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.Post by Day 4 an explanation of the costs and benefits of personality tests compared to other quantitative predictors that a personnel consultant may have considered using in the employment context. Explain two potential consequences of faking a personality test. Finally, explain whether or not you consider faking personality tests to be a serious problem and why.
Your post should be three paragraphs. Be sure to support your postings and responses with specific references to the Learning Resources.

Discussion 2

Post by Day 5 a description of the gaps in literature that you identified in your Final Project and your research question. Then, explain any potential social change implications you might encounter if you were to conduct this research.
Your post should be three paragraphs. Be sure to support your postings and responses with specific references to the Learning Resources.