Procedures in employment psychology

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Monograph

Identifikator:: 173623112X

URN:: urn:nbn:de:zbw-retromon-112923

Document type:: Monograph

Author:: Bingham, Walter Van Dyke http://d-nb.info/gnd/123042593; Freyd, Max

Title:: Procedures in employment psychology

Place of publication:: Chicago & New York

Publisher:: Shaw

Year of publication:: 1926

Scope:: XI, 269 S

Digitisation:: 2020

Collection:: Economics Books

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Document type:: Monograph

Structure type:: Chapter

Title:: XI. Questionnaires: The personal history record and the interest analysis

Collection:: Economics Books

QUESTIONNAIRES , vestigators who go to the sources for their facts. Such in- formation is apt to be reliable but expensive. It is indis- pensible, however, in hiring some types of employees, such as Pullman porters, where integrity and dependability are most essential. If the subjects of the investigation are employees, these same sources of information may be used. When the questionnaire is distributed to subordinates by an executive who requires it to be filled out, he must explain its purpose in a way which will insure a willingness to co- operate helpfully. The best way is for the investigator himself, wherever possible, to present the questionnaire in person, insuring an understanding of the instructions and a willingness to give with the utmost frankness the informa- tion desired. Questionnaires regarding employees may be devised for completion by supervisors or fellow-workmen. Information about employees may also be obtained from company records and tabulated on specially constructed questionnaires. Much questionnaire information is best secured, not through asking the worker or supervisor to fill out a blank, but through the expensive but more reliable method of the personal interview. People who neglect or refuse to fill in a printed form or answer a letter are often glad to give the desired facts to some one who comes to them in person. Charters (30) has developed the techniques involved in this