psycology
TRANSCRIPT
Institute of Information TechnologyProfessionalism Excellence Respect
11/18/2014 2
• Partha Protim Ghosh – BIT0303
• Arif Ibne Ali – BIT0308
• Tanvir Ahmed Khan – BIT0305
• Nadia Nahar – BIT0327
• Ahmad Tahmid – BIT0332
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Introduction
Assessment Methods for Selection and Placement
Selecting Employees
Training
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Introduction :
K •Knowledge
S •Skill
A •Ability
O •Other Personal Characteristics
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Psychological Test
Biographical Information Forms
Interview
Work Sample
Assessment Center
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Group
Individual
vsObjective
Open Ended
vs Paper Pencil
Performance
vsPower
Speed
vs
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Ability Test
Cognitive Ability
Psychomotor Ability
Emotional Intelligence
Test
Vocational Interest Test
Personality Test
Achievement Test
Knowledge
Skill
Integrity Test
Overt Integrity
Personality Integrity
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Empirical Biographical
Inventory
Rational Biographical
Inventory
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Structured Interview
Unstructured Interview
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AccuracySpeed
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In-Basket Exercise
Leaderless Group Exercise
Problem Solving Simulation
Role-Play Exercise
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Planning
Recruiting
Selecting
Employees
Hiring
Selecting Employees
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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Recruitment Applicants
Sources
Employee referral
Employment Agencies
School Recruiters
Walk- ins
Web
Advertising
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Conduct a Job Analysis
Specify Job performance criteria
Choose Predictors
Cross- Validate
Validate The predictors
Selecting Employees
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Job Analysis
Choose Predictors
ChooseCriteria
ValidateCross-Validate
Conducting a Validation Study
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Checking reference andinformation
Hiring
Make an Offer
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International differences in selection practices
Legal Issues
Future issues and challenges
Others
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1. Needs Assessment
2. Objectives
3. Training Design
4. Deliver Training
5. Evaluate Training
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Organizational Level
Job Level Person Level
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Clear purpose of training
Define Criteria
What a trainee should be able to do or
know after training
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Trainee Characteristics
Training Design
Work Environment
LearningTransfer of
Training
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FeedbackGeneral Principles
Identical Elements
Overlearning Sequencing
Part
Whole
Massed
Spaced
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Audiovisual Instruction
Autoinstruction
Conference
Lecture
Modeling
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On-the-Job Training
Role Playing
Simulations
Electronic Training
Mentoring
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Responsibility of SME
Not a activity of I/O psychologist
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Develop Criteria
Choose Design
Collect Data
Analyze and Interpret Results
Choose Measures
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Reactions Learning Training Level
Behavior ResultsPerformance
Level
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Pretest-Posttest
Control Group
Protest assessment of criteria
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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