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Job analysis is often described as the cornerstone of successful employee selection efforts and performance management initiatives. Organisational psychologists are often involved in job analysis because they are trained in observing competencies and personality characteristics that are related to the successful performance of specific tasks.
Personnel recruitment and selection- Personnel recruitment is the process of identifying qualified candidates in the workforce and getting them to apply for jobs within an organization. Personnel selection is the systematic process of hiring and promoting personnel. Organisational psychologists must evaluate evidence regarding the extent to which selection tools predict job performance and evidence that bears on the validity of selection tools.
Performance appraisal- Performance appraisal is frequently used in promotion and compensation decisions, to help design and validate personnel selection procedures and for performance management. An organisational psychologist would typically use information from the job analysis to determine a job's performance dimensions, and then construct a rating scale to describe each level of performance for the job.
Individual assessment and psychometrics- Individual assessment involves the measurement of individual differences. I-O psychologists perform individual assessments in order to evaluate differences among candidates for employment as well as differences among employees. . Psychometrics is the science of measuring psychological variables, such as knowledge, skills, and abilities
Chatelaine answered the question on June 15, 2021 at 13:23