Using Industrial Psychology for Employee Selection and Training Term Paper

A look at the uses of industrial psychology in various environments.
# 151954 | 1,781 words | 9 sources | APA | 2012 | PK
Published on Oct 31, 2012 in Business (Management) , Business (Human Resources) , Psychology (General)

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This paper presents a a discussion of the various environments in which industrial psychology may be applied, particularly in selecting and training employees. First, the paper notes that educational organizations such as public schools, police officers and large department store management are the real-world examples used in the paper. Next, the paper discusses how these organizations use I/O psychology to select and train new employees. Additionally, the paper addresses the different methods to measure the level of success of each training program used in I/O psychology. Finally the paper examines the legal and ethical concerns that may arise in the implementation of each training program. This paper is written as a guide for a team using the methods of industrial psychology. The paper concludes by stating the best methods for selecting new employees.


Educational Organizations
Department Store Management
Police Organizations

From the Paper:

"The committee once used a questionnaire from the Gallop Industry; however the findings were inconclusive and unreliable. Because of this they sat down with agencies within the community and formed their own verbal questionnaire. The candidate must be able to communicate properly with all involved, provide adequate or better lesson plans, and visualize other areas to lend aid in. He or she must also fulfill a six credit requirement every five years, attend Rigor-Relevance-Relationship workshops, and perform Strength Finder 2.0 questionnaires (Freimund, 2010). Other training that is required is self-esteem building and personal growth. These classes should include training for suicide prevention. This includes identifying the warning signs and identifies risks involved. Given the right training the school guidance counselor can provide training to staff and individuals. Because the school staff works with students on a daily basis this training should be made available to everyone (Gibbons & Studer, 2008).
"There are many legal and ethical concerns for training programs and selection of employees within the educational organization. For instance, discrimination or termination, finance issues, discipline problems, bargaining problems, changes related to the ADA and FMLA, special education issues on placement, free speech, sexual misconduct, and interventions..."

Sample of Sources Used:

  • Association, A.P. (1971-2010). Chapter IX Educational Affairs. Washington, DC. District of Columbia, United States. Retrieved from American Psychological Association.
  • Dejoy, David, M., Wilson, Mark, G., Vendenberg, Robert, J., McGrath-Higgins, Allison, L., and Griffin-Blake, C. S., (2010.) Assessing the impact of healthy work organization intervention. Journal of Occupational and Organizational Psychology, vol. 83. United Kingdom and United States: The British Psychological Society.
  • Fleming, M., Cooley, A., & McFadden-Wade, G. (2009). Morals clauses for educators in secondary and postsecondary schools: Legal applications and constitutional concerns. Brigham Young University Education & Law Journal, (1), 67. Retrieved from MasterFILE Premier database.
  • Freimund, S. (2010, October 5). Principal, Horace Mann High School, North Fond du Lac. (T.A. Stangl-Sweet, Interviewer).
  • Gibbons, M., & Studer, J. (2008). Suicide awareness training for faculty and staff: A training model for school counselors. Professional School Counseling, 11(4), 272. Retrieved from MasterFILE Premier database.

Cite this Term Paper:

APA Format

Using Industrial Psychology for Employee Selection and Training (2012, October 31) Retrieved August 08, 2022, from

MLA Format

"Using Industrial Psychology for Employee Selection and Training" 31 October 2012. Web. 08 August. 2022. <>