Testing and Assessment - I/O Psychology
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1. A discussion of the role of the industrial/organizational psychologist in the pre-screening process. (Benchmarks C 4.1: Identify the role of industrial/organizational psychologists in an organization.)
2. A discussion of common techniques used for the assessment of characteristics that are frequently used for selection of employees, including cognitive ability, personality, and emotional intelligence tests. (Benchmarks C 4.5: Evaluate methods for the selection, administration, and interpretation of workplace tests and assessments.)
3. A description of the reliability and validity of specific screening instruments representing cognitive ability, personality, and emotional intelligence tests. (Benchmarks C 4.5: Evaluate methods for the selection, administration, and interpretation of workplace tests and assessments.)
4. A discussion of the cross-cultural validity findings among the cognitive ability, personality and emotional intelligence tests selected. (Benchmarks C 4.5: Evaluate methods for the selection, administration, and interpretation of workplace tests and assessments.)
5. A discussion of how to interpret the findings of the pre-screening tests. For example, do some personality tendencies lend better to certain occupations than others? (Benchmarks C 4.5: Evaluate methods for the selection, administration, and interpretation of workplace tests and assessments.)
6. A discussion of how these tests fit in the context of the hiring process.(Benchmarks C 4.5: Evaluate methods for the selection, administration, and interpretation of workplace tests and assessments.)
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The expert examines testing and assessment for I/O Psychology. The role of the industrial/organizational psychologist in the pre-screening process is given.
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1. A discussion of the role of the industrial/organizational psychologist in the pre-screening process. (Benchmarks C 4.1: Identify the role of industrial/organizational psychologists in an organization.)
In reference to the role that I/O psychology plays in the pre-screening process, it can play an integral role if the organization chooses to pay a certified I/O psychologist to pre-screen employees before they are hired for the company. The I/O psychology process is effective in predicting future behavior by employees and can assist the company and selecting employees that are a fit for the organization's culture as well as assist in placing these employees in the appropriate positions that are in alignment with the employee's personality and capabilities. The I/O psychologist can provide insight on how to motivate employees and ensure that employees are satisfied with their employment through the use of assessments, which are capable of accurately measuring the employee's ability to competently conduct their job duties.
In conclusion, the use of I/O psychology is effective because of the ability of the organization to utilize interview guides that analyze whether employees' possess the necessary competencies to effectively carry out their job duties wherein the I/O psychologist will be capable of providing insight into whether an employee should be hired while using a non-biased approach that is legally permissible in any industry.
http://www.siop.org/business/selection.aspx
2. A discussion of common techniques used for the assessment of characteristics that are frequently used for selection of employees, including ...
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