Psycology

Institute of Information TechnologyProfessionalism Excellence Respect

11/18/2014 2

• Partha Protim Ghosh – BIT0303

• Arif Ibne Ali – BIT0308

• Tanvir Ahmed Khan – BIT0305

• Nadia Nahar – BIT0327

• Ahmad Tahmid – BIT0332

11/18/2014 3

Introduction

Assessment Methods for Selection and Placement

Selecting Employees

Training

11/18/2014 4

11/18/2014 5

Introduction :

K •Knowledge

S •Skill

A •Ability

O •Other Personal Characteristics

11/18/2014 7Psychology Presentation

Psychological Test

Biographical Information Forms

Interview

Work Sample

Assessment Center


Group

Individual

vsObjective

Open Ended

vs Paper Pencil

Performance

vsPower

Speed

vs


Ability Test

Cognitive Ability

Psychomotor Ability

Emotional Intelligence

Test

Vocational Interest Test

Personality Test

Achievement Test

Knowledge

Skill

Integrity Test

Overt Integrity

Personality Integrity


Empirical Biographical

Inventory

Rational Biographical

Inventory


Structured Interview

Unstructured Interview


AccuracySpeed


In-Basket Exercise

Leaderless Group Exercise

Problem Solving Simulation

Role-Play Exercise


Planning

Recruiting

Selecting

Employees

Hiring

Selecting Employees

Planning

1. Take a planned and proactive approach

2. Consider the Maximize Opportunity / Minimize Risk

3. Invest time and effort into the process

4. Create an About the Job

5. Use a range of selection techniques

6. Value all applicants and treat them with respect


Recruitment Applicants

Sources

Employee referral

Employment Agencies

School Recruiters

Walk- ins

Web

Advertising


19

Conduct a Job Analysis

Specify Job performance criteria

Choose Predictors

Cross- Validate

Validate The predictors

Selecting Employees

11/18/2014 Psychology Presentation

Job Analysis

Choose Predictors

ChooseCriteria

ValidateCross-Validate

Conducting a Validation Study


Checking reference andinformation

Hiring

Make an Offer


International differences in selection practices

Legal Issues

Future issues and challenges

Others


1. Needs Assessment

2. Objectives

3. Training Design

4. Deliver Training

5. Evaluate Training


Organizational Level

Job Level Person Level


Clear purpose of training

Define Criteria

What a trainee should be able to do or

know after training


Trainee Characteristics

Training Design

Work Environment

LearningTransfer of

Training


FeedbackGeneral Principles

Identical Elements

Overlearning Sequencing

Part

Whole

Massed

Spaced


Audiovisual Instruction

Autoinstruction

Conference

Lecture

Modeling


On-the-Job Training

Role Playing

Simulations

Electronic Training

Mentoring


Responsibility of SME

Not a activity of I/O psychologist


Develop Criteria

Choose Design

Collect Data

Analyze and Interpret Results

Choose Measures


Reactions Learning Training Level

Behavior ResultsPerformance

Level


Pretest-Posttest

Control Group

Protest assessment of criteria

Training delivery

Posttest assessment of criteria

Random assignment of

people to group

Deliver training to trained group

Asses trained group to criteria

Asses control group to criteria

Deliver training to control group





Career

Psycology