Explain the aspects of employee selectionDescribe the kinds of project trainingDescribe the approaches to and issues surrounding performance assessment

The branch that I-O psychology well-known as commercial psychology focuses on identifying and also matching persons to work within one organization. This entails job analysis, which means accurately describing the job or job. Then, institutions must identify the features of applicants because that a complement to the task analysis. It also involves training employees from their very first day top top the task throughout their tenure within the organization, and appraising your performance along the way.

You are watching: Which of the following is true regarding the accuracy and reliability of a job analysis?


When girlfriend read project advertisements, do you ever before wonder how the company comes up v the project description? Often, this is done through the help of I-O psychologists. There are two related however different approaches to project analysis—you may be acquainted with the outcomes of each as they often appear on the same project advertisement. The very first approach is task-oriented and lists in information the tasks that will certainly be performed because that the job. Each job is commonly rated top top scales for how generally it is performed, how challenging it is, and also how essential it is to the job. The second approach is worker-oriented. This approach describes the features required the the worker to successfully perform the job. This 2nd approach has actually been referred to as job specification (Dierdorff & Wilson, 2003). For task specification, the knowledge, skills, and abilities (KSAs) that the project requires room identified.

Observation, surveys, and also interviews are offered to acquire the information required for both types of task analysis. That is possible to observe someone that is competent in a position and analyze what skills are apparent. An additional approach used is come interview human being presently holding that position, their peers, and their supervisors to acquire a agreement of what they think are the demands of the job.

How accurate and also reliable is a project analysis? Research suggests that it can depend on the nature the the descriptions and also the resource for the job analysis. Because that example, Dierdorff & Wilson (2003) discovered that project analyses emerged from descriptions provided by people holding the project themselves were the least reliable; however, they walk not examine or speculate why this was the case.

The United states Department of job maintains a database of formerly compiled job analyses for various jobs and occupations. This allows the I-O psychologist to accessibility previous analyses for nearly any form of occupation. This system is referred to as O*Net (accessible at www.online.onetcenter.org). The site is open and also you have the right to see the KSAs that are detailed for your own position or one you might be curious about. Each occupation lists the tasks, knowledge, skills, abilities, job-related context, job-related activities, education and learning requirements, interests, personality requirements, and work styles that are deemed essential for success in that position. Girlfriend can also see data on average earnings and also projected job development in the industry.

Link come Learning

The O*Net database explains the skills, knowledge, and education required for occupations, and what personality types and work styles are ideal suited come the role. Watch what it needs to say around being a food server in a restaurant or an elementary school teacher or one industrial-organizational psychologist.

Candidate analysis and Testing

Once a agency identifies potential candidates because that a position, the candidates’ knowledge, skills, and other abilities should be evaluated and also compared v the job description. This evaluations can involve testing, one interview, and also work samples or exercises. Friend learned around personality test in the thing on personality; in the I-O context, they are offered to determine the personality qualities of the candidate in an initiative to match those come personality attributes that would certainly ensure good performance ~ above the job. For example, a high rating that agreeableness can be preferable in a customer support position. However, it is not constantly clear how ideal to correlate personality characteristics with predictions of project performance. It can be that also high that a score top top agreeableness is in reality a hindrance in the customer assistance position. Because that example, if a customer has a misperception about a product or service, agreeing with their misperception will not ultimately lead come resolution of your complaint. Any use the personality tests need to be add by a proved assessment the what scores on the check correlate with an excellent performance (Arthur, Woehr, & Graziano, 2001). Other varieties of test that may be provided to candidates include IQ tests, verity tests, and also physical tests, such as medicine tests or physical fitness tests.

Many positions need applicants to take it tests as part of the choice process. These can include IQ tests, job-specific skills tests, or personality tests. The company may collection cutoff scores (i.e., a score listed below which a candidate will certainly not move forward) because that each test to determine whether the applicant moves on to the following stage. Because that example, there was a case of Robert Jordan, a 49-year-old university graduate who applied for a position with the police force in new London, Connecticut. As component of the selection process, Jordan took the Wonderlic Personnel check (WPT), a check designed to measure up cognitive ability.

Jordan did no make it come the interview stage due to the fact that his WPT score of 33, tantamount to one IQ score of 125 (100 is the median IQ score), was too high. The new London Police department policy is to not interview anyone who has a WPT score over 27 (equivalent come an IQ score over 104) since they believe anyone that scores greater would it is in bored with police work. The average score because that police policemans nationwide is the indistinguishable of an IQ score that 104 (Jordan v. Brand-new London, 2000; alphabet News, 2000).

