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

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Title:: Part II. Trade tests and other applications of employment psychology

Collection:: Economics Books

248 EMPLOYMENT PSYCHOLOGY large equipment for infrequent use. However, if this equipment is used not only for demonstrating purposes but for the purpose of training new operators as well, this objection will disappear. The training of new work ers is an employment function which will be discussed more fully in the chapter on vestibule schools. In the meanwhile, it may be said that the same experts who are used as instructors in the training school may be employed as expert observers when candidates are giving demon strations of their ability. It may also be objected that the length of time consumed in allowing applicants to show their skill makes such a method too clumsy and expensive. But, when it is remembered that the cost of breaking in a skilled or semi-skilled worker, both in the amount of scrap which a green worker makes and the amount of supervision he requires, varies between fifty and three hundred dollars, this objection falls to the ground. Obviously, a little more pains at the outset, and corrective training for the weaknesses which the candidate manifests during his demonstration, would amply justify itself. It may be objected that such demonstrations should be conducted in the shop and under the direct supervision of the foreman. This method, however, would shift the burden of employment work back to the source from which it was taken. In order to standardize the methods of employment and of rating applicants, it is quite essential to have all these functions, including the training of new employees, under the direct supervision of the employment office. A final objection which may be made to this method is that it still remains stagey; that is, the entire process is one which is arranged for that particular purpose and which therefore prevents the applicant from doing justice to

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