Procedures in employment psychology

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Monograph

Identifikator:: 1727871073

URN:: urn:nbn:de:zbw-retromon-105553

Document type:: Monograph

Author:: Bucharin, Nikolaj Ivanovič http://d-nb.info/gnd/118516574

Title:: Die politische Ökonomie des Rentners

Place of publication:: Wien

Publisher:: Verl. für Literatur und Politik

Year of publication:: 1926

Scope:: [2] Bl., 194 S.

Digitisation:: 2020

Collection:: Economics Books

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Document type:: Monograph

Structure type:: Chapter

Title:: IV. Kapitel. Die Profittheorie

Collection:: Economics Books

THE EXAMINATIONS AT WORK 2+; applied; therefore, some who fail technically in the tests may prove to be successful when hired under improved job conditions. Maximum value can be attached to test scores only so long as the conditions under which the applicants are employed with the use of tests reproduce in general the conditions under which they were employed when the tests were evaluated. As the type of applicant changes, the test standards may have to vary. Standards will also shift in accordance with changes in the demand for workers and the available supply. Variations in incentives due to changing economic pressure may invalidate some test norms. If men pass the tests and at a later date leave the company or are discharged, the reasons for leaving should be exam- ined critically to see whether the test predictions were really at fault. The investigator must beware lest knowledge of the tests become general on the part of new applicants. He will be prepared, if need be, to provide alternative forms to guard against coaching. He should be on the lookout for important changes in the job itself. He should keep a continual watch on the tests, and after making due allowances for their margin of reliability, check up the circumstances under which they make faulty pre- diction, and only then apply the proper remedies and changes. After the tests have been in operation for a considerable time, the investigator should find out what they have ac- complished in the way of increasing average production per man, decreasing breakage and loss, reducing labor turnover in the department, increasing the average level of applicants, and so forth, in comparison with other departments or plants where the improved methods of selection have not been introduced. These are secondary criteria of the worth of the tests. In obtaining them the statisticians and cost accountants will be able to help. Examples of the presen- zG

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