most important and relevant in this case being the Employee selection (basically testing if an employee is qualified for a job). Some jobs are more psychological demanding than others; according to Schein 2015, he looks at the comparison of Industrial psychology before and know. One thing is that this field is fragmented and most of the issue have remained the same. This are the qualities of a field that is developing which means that with time maybe this field will improve and organizations will focus on it. Industrial psychology is a field that is vast and is considered a field of organizational development and learning experientially. At the same time there are other factors that explain why this filed has remained a gap in Employee selection and Training. Decline of group interventions, declining group dynamics, interdependency, social responsibility, new forms of organizations and culture of individualism are some of the factors that make this filed challenging in the full implementation and concentration of Industrial Psychology making the work of researchers and consultants very hard.

Purpose of the Study

Having conducted a review of literature pertaining to the importance of applying industrial psychology in employee selection and training within the work place, it is important to define research questions and highlight the purpose of the research project in order to quantify and qualify the effectiveness of industrial psychology as a tool for personnel selection.

The purpose of this research project is to examine the importance, if any, of industrial psychology in the selection, recruitment and training process in organizations. The project also assesses whether deploying industrial psychology in selection of personnel is effective (yields quality newly hired employees) compared to the traditional face to face interview methods of employee selection.

Research Question(s) and Hypotheses

The study will also address the following questions;

• What are the reasons and motives behind the introduction of industrial psychology in the selection and recruitment process and its potential in identifying candidates for promotion and training.

• What are the general trends of organizations that have deployed industrial psychology strategies as a means of personnel selection. The research will compare and contrast the findings from organizations that utilize industrial psychology to those organizations which utilize other techniques.

• What are the different psychology recruitment and selection practices used within organizations.

• What is the long-term effectiveness of this mechanism in terms of its cost

• How do the use of industrial psychology relate with other selection tools as a reliable and invaluable method of recruitment process. How can it be used in conjunction with these other tools?

• What are the attitudes and experiences of the general towards industrial psychology methods both from an administrator and applicants’ point of view.

• What are the limitations of using various industrial psychology selection techniques, in both from an organizational and individual view?

The research questions herein are mainly qualitative and quantitative in nature and for this reason the research gathers data which will be representative of both. The research objectives above can also be viewed as both exploratory while others descriptive. Exploratory research provides information that will help to define problems and suggest hypotheses (Kotler, Armstrong, Saunders and Wong 2001). It is used to investigate people’s attitudes, opinions, motivations and behaviors. Descriptive research on the other hand, is based on facts and figures and usually consists of quantitative techniques.

An interview is a purposeful discussion between two or more people. Semi-structured interview as a qualitative method is important in this study in order to address the research questions. Also, to gain to gain an insight into the thoughts and experiences of a company that utilizes an alternative method of selection. Quantitative method is also important in form of statistically analysis (Malhotra, 1996). Questionnaires are the best quantitative method hence it is chosen for the study. Individual attitudes and opinions of groups could be measured and analyzed using questionnaires. A total of 21 organizations from 10 different types of organizations were chosen with majority in the Service and manufacturing sectors- this serves the purpose of the research.

Reference

Larsen, H. H. (2017). Critical issues in training and development. Policy and practice in European human resource management (pp. 107-121). Routledge.

Riggio, R. E. (2017). Introduction to industrial/organizational psychology. Routledge.

Schein, E. H. (2015). Organizational psychology then and now: Some observations. Annu. Rev. Organ. Psychol. Organ. Behav.2(1), 1-19.

Gelfand, M. J., Aycan, Z., Erez, M., & Leung, K. (2017). Cross-cultural industrial organizational psychology and organizational behavior: A hundred-year journey. Journal of Applied Psychology, 102(3), 514-529.

Landy, F. J., & Conte, J. M. (2016). Work in the 21st century, Binder ready version: An introduction to Industrial and Organizational Psychology. John Wiley & Sons.

Malhorta, N.K. (1996). Marketing Research: An Applied orientation, 2nd edition, NJ: Prentice Hall.

Kotler, Armstrong, Saunders Wong (2001) page 275, Principles of Marketing, 3rd European edition: Prentice Hall.

 

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