Psychology
Personnel Psychology
Personnel psychology is a subfield of industrial and organizational psychology that focuses on the selection, training, and development of employees within organizations. It involves studying individual differences, job performance, and employee well-being to improve organizational effectiveness. Personnel psychologists often use psychological principles and research methods to address issues related to recruitment, assessment, and employee motivation.
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4 Key excerpts on "Personnel Psychology"
eBook - PDFPsychology
Modules for Active Learning
- Dennis Coon, John Mitterer, Tanya Martini, , Dennis Coon, John Mitterer, Tanya Martini, (Authors)
- 2021(Publication Date)
- Cengage Learning EMEA(Publisher)
Organizational culture The blend of customs, beliefs, values, attitudes, and rituals within an organization. Organizational citizenship Making positive contributions to the success of an organization in ways that go beyond one’s job description. Copyright 2022 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. PSYCHOLOGY MODULES FOR ACTIVE LEARNING 650 Personnel Psychology—Hiring Right Learning Outcome 75.2 Describe the methods companies use to hire personnel as well as retain them Companies also can enhance their chances of success by hiring the right employees in the first place. Personnel Psychology is concerned with the testing, selection, placement, and pro-motion of employees (Campbell, 2013; Woods & West, 2020). At present, nine out of ten people are or will be employed in business or industry. Thus, nearly everyone who holds a job is placed under the “psychological microscope” of personnel selection sooner or later. Clearly, it is valuable to know how selection for hiring and promotion is done. Job Analysis How do personnel psychologists select employees? Personnel selection begins with job analysis , a detailed description of the skills, knowledge, and activities required by a particu-lar job (Paquette & Heitzman, 2014; Sackett, Walmsley, & Laczo, 2013). A job analysis may be done by interviewing expert workers or supervisors, giving them questionnaires, directly observing work, or identifying critical incidents. Critical incidents are situations with which competent employees must be able to cope.
- Aparna Raghvan(Author)
- 2020(Publication Date)
- Society Publishing(Publisher)
Personnel Psychology in Organizations 5 CONTENTS 5.1. Introduction ...................................................................................... 62 5.2. Job Analysis ...................................................................................... 62 5.3. Employee Recruitment, Selection, and Placement ............................. 67 5.4. Employee Screening and Assessment ................................................ 72 5.5. Evaluating Employee Performance .................................................... 78 5.6. Employee Training and Development ................................................ 85 Chapter Introduction to Industrial Psychology: Working in Diverse Organizations 62 5.1. INTRODUCTION Personnel are one of the very important resources in an organization. This chapter is going to provide important information concerning Personnel Psychology in organizations with the main focus on job analysis. 5.2. JOB ANALYSIS A job analysis consists of three main components. These are: • Job description; • Job specification ; and • Performance standards. Job analysis refers to the procedure where jobs are gathered, analyzed, and overall responsibilities, requirements, and condition list is formulated. It aids in a better understanding of the required job skills and individual attributes that will enable job performance. Job description is a systematic and detailed summary of the duties and responsibilities for the job task. It gives clarity to the management and employees on what needs to be done. Job specification gives a comprehensive summary of the qualifications that are required in order to perform the job task such as: education, experience, knowledge, training, soft skills, hard skills, and language. Performance standards ensure that a high level of satisfactory performance is established. It ensures that the applicant of the job understands what exactly is expected of them.
eBook - PDF- Don Dinkmeyer(Author)
- 2019(Publication Date)
- CRC Press(Publisher)
3 TH E PSYCHOLOGY OF PEOPLE AT WORK Employee motivation is a com p lex science, but its foundati ons rest on the sim p le recognition that we all need to fe el im p ortant in some phase of our lives. Terrence Deal and Allen Kennedy (1 982) I NTRODUCTION Leadership is a person-to -person skill, and each person has his or her own unique style relative to applying the skill. Many management challenges are people issues, and the ability to apply practi cal behavioral science theory to specific work-related situations chara cterizes the most successful leaders. Applied behavioral science can be invaluable in providing clues to understanding employee behavior and motiva ting worke rs toward enhanced self-esteem and increased productivity. This chapter provides a theore tical overview to the entire book by summarizing what we have found significant in our roles as consulting psychologists to various organizations. Although we utilize many different psychological techniques, we have found one useful approach to business issues based on the work of the noted psychiatrists Alfred Adler and Rudolf Dreikurs. 71 72 Leadership by Encouragement SUPER LEADERSH I P In An Introduction to the 1beory and Practice of Life-Style Assessment, Eckstein uses the acronym SUPER to represent fundamental Adlerian principles. 1 The letters stand for the following: S ocial interest U nity P rivate logic E quality R easons S oc i a l Interest u p E R Social interest is chara cterized by a willingnes s to cooperate with others for the common good of all-the universal interrelatedness of all human beings. The term humanistic identification has also been described as a feeling of close kinship with other human beings in the present as well as a strong affinity for the human race as a whole, past, present, and future. High social interest in the workplace connotes a sense of belong-ing, cooperation, and responsibility.
eBook - PDF- Ladislav Mura(Author)
- 2017(Publication Date)
- IntechOpen(Publisher)
It means that a smaller number of high‐quality employees are of greater value for a company than a larger number of average or very mediocre workers. Today, vari‐ ous psychological methods are used by psychologists in an attempt to find out if a candidate is capable of meeting relevant requirements of a job position; it means that the prerequisites and potential of a candidate are measured. In this respect, we consider the application of work psychology and occupational psychology as key, as these are specialised and particu‐ larly practice‐oriented disciplines that explore the principles of psychological regulation of work-related activities and how these principles could be used for the benefit of society [ 11]. To be able to select employees, it is necessary to determine their personal characteristics, com‐ petencies and skills that are most suitable for a specific job position and what it requires. As for their purpose, work psychology methods may be divided into research methods and intervention methods. Even though it is possible to determine the individual types of meth ‐ ods which fall under these categories, their exact division is not as straightforward as science would ideally assume. For example, an interview as a method may be both a research and an intervention method. Psychological methods are therefore divided per various criteria. The following types are most frequent [12 ]: 1. Clinical methods: observation, interview, personal history and analysis of spontaneous responses; 2. Testing methods: • performance methods: IQ tests, tests of special skills and individual psychological functions (memory, creativity, technical, verbal, mathematics and art skills) and knowledge tests; • personality tests: projective tests, objective personality tests, questionnaires, evaluation scales; 3.
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