Jordan sue the police department alleging the his rejection to be discrimination and also his civil civil liberties were violated since he was denied equal defense under the law. The second U.S. Circuit Court the Appeals upheld a lower court’s decision the the city of brand-new London did not discriminate versus him due to the fact that the same standards were used to everyone who took the test (The new York Times, 1999).

What perform you think? When might universal cutoff point out make feeling in a rental decision, and when can they get rid of otherwise potentially strong employees?


Most tasks for mid-size come large-size companies in the joined States need a an individual interview as a step in the selection process. Because interviews are commonly used, they have been the topic of significant research by industrial psychologists. Information derived from job analysis usually creates the basis because that the types of inquiries asked. Interviews can carry out a much more dynamic resource of information around the candidate than standard testing measures. Importantly, social factors and body language can influence the outcome of the interview. These include influences, such together the degree of similarity that the applicant come the interviewer and nonverbal behaviors, such as hand gestures, head nodding, and smiling (Bye, Horverak, Sandal, Sam, & Vivjer, 2014; Rakić, Steffens, & Mummendey, 2011).

There room two species of interviews: unstructured and structured. In an unstructured interview, the interviewer may ask various questions the each various candidate. One candidate can be asked about her job goals, and another can be asked about his previous work-related experience. In an unstructured interview, the questions are often, though no always, unspecified beforehand. And in one unstructured interview the responses to questions asked are usually not scored using a conventional system. In a structured interview, the interviewer asks the same concerns of every candidate, the questions are all set in advance, and also the interviewer supplies a standardized rating mechanism for each response. With this approach, the interviewer can accurately compare two candidates’ interviews. In a meta-analysis that studies analyzing the efficiency of various species of job interviews, McDaniel, Whetzel, Schmidt & Maurer (1994) discovered that structured interviews were more effective at predicting subsequent task performance of the task candidate.

Everyday Connections: Preparing for the project Interview

You can be wondering if psychology research can tell you exactly how to success in a job interview. Together you can imagine, most research is came to with the employer’s attention in selecting the most proper candidate for the job, a score that makes sense for the candidate too. However suppose you are not the only qualified candidate because that the job; is over there a means to boost your opportunities of gift hired? A minimal amount of research has addressed this question.

As you can expect, nonverbal cues are essential in an interview. Liden, Martin, & Parsons (1993) found that lack of eye contact and also smiling top top the part of the applicant caused lower applicant ratings. Studies of impression management on the part of one applicant have shown that self-promotion habits generally have a positive influence on interviewers (Gilmore & Ferris, 1989). Different personality types use different forms the impression management, for example extroverts usage verbal self-promotion, and applicants high in agreeableness usage non-verbal methods such as smiling and also eye contact. Self-promotion was many consistently related with a hopeful outcome because that the interview, an especially if it was regarded the candidate’s person–job fit. However, the is feasible to overdo self-promotion with experienced interviewers (Howard & Ferris, 1996). Barrick, Swider & Stewart (2010) examined the impact of first impressions throughout the rapport structure that commonly occurs before an interview begins. They discovered that early stage judgments by interviewers during this duration were associated to project offers and that the judgments were about the candidate’s competence and also not just likability. Levine and also Feldman (2002) looked at the influence of numerous nonverbal actions in mock interviews top top candidates’ likability and projections of competence. Likability was influenced positively by better smiling behavior. Interestingly, various other behaviors affected likability differently depending on the sex of the applicant. Guys who displayed higher eye call were less likable; women were much more likable when they made higher eye contact. However, because that this study male applicants were interviewed by men and also female applicants to be interviewed by women. In a study carried out in a real setting, DeGroot & Gooty (2009) found that nonverbal cues impacted interviewers’ assessments around candidates. Lock looked at intuitive cues, which can regularly be modification by the candidate and vocal (nonverbal) cues, which space more daunting to modify. They uncovered that interviewer referee was positively influenced by visual and vocal cues of conscientiousness, visual and also vocal cues of openness come experience, and vocal cues the extroversion.

What is the take house message native the minimal research that has been done? learn to be mindful of your behavior during an interview. You can do this through practicing and also soliciting feedback indigenous mock interviews. Pay fist to any nonverbal cues you are projecting and also work in ~ presenting nonverbal cures that task confidence and also positive personality traits. And finally, pay attention to the very first impression you room making as it may additionally have an influence in the interview.


Training is crucial element that success and performance in many jobs. Many jobs start with one orientation period during i beg your pardon the new employee is listed information about the agency history, policies, and also administrative protocols such together time tracking, benefits, and also reporting requirements. Critical goal of orientation training is to education the brand-new employee around the organizational culture, the values, visions, hierarchies, norms and also ways the company’s employees interact—essentially just how the organization is run, exactly how it operates, and how it renders decisions. There will additionally be training that is details to the job the individual was hired to do, or training during the individual’s duration of employment the teaches aspects of new duties, or how to use new physical or software tools. Lot of these type of training will certainly be formalized because that the employee; for example, orientation maintain is often completed using software application presentations, team presentations by members of the person resources room or with civilization in the brand-new hire’s room ().


