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.

APPENDIX 415 3. Pro-rating: The applicant’s final rating is secured by pro rating the five tests as follows: test 8 counts 10%; 13c, 25%; 15, 25%; 10, 20%. The pro-rating formula then is: .10 X r8 + .25 X ri3c + .25 X ris + .20 X rio + .20 X ri2 =R. The pro-rating formula in this case is based on estimates placed upon the importance of each of the tests in relation to the kind of clerical work to be done. Various combinations of clerical tests are made to suit the partic ular specifications of various kinds of jobs, and in each case, the pro-rating formula varies accordingly. When, for instance, alphabetical or topical filing clerks are desired, these tests are given more weight than any others. It is impracticable to go into all the details of these combina tions. The tests as units will however be given. 4. Standards: The standard in use is to recommend those who obtain 70 or over, and to recommend for a trial, those between 60 and 70, especially when help is scarce. advance destribution payroll section beleive posession parrallel neccessary allowence information revised temperary expence required telephone clearence 16. Spelling concieve leaveing various defenite numerous preform origon function effective duplicateing schedul maintenence fourty recind cansel accomedate contrary appointment instal routene confusion proccess adviseable comittee establish discribe concise deferred alteration permenent conveneince approved

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