Employment psychology

Bibliographic data

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

Usage license:: Get license information via the feedback formular.

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Document type:: Monograph

Structure type:: Chapter

Title:: Part III. Selection and retention

Collection:: Economics Books

3 IQ EMPLOYMENT PSYCHOLOGY Although many companies have approximated these three conditions, and are to-day paying their employees on the basis of comparative productiveness, it has not occurred to them that the same basis may be utilized in estimating the employee’s relative value to the company or that the same standard may be applied to the process of promoting, laying off, and demoting. It seems almost un believable that one of the most fundamental principles in the science of management, namely, the recognition of individual aptitudes and differences by means of a piece work rate, should be so largely neglected in its application to the retention and re-selection of employees. As a result of this analysis, the following form and procedure were devised: Name Shop Week Ending Class of Work EARNINGS Foreman’s Rating Attendance % Total Hrs. Worked Total Earned Remarks Day Work Rate PIECE-WORK AND BONOS Amt. Hrs. Hrly Aver. Group Aver. (i) (2) (3) (4) (5) (6) (7) (8) (9) (10) Reasons for leaving This form provides for a record of the individual work er’s comparative productiveness. It provides also for certain other important items which affect the individual’s standing and which must be considered in determining the correlation between selection and retention. The rec ord of productiveness is provided for in columns three, four, five, and six. The record is to be made in terms of

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