Training usually starts with an orientation period during which a new employee learns around company policies, practices, and culture. (credit: Cory Zanker)

Mentoring is a kind of informal training in i beg your pardon an proficient employee travel guide the work of a brand-new employee. In some situations, mentors will be officially assigned come a brand-new employee, while in others a mentoring relationship may build informally.

Mentoring effects on the mentor and also the employee gift mentored, the protégé, have actually been studied in recent years. In a evaluation of mentoring studies, Eby, Allen, Evans, Ng, & DuBois (2008) found far-reaching but little effects of mentoring on performance (i.e., behavioral outcomes), motivation and satisfaction, and actual job outcomes. In a an ext detailed review, Allen, Eby, Poteet, Lentz, & Lima (2004) discovered that mentoring positively influenced a protégé’s compensation and number of promotions compared with non-mentored employees. In addition, protégés were much more satisfied v their careers and had better job satisfaction. Every one of the effects were tiny but significant. Eby, Durley, Evans, & Ragins (2006) check mentoring effects on the mentor and found that mentoring was linked with greater job satisfaction and also organizational commitment. Gentry, Weber, & Sadri (2008) discovered that mentoring to be positively connected with performance ratings through supervisors. Allen, Lentz, & work (2006) uncovered in a comparison of mentors and non-mentors the mentoring led to greater reported salaries and promotions.

Mentoring is known to be particularly important come the job success of females (McKeen & Bujaki, 2007) by producing connections to informal networks, adopting a layout of communication that male managers are comfortable with, and also with overcoming discrimination in job promotions.

Gender combine in mentoring relationships are additionally an area of active study. Ragins & noodle (1999) learned the effects of sex on the outcomes of mentoring relationships and also found that protégés through a history of masculine mentors had actually significantly greater compensation especially for male protégés. The study found that woman mentor–male protégé relationships were significantly rarer than the other sex combinations.

In an check of a large number of studies on the performance of business training to accomplish its goals, Arthur, Bennett, Edens, and also Bell (2003) uncovered that maintain was, in fact, efficient when measure by the immediate an answer of the employee come the training effort, testimonial of learning outcomes (e.g., a check at the end of the training), behavioral measurements of job activities by a supervisor, and results-based criteria (e.g., performance or profits). The examined researches represented diverse forms that training including self-instruction, lecture and also discussion, and also computer assisted training.


Industrial and organizational psychologists room typically involved in developing performance-appraisal solution for organizations. These systems space designed to evaluate whether every employee is performing her job satisfactorily. Industrial and organizational psychologists study, research, and also implement ways to make work-related evaluations as fair and positive as possible; they likewise work to decrease the subjectivity associated with power ratings. Reasonably evaluated job-related helps employees execute their jobs better, enhances the likelihood of people being in the right tasks for your talents, maintains fairness, and also identifies company and separation, personal, instance training needs.

Performance appraisals are frequently documented number of times a year, frequently with a formal procedure and an annual face-to-face short meeting in between an employee and also his supervisor. That is essential that the initial job analysis play a duty in power appraisal and also any goals that have been set by the employee or by the employee and supervisor. The meeting is often used for the supervisor come communicate details concerns about the employee’s performance and to positive reinforce aspects of an excellent performance. It may likewise be provided to discuss details performance rewards, such together a salary increase, or consequences of negative performance, such together a probationary period. Part of the function of power appraisals because that the company is to record poor power to bolster decision to terminate an employee.

See more: The Measure Of Center That Is The Value That Occurs With The Greatest Frequency Is The _______.

Performance appraisals are becoming more facility processes within organizations and are often used to motivate employees to boost performance and also expand their areas of competence, in enhancement to assessing their project performance. In this capacity, power appraisals have the right to be supplied to identify avenues for maintain or whether a certain training program has been successful. One technique to power appraisal is called 360-degree feedback appraisal (). In this system, the employee’s appraisal derives native a mix of ratings through supervisors, peers, employees oversaw by the employee, and from the employee herself. Occasionally, outside observers might be offered as well, such together customers. The function of 360-degree mechanism is to offer the employee (who may be a manager) and supervisor different perspectives the the employee’s project performance; the mechanism should aid employees make improvements through their own initiatives or v training. The system is additionally used in a classic performance-appraisal context, giving the at sight with more information with which to make decisions around the employee’s position and compensation (Tornow, 1993a).