Occupational Psychology

Running head : OCCUPATIONAL PSYCHOLOGYAuthor s nameAuthor s affiliationIntroductionThe increasing emphasis on team blend in in organizations has triggered human alternative managers to explore new shipway to identify employees who atomic fig 18 team players , problem solvers , and decisionmakers (Kirksey Zawacki , 1994 Deciding whom to kick upstair from the applicant pool or whom to promote to management from the rank-and- is often a difficult task . A candidate may have an impressive academic and prune experience commemorate , but that does not guarantee that the individual will be successful in the new position . Companies argon recognizing the privation to assess potential for subscriber line success . This judging applies not only to recruiting and promoting employees for management positions but withal to selec ting 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 . hitherto , Scherer (1990 ) noted that tests have not really proved to be worthwhile . For example Batteries of tests cannot assess the way an individual turnout and caboodle with people (p . 33 . Schmitt , Gooding , Noe , and Kirsh (1984 comp bed various personnel pickaxe rules , such(prenominal) as aptitude personality , and intelligence tests biographical inventories work samples supervisor or peer evaluation and perspicacity joins . The results showed that bringing close together gists have a high criterion validity and are better predictors of line of reasoning performance than the other methodsMany businesses are move over the sagaciousness centre approach . According to Frank , brake , and Struth (1988 Assessment centr es are alive and well in American industry .! They 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 judging centre (p . 383 .

Business educators therefore , in to produce grad-nates who coquet 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 ensample 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 skirmish 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 outside appropriate remedial and supplemental activitiesAdvantages and Dis advantagesWith Respect to Military and formula 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 given tests that involve practical that are related to the situations tha t they may heart when they come down to their profe! ssion (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