Employment psychology

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Monograph

Identifikator:: 1028407564

URN:: urn:nbn:de:zbw-retromon-47263

Document type:: Monograph

Author:: Link, Henry Charles; Thorndike, Edward L. http://d-nb.info/gnd/118802127

Title:: Employment psychology

Place of publication:: New York

Publisher:: MacMillan

Year of publication:: 1924

Scope:: 1 Online-Ressource (XII, 440 Seiten)

Digitisation:: 2018

Collection:: Economics Books

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Document type:: Monograph

Structure type:: Chapter

Title:: Part I. Psychological tests

Collection:: Economics Books

TESTING TO SPECIFICATION I0 5 ° n e to be derived from the simplification of the method °f making requisitions for clerks. Because of the many kinds of work, the requests from various offices and de partments for new clerks came into the employment office in terms that were extremely vague. The term clerk, for example, might mean a clerk of almost any kind. The term stenographer, specific in some respects, might still be vague in essential details, for some stenographers tftight be required to have filing or statistical ability and others not. The term payroll clerk was found to apply ^dually well to six or seven kinds of clerks, each engaged ln work of a different kind. This vagueness made it very difficult to examine clerks with reference to the specific a ffilities which were required of them by the specific tasks ffif which they were intended. In order to overcome this difficulty, it was proposed to base the requisitions for fffirks upon the fundamental factors which were involved ln e ach kind of work. That is, instead of asking simply °. r a P a yroll clerk, let us say, without specifying what ln d of payroll clerk, the request would have to state ffie exact specifications according to which this clerk was to be furnished. If the payroll clerk required was to P°ssess ability in division, that fact would have to be sta ted. If ability in sorting, that fact would be noted, and So forth. With the specifications given in this way, it Would become possible to give the appropriate tests and to select the candidates who most closely approached the s P e cifications outlined. The survey upon which this change of procedure was to c based was conducted by going directly to each office 0r section head and asking him to explain in detail the ta sks of those in his group. At this point a serious obstacle Was immediately encountered. When the head of a group

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