Applying Organizational Psychology 3

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Where would Batman be without Robin? Where would Shaggy be without Scooby? Where would Fred be without Barney? Each of these individuals relies on one another to carry out common goals, values, and visions. The same holds true with most organizations. Organizations would be no where without its employees. In any organization, employees and employers must be able to properly work together. That is why the concepts of recruitment and socialization are so important. Recruitment allows for an organization to be able to obtain the best possible fit for their organization, while socialization allows for the newly recruited employee to fit in with the culture of the organization. This paper talks about the importance of recruitment and socialization in organizational psychology.

Applying Organizational Psychology
From the time one is looking for a job, to the time one is actually recruited and hired at an organization, organizational psychology principles are applied. When a potential employee goes and seeks employment, the organizational process begins. Potential employees are attracted to different organizations by different recruitment processes. Likewise, employers’ are attracted to potential employees by certain things, such as skills inventory, human behavior, and ones vision. The recruitment process is only the first step. Once hired, socialization must take place in order to transform new employees into the normal ways of the organization. Both recruitment and socialization are equally important in the organizational psychology practice. Recruitment Process

The recruitment process starts way before an applicant has even had their first interview. The recruitment process typically begins with an organization evaluating “the number of employees that will be needed, when the new employees will be needed, and the present and future supply of potential employees in the labor market” (Jex, S., 2009). The organization first needs to evaluate the needs and wants of the company. After evaluating the needs and wants of the company, knowing how many employees will be needed today and in the future, the organization will be able to take the next step in properly finding the perfect fit for their company.

After evaluating the needs and wants of the company, it’s up to the employer to “develop a sound recruitment plan” (Jex, S., 2009). A company can’t just go out and pick people up off the streets and expect them to work out effectively in their company. Likewise, individuals cannot expect to find an organization that fits their values and potential goals right off the street. Finding a job and finding a potential employee, takes a sound recruitment plan to ensure that the best possible fit for both the company and the future employee, is met.

After developing a sound recruitment plan, one that attracts the best potential employee, it is necessary to conduct a skills inventory, or “inventory that document their job experiences, continuing education, and special skills and competencies” (Jex, S., 2009). Sometimes the best person to fill a position is already there. It’s just the matter of looking and re-evaluating the employees the organization already has. Many times, after getting hired, employees will go back to college to gain additional skills and knowledge that might be useful in a new position in the company. Going back and doing a skills inventory allows an organization to sometimes find the best possible fit without even stepping outside.

Finally, after attracting the best potential employee, it is important to “take an assessment of the supply of labor for the various job categories” (Jex, S., 2009). Understanding which jobs are in the highest demand and which ones are not, helps organizations to know how and if they need to recruit contentiously or with a more laid back approach. From an applicant’s perspective, it is important to know which positions are in high demand. Knowing which jobs are in...
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