Psychology and Employee Selection Article Review by Nicky
A review of three articles on psychological testing and the employee selection process.
# 150968
| 972 words
| 3 sources
| APA
| 2012
| 
Published
on May 15, 2012
in
Psychology
(Testing)
, Business
(Management)
, Business
(Human Resources)
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Description:
The paper reviews three articles; "Attracting and Selecting: What Psychological Research Tells Us" by Ryan and Tippins, "Managers Also Overrely on Tests" by Martin, and
"Protecting the Legal and Appropriate Use of Personality Testing: A Practitioner Perspective" by Jones and Arnold. The paper highlights how the selection of new employees is a critical process for any organization.
Outline:
Attracting and Selecting: What Psychological Research Tells Us
Managers Also Overrely on Tests
Protecting the Legal and Appropriate Use of Personality Testing: A Practitioner Perspective
Conclusion
"Protecting the Legal and Appropriate Use of Personality Testing: A Practitioner Perspective" by Jones and Arnold. The paper highlights how the selection of new employees is a critical process for any organization.
Outline:
Attracting and Selecting: What Psychological Research Tells Us
Managers Also Overrely on Tests
Protecting the Legal and Appropriate Use of Personality Testing: A Practitioner Perspective
Conclusion
From the Paper:
"Ryan and Tippins (2004) use the misperceptions organizational members commonly have regarding research findings in the area of employee selection as the catalyst for their article. Human resource professionals, in particular, face the challenges of meeting an ever-changing array of organizational recruiting and staffing needs. Their article concludes with three recommendations concerning employee selection. Ryan and Tippins recommends using a professional I/O psychologist to help in the translation of research into effective selection practices. HR professionals should stay current in research concerning recruitment and selection. Lastly, collecting data and performing analysis to understand what is taking place in the organization is also recommended. These suggestions are perfect for implementation into in any organization."The information from Ryan and Tippins (2004) article can be implemented directly into the HR department of an organization. The authors give very specific tips on this implementation. Contracting an I/O psychologist to help develop organizational selection practices is the most significant recommendation. These new processes can then be utilized to facilitate more effective employee selection. As new tools for employee selection are developed, keeping up with these latest selection methods is also important. Lastly, processes can be implemented to collect and analyze data to see which efforts are the most effective in selecting employees, in order to continually fine tune the process."
Sample of Sources Used:
- Jones, W. & Arnold, J. (Sept 2008). Protecting the legal and appropriate use of personality testing: A practitioner perspective. Industrial & Organizational Psychology, 1(3). Retrieved October 22, 2009, from Business Source Complete.
- Martin, S. (Sept 2008). Managers also overrely on tests. Industrial & Organizational Psychology, 1(3). Retrieved October 22, 2009, from Business Source Complete.
- Ryan, A. & Tippings, M. (Winter 2004). Attracting and selecting: What psychological research tells us. Human Resource Management, 43(4). Retrieved October 22, 2009, from Business Source Complete.
Cite this Article Review:
APA Format
Psychology and Employee Selection (2012, May 15)
Retrieved March 29, 2023, from https://www.academon.com/article-review/psychology-and-employee-selection-150968/
MLA Format
"Psychology and Employee Selection" 15 May 2012.
Web. 29 March. 2023. <https://www.academon.com/article-review/psychology-and-employee-selection-150968/>