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 II. Trade tests and other applications of employment psychology

Collection:: Economics Books

252 EMPLOYMENT PSYCHOLOGY tralization took place, it was the custom of each shop foreman to hire his own men. The shop foreman was at least fairly familiar with the jobs in his particular shop, and could interview applicants with direct reference to the work which he expected them to do. His intimate knowl edge of jobs was of inestimable value in selecting the right man for the right job. However, the growth of large industries, with the consequent centralization of functions, has brought with it the centralization of all employment functions. Consequently, instead of ten or a hundred different shop foremen, each hiring his own men in his own way, we have one employment office in which a few men do all the hiring for every shop and office in the organiza tion and for nearly all of the dozens and often hundreds of varieties of jobs which may be found there. The advantages of the centralized employment office in standardizing rates, records, clerical methods, and in making the most economical use of the labor available are unquestionable. There is no longer a doubt that a central control of all the factors in the relation between an indus trial organization and its employees is indispensable. However, it is equally certain that in giving up the old form of decentralized employment, industry lost also the one most valuable feature of the old method. This was the firsthand knowledge of the different jobs under his control which the foreman of each shop had and which he was able to apply in hiring new men. When the func tions of hiring were centralized, the knowledge of these jobs was to a large extent lost. This is only natural, since it is manifestly impossible to maintain a force of inter viewers who shall be experts in all of the jobs concerned. And for the employment manager or his employment clerks to have this knowledge is still further beyond the

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