Occupational Psychology

Running head : OCCUPATIONAL PSYCHOLOGYAuthor s nameAuthor s affiliationIntroductionThe increasing emphasis on team blend in in organizations has urgeed human pick managers to explore new shipway to identify employees who atomic deem 18 team players , problem solvers , and decisionmakers (Kirksey Zawacki , 1994 Deciding whom to kick upstairs from the applicant pool or whom to promote to management from the rank-and- is frequently a difficult task . A candidate may have an impressive academic and nominate experience commemorate , but that does not guarantee that the individual will be successful in the new position . Companies argon recognizing the wishing to assess potential for subscriber line success . This discernment applies not only to recruiting and promoting employees for management positions but as well as t o selecting administrative concentrate personnel--administrative assistants , executive assistants , or office systems specialistsTraditionally , organizations have utilize sundry(a) types of written tests to identify the right employee or manager . as yet , Scherer (1990 ) noted that tests have not really proved to be worthwhile . For example Batteries of tests cannot assess the way an individual getup and caboodle with people (p . 33 . Schmitt , Gooding , Noe , and Kirsh (1984 comp ared various personnel excerpt rules , such(prenominal) as aptitude personality , and intelligence tests biographical inventories work samples supervisor or peer evaluation and perspicacity joins . The results showed that theme aggregates have a high criterion validity and are better predictors of business organization performance than the other methodsMany businesses are pay the perspicacity centre approach . According to Frank , pasture brake , and Struth (1988 Assessment centres a re alive and well in American industry . The! y have withstood the scrutiny of practitioners and researchers alike for more than 30 years (p . 65 Also , Lowry (1994 ) noted One of the prompt growing selection methods in use today is sagaciousness centre (p . 383 .

Business educators therefore , in to produce grad-nates who puniness the needs of businesses , should also consider the assessment centre technique in evaluating administrative and teamwork skillsThe Assessment Centre TechniqueThe assessment centre technique is a comprehensive evaluation of an individual for job placement or promotion . It uses a variety of activities (including lesson studies , simulations , interviews , role plays and games ) to evaluate critical behaviours related to success on the jobThe technique abridges giving educatees typical situations that they are likely to showdown on the job , observing how they handle the situations , and evaluating their administrative capabilities . From the assessment centre report , the instructor will know all(prenominal) student s strengths and weaknesses , and thus will be able to break away appropriate remedial and supplemental activitiesAdvantages and Dis gainsWith Respect to Military and convention of law OfficersAssessment centres possess several advantages over the traditional method that involves the conductivity of written tests and interviews for the selection of military and police officers (Cascio 1987 . The biggest advantage is that the candidates are assessed on the basis of applications related to their jobs . They are precondition tests that involve practical that are related to the situations that they may verbal expression when they come dow! n to their profession (Ash et al 1990Assessment centres are also considered...If you want to get a full essay, order it on our website: OrderCustomPaper.com

If you want to get a full essay, visit our page: write my paper