Industrial/Organizational Psychology Exam - Human Resources

INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY S.Y. 2024 - 2025 HUMAN RESOURCES Human Resources RECRUITMENT TECHNIQUES ➔​ used to describe both people who work for 1.​ Internal Recruitment - promote...

INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY S.Y. 2024 - 2025 HUMAN RESOURCES Human Resources RECRUITMENT TECHNIQUES ➔​ used to describe both people who work for 1.​ Internal Recruitment - promote a company or organization and the someone within the organization department responsible for managing all 2.​ External Recruitment - to hire matters related to employees, who someone from outside the collectively represent one of the most organization valuable resources in any businesses or organization ➔​ also called as talent or personnel RECRUITMENT management. MEDIA ADVERTISEMENTS ​ Newspaper Ads (HR) is the division of a business that is charged ​ Electronic Media with: ​ Situation-Wanted Ads (jobstreet, ​ Finding ​ Recruiting JobsDB) ​ Screening ​ Point-of-Purchase Methods-(where ​ Training job applicants, employees are you going to put your job vacancy? ​ Administering employee-benefit programs Along Edsa? In the toilet of Malls? ​ Compensation and benefits Restaurants?) ​ Firing ​ Recruiters (campus recruiters, outside ​ Keeping up to date with any laws that may recruiters such as employment affect the company and its employees. agencies) Career Titles for HR Professionals includes: Employment agencies operate in one of two ​ Training development specialist ​ HR manager ways. ​ Benefits specialist ​ They charge either the company or the ​ Human resource generalist applicant when the applicant takes the ​ Employment services manager job. ​ Compensation and job analysis specialist ​ The amount charged usually ranges ​ Training and development manager from 10% to 30% of the applicant's ​ Recruiter first-year salary. ​ Benefits counselor ​ Personnel analyst EXECUTIVE SEARCH FIRMS ​ jobs they represent tend to be Human Resource Planning ➔​ also known as workforce planning, higher-paying, non-entry-level succession planning, strategic staffing positions, they charge their fees to ➔​ process of hiring and staffing an organizations rather than to organization applicants, fees charged by executive 1 INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY S.Y. 2024 - 2025 search firms tend to be about 30% of ​ Poor Intuitive Ability - Interviewers the applicant's first-year salary. often base their hiring decisions on "gut reactions, or intuition. However, PUBLIC EMPLOYMENT AGENCIES people are not good at using intuition ​ designed primarily to help the to predict behavior unemployed find work ​ Lack of Job Relatedness - a preference for an answer does not OTHERS imply that it will actually predict future ​ Employee Referrals performance on the job. ​ Direct Email ​ Primacy Effects - "first impressions" ​ Internet doesn't always last. ​ Job Fairs ​ Walk-ins UNSTRUCTURED INTERVIEW ➔​ Interviewers are free to ask anything Headhunters - known for recruiting they want applicants for high paying jobs ➔​ Are not required to have consistency in what they ask of each applicant EMPLOYMENT INTERVIEWS ➔​ May assign numbers of points at their own discretion. Type of Interviews Problems with Unstructured Interviews STRUCTURED INTERVIEWS ​ Contrast Effects - the interview ➔​ The source of the questions is a job performance of one applicant may analysis (job-related questions) affect the interview score given to the ➔​ All applicants are asked the same next applicant question ​ Negative-Information Bias - seems to ➔​ There is a standardized scoring key to occur only when interviewers aren't evaluate each answer aware of job requirements. ​ Interviewer-Interviewee Similarity - Advantages of Structured Interview interviewers gave higher ratings to ​ Questions are job-related same-race interviewees or with the ​ Scoring is standardized same background or experience. ​ Structured interviews can add ​ Interviewee Appearance - physically predictive power (called incremental attractive applicants have an validity) to the use of cognitive ability advantage in interviews over less tests. attractive applicants and applicants ​ From a legal standpoint, structured who dress professionally receive Interviews are viewed more favorably higher interview scores than do more by the courts than are unstructured poorly dressed applicants. Obese interviews. 