PSY 3 Assignment

PSY 3490, Industrial Organizational Psychology 1

Course Learning Outcomes for Unit III Upon completion of this unit, students should be able to:

1. Define psychological test, identify the different types of tests (e.g., cognitive ability tests, psychomotor ability tests, knowledge and skill test, personality tests, etc.), and apply these to work-related settings.

2. Analyze how biographical information, interviews, work samples, assessment centers, and electronic assessments are used to select employees.

3. Evaluate the employee recruitment process. 4. Research and apply the basic steps involved in selecting employees, including the steps needed to

conduct a validation study. 5. Explain how predictor information is used for selection. 6. Discuss the importance and utility of scientific selection, as well as the legal issues associated with

hiring decisions in the United States.

Reading Assignment Chapter 5: Assessment Methods for Selection and Placement Chapter 6: Selecting Employees

Unit Lesson Employee recruitment and selection is a major activity of I/O psychologists. Organizations spend much time and money hiring and training new employees, with researchers estimating that it costs roughly 200% of an employee’s salary to hire and train them (Griffeth & Hom, 2001). By hiring the right employees, organizations can ensure that new employees not only have the skills and abilities to perform the job well, but that they will be a great “fit” for the job (Sujarto, 2011). Studies show that a good fit is associated with important outcomes, such as organizational commitment, job satisfaction, and intentions to quit (Kristof-Brown, 2005). Considering the costs and important outcomes of employee selection, I/O psychologists use systematic approaches to recruit and select the most well-qualified and best-fitting candidates. Employee Selection Employee selection is a very important activity because who you select for a position has large implications, such as ensuring that new employees are able to perform the job well and reducing unnecessary employee turnover (Barrick & Zimmerman, 2009). Typically, selection involves assessing applicants and gathering information about them to determine the extent to which they are qualified and suitable for the job. The information that is gathered is related to the position; job-related information includes details of their work history, personality, interests, and other characteristics. The organization will also provide the employee with critical information about the organization and job. Some even provide a “realistic job preview,” in which they give applicants a candid view of the responsibilities and conditions involved (Suszko & Breaugh, 1986). Assessment Techniques I/O psychologists use a variety of assessment measures to gather information about applicants in order to determine whether they are suitable for the position. Depending on the job requirements, they may assess applicants’ cognitive abilities, psychomotor skills, personality, emotional intelligence, integrity, ability,


Employee Assessment and Selection




PSY 3490, Industrial Organizational Psychology 2


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