Assessment, Employee Selection, Training in Business Psychology

1. Institute of Information Technology
Professionalism Excellence Respect

2. 11/18/2014 2

3. • Partha Protim Ghosh – BIT0303
• Arif Ibne Ali – BIT0308
• Tanvir Ahmed Khan – BIT0305
• Nadia Nahar – BIT0327
• Ahmad Tahmid – BIT0332
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4. Introduction
Assessment Methods for Selection and
Placement
Selecting Employees
Training
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5. Introduction :
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7. K •Knowledge
S • Skill
A • Ability
O •Other Personal Characteristics
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8. Psychological Test
Biographical Information Forms
Interview
Work Sample
Assessment Center
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9. Group
vs
Individual
Objective
vs Paper Pencil
Open Ended
vs
Performance
Power
vs
Speed
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10. Ability Test
Cognitive
Ability
Psychomotor
Ability
Personality
Test
Emotional
Intelligence
Test
Vocational
Interest Test
Achievement
Test
Knowledge
Skill
Integrity Test
Overt
Integrity
Personality
Integrity
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11. Empirical
Biographical
Inventory
Rational
Biographical
Inventory
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12. Structured Interview
Unstructured Interview
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13. Accuracy
Speed
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14. In-Basket Exercise
Leaderless Group Exercise
Problem Solving Simulation
Role-Play Exercise
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16. Planning
Recruiting
Selecting
Employees
Hiring
Selecting Employees

17. Planning
1. Take a planned and proactive approach
2. Consider the Maximize Opportunity / Minimize Risk
3. Invest time and effort into the process
4. Create an About the Job
5. Use a range of selection techniques
6. Value all applicants and treat them with respect
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18. Recruitment Applicants
Employee
referral
Sources
Employment
Agencies
School
Recruiters
Walk- ins
Advertising
Web
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19. 19
Selecting Employees
Conduct a Job Analysis
Specify Job performance criteria
Choose Predictors
Validate The predictors
Cross- Validate
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20. Job Analysis
Choose
Criteria
Choose
Predictors
Validate
Cross-
Validate
Conducting a Validation Study
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21. Checking reference and
information
Hiring
Make an Offer
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22. Others
International differences in selection practices
Legal Issues
Future issues and challenges
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24. 1. Needs Assessment
2. Objectives
3. Training Design
4. Deliver Training
5. Evaluate Training
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25. Organizational
Level
Job Level Person Level
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26.  Clear purpose of training
 Define Criteria
 What a trainee should be able to do or
know after training
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27. Trainee
Characteristics
Training
Design
Work
Environment
Learning
Transfer of
Training
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28. Feedback
General
Principles
Identical
Elements
Overlearning Sequencing
Part
Whole
Massed
Spaced
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29. Audiovisual Instruction
Autoinstruction
Conference
Lecture
Modeling
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30. On-the-Job Training
Role Playing
Simulations
Electronic Training
Mentoring
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31.  Responsibility of SME
 Not a activity of I/O psychologist
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32. Develop
Criteria
Choose
Design
Collect
Data
Analyze and
Interpret
Results
Choose
Measures
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33. Reactions Learning Training Level
Behavior Results
Performance
Level
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34.  Pretest-Posttest
Protest
assessment
of criteria
 Control Group
Training
delivery
Posttest
assessment
of criteria
Random
assignment of
people to group
Deliver training
to trained group
Asses trained
group to criteria
Asses control
group to criteria
Deliver training
to control group
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