The following paper will cover three real world examples of how organizations have used industrial/ organizational psychology to select and train employees. These examples are human resource departments with companies, and more specifically, Taco Bell and McDonald’s. There will be a discussion of methods used to measure the levels of success of each training program. Lastly there will be a discussion of any legal and or ethical concerns that may arise in the implementation of each training program. Human Resources Selection and Training
Many organizations have a hard time getting qualified applicants to apply for certain positions. So the first challenge is getting enough people to apply to a particular job. In doing so they are able to weed out those who they deem unfit for the position. It takes a lot of effort to select the applicants that truly qualify for the job. Organizations have to begin with advertising for the position. Other resources are employee referral, employment agencies, school recruiters, walk-ins, and the internet.
To work in human resources, a person must go through an industrial/psychology analysis. Human resource departments have their own job analysis. Human resource employees must help mangers anticipate and meet changing needs related to acquisition deployment, and the utilization of employees. Human resource professionals must estimate the amount and type of employees the organization needs, to keep the business running successfully. Therefore they must hire someone who is qualified to conduct all the important roles as a human resource manager.
Human resource departments use multiple aptitude tests to screen potential employees. These tests also determine pay rates based on these tests. This is due to the quality of demand for a human resource manager. The selection process takes a lot of practice and involves assessing and choosing the right candidates. All selection processes must be legal, technically sound, and must accurately match the people and skills needed for the position. Examples of Employee Selection and Training
The majority of I/O psychologists believe that personality tests are important tools for choosing the right employees. Several big corporations use these tests to measure dimensions of personality and related characteristics. These testing methods are used to foresee insubordinate behaviors, and weed out individuals that may cause trouble or hindrance to the organization. Taco Bell, one of America’s thriving fast food establishments, uses personality testing to find the right individuals with the right attitude and determination to perform. Taco Bell is part of the YUM organization. Their motto is “Great Things Start Here”. (Workforce.com/Yum) The YUM Corporation has been dedicating numerous amounts of energy into areas such as communication, recognition, and employee retention. They understand that branding the employees doesn’t mean anything if the experience of the individuals does not match. Instead they want to establish higher profits, increased sales, lower turnover, and outstanding customer service at the drive-thru. Part of Taco Bell’s pre-employment testing includes personality testing and mathematical skills. These tests are based on the individual. Some of these particular measures may be referred to as temperaments, dispositions, or traits. Also measured in that category are employee reliability, conscientiousness, adjustment, trustworthiness, and sociability. Various personality measures are focused on characterizing people within the standard adult range of functionality while others focus on the identification of psychopathology. The reason individuals are given a basic math assessment are to measure the accountability for their employees to give back the right amount of money to customer, but to also know and understand their measurement for food ingredients. McDonald’s is another example of large companies who...