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

JOB ANALYSIS 269 the making of requisitions. The employment office re ceiving a requisition can find in its own records what the proper specifications are and select its men accordingly. To be sure, it will not always be necessary for the em ployment interviewer to refer to these specifications. One of the virtues of such a standard practice is that it facil itates routine and soon becomes unobtrusive. However, it will remain a source of information which can be referred to whenever the need arises, or whenever a new interviewer is being initiated into the work. This chapter began with the statement that job analysis is as important as character analysis. Now that this statement has been amplified and a practical outline of such an analysis been given, we may point out one of the queer anomalies of employment work. Whenever an applicant applies for a job he is requested to fill out an application blank. This has been the custom for many years, and serves as the basis, to a greater or lesser extent, upon which the applicant is hired. Now, if it is necessary for the applicant to give his own specifications, why should it not be necessary for the job to give its specifications? In order to bring together the right worker and the right job, it is just as necessary to have an application or set of specifications concerning the job as it is concerning the worker. One is of little value without the other. If the analysis is conducted as outlined, the employment of fice will be provided with a set of standard job specifica tions to which requisitions from the shops can refer. The application of the worker and the job application can then be fitted together in such a way as to produce the best re sults. Only when the man applies for the job and the job for the man, will there result the best union between them.

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