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.

Chapter

Document type:: Monograph

Structure type:: Chapter

Title:: Part III. Selection and retention

Collection:: Economics Books

EMPLOYMENT PSYCHOLOGY 3 j 6 leaving” can be recorded the final summary of facts at the time of the individual’s departure. This record, therefore, embodies the fundamental ele ments in estimating the value of a shop employee. Other points such as age, family ties, physical condition, etc., should be recorded on application, and the record kept in the employment office. The activity record, however, should be kept in the shop as long as an employee remains there, and should serve as the basis of promotions, assign ments, change in wages, and especially as a guide to the order in which men are to be laid off when that becomes necessary. After an employee has left the shop, the rec ord should be kept in the employment office and used as a basis for rehiring a man should he apply for work in the future. Above all it should serve as a standard basis upon which to judge the degree of correlation which exists be tween the process of selection and retention, between the judgments of the employment interviewers and those of the various shop foremen and superintendents under whom the selected men are working. DETERMINING CORRELATIONS It remains, now, to show just how the correlation be tween selection and retention is to be determined. If we are to remain true to our analysis, the first step in deter mining correlations will be to compare the records obtained in the physical and mental tests with the production records kept on the activity cards. For example, let us suppose that there are ten men who have been selected for the same kind of work, and whose records in the tests, in production, and in attendance are approximately as follows:

Access restriction

Copyright

fullscreen: Employment psychology

Monograph

Chapter

Table of contents

Download

Monograph

Chapter

This page

Image fragment

Citation links

Citation recommendation