2 INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY S.Y. 2024 - 2025 applicants receive lower interview Selection scores than their leaner counterparts. ​ In employee selection, all the ​ Nonverbal Cues - Howard and Ferris information gained from screening found a significant relationship procedures, such as application forms, between use of appropriate nonverbal resumes, test scores, and hiring behaviors and interviewer perceptions interview evaluations, is combined in of Interviewee competence. some manner to make actual ​ However, meta-analysis results selection decisions. also indicate that the appropriate use of such verbal Objectives of Selection cues as tone, pitch, speech rate, and pauses is also related to ​ Choosing the qualified candidate for higher interview scores employment. ​ Maximize the probability of accurate STYLE decisions making. ​ One-on-one ​ Decision is free from both ​ Serial intentional/unintentional ​ Return discrimination against applicants. ​ Panel ​ Determining who will be successful ​ Group and reject those who will not be successful in the job. MEDIUM ​ Face-to-face ​ Telephone Traditional Selection Procedure ​ Videoconference ​ Reception of applicants ​ Written ​ Preliminary Interview ​ Filling out application SCREENING AND SELECTION ​ Employments Test ​ Interview Employee Screening - process of reviewing ​ Behavioral Interview information about job applicants used to ​ Preliminary Selection select workers ​ Final Selection ​ Resumes ​ Physical Examination ​ Job applications ​ Letters of recommendations ​ Employment tests ​ Interviews 3 INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY S.Y. 2024 - 2025 How do Organizations select Employees? Important Elements: 1.​ Criterion ➔​ Measures of job success typically. related to performance; definition of good employee performance. General Criterion of Success ​ Performance ​ Loyalty REFERENCES AND TESTING ​ Commitment to the organization ​ A good work attendance record Reference Check - the process of confirming ​ Ability to get along with supervisors the accuracy of information provided by an and coworkers applicant ​ Ability to learn and grow on the job Reference - the expression of an opinion, 2.​ Predictors either orally or through a written checklist, ➔​ any pieces of information that regarding an applicant's ability, previous we are able to measured/ performance, work habits, character, or assessed about job applicants potential for future success that are related to (predictive ​ content and format of a reference are of) the criterion. determined by the person or Measuring: organization asking for the reference ​ Job-related knowledge/Expertise ​ Education Letter of Recommendation - a letter ​ Skills expressing an opinion regarding an applicant's ability, previous performance, In predicting who will be successful in a given work habits, character, or potential for future job. success ​ content and format of a letter of Types of Decision Errors in Employee Selection recommendation are determined by the letter writer 1.​ False Positive Error - erroneously accepting applicants who would have been unsuccessful 2.​ False Negative Error - erroneously rejecting applicants who would have been successful 4 INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY S.Y. 2024 - 2025 ➔​ Placing current employee to other Reasons for using References and position within the organization. Recommendations ➔​ Same method used in "Selection" ​ Confirming Details on a Résumé - Are KSAOS. the information true or falsified? ➔​ Worked by Personnel/ HR Specialist. ​ Checking for Discipline Problems - Did ➔​ Therefore, the personnel specialist's job the person resign or was terminated? is to find the best possible "fit" between the worker's attributes (KSAOs) and the A history of such discipline problems as poor requirements of the job openings attendance, sexual harassment, and violence is important for an organization to discover to avoid future problems as well as to protect itself from a potential charge of negligent hiring. ​ Discovering New Information ○​ About the Applicant-former employers and professors can provide information about an applicant's work habits, character, personality, and skills. ​ Predicting Future Performance ○​ The best predictor of future performance is past performance. ○​ References and letters of recommendation are ways to try to predict future performance by looking at past performance. PLACEMENT Placement ➔​ The process of assigning workers to appropriate jobs. ➔​ Placing new hires with right qualification at a particular job positions. 5