There are many ways organizations use industrial organizational psychology to choose employees as well as train them. Two examples include the United States Customs and Border Protection, and The Transportation Security Administration. In order to utilize industrial organizational psychology, it is important to understand the procedures to measure the level of achievement for each organization. Also, there are many legal issues as well as ethical concerns that may develop in the educational tools used in each training program. U.S. Customs and Border Protection Selection and Training of Employees The U.S. Customs and Border Protection’s (CBP) main function is to protect the land and coastal borders of the United States from illegal entry of foreigners, contraband, terroristic activity, and weapons of mass destruction via the United States Border Patrol (Stana, 2009). The American people’s peace of mind for their safety is in the hands of those employed with the CBP. This is why the selection and training of quality, trustworthy, and dedicated employees are of the utmost importance to every American. The Personnel Research and Assessment Division (PRAD) were developed within the Office of Human Resource Management of CBP to assist with the hiring and training of personnel. The PRAD consists of various professionals, including industrial/organizational psychologist (McFarland, 2005). U.S. Customs and Border Protection Selection of Employees
An applicant must go through an extensive consideration process in order to gain an employment offer with the CBP, specifically as a Border Patrol Agent. There are a multitude of assessments that carefully screen potential employees, created by I-O psychologists with the support of Subject Matter Experts. Such assessments include logic-based cognitive ability measurement test, artificial language assessments, job knowledge tests and simulations, writing assessments, polygraph tests, background check, and drug screening test. There is also a psychological test that applicants are given in order to measure their knowledge, skill, ability, attitude, interests, and personality (Spector, 2008). Applicants must pass one phase of testing before getting the opportunity to move to the next phase of testing; therefore an applicant may not get the chance to go through all of the assessments. Applicants then partake in a structured oral interview with three CBP employees where situational questions are introduced. The answers are to measure the candidate’s judgment, emotional maturity, and interpersonal skill-set (U.S. Customs and Border Protection). Applicants are further screened by completing both a written and physical test. After careful consideration of passing all assessments, physical and written tests, and oral interview, applicants may then be selected to become an employee for the CBP and begin training. U.S. Customs and Border Protection Training of Employees
Once the applicant has gone through the grueling process of being selected as an employee for the U.S. Customs and Border Protection (CBP) agency, then they will graduate onto an extensive, spaced, and challenging training program within the CBP Border Patrol Academy. The training program prepares each agent to protect the United States’ borders. The program begins with a 58-day classroom course study consisting of integrated law, physical technique training, firearms instruction, and driving; in which all portions must have a passing score of 70% by the employee. Also part of the training program is a 40-day task-based language study if the employee is not fluent in Spanish (U.S. Customs and Border Protection). TSA Airport Security Screener Selection and Training of Employees Just like the U.S. Customs and Border Protection agency, the Transportation and Security Administration (TSA), also employs the expertise of industrial/organizational psychologists. In 2002 and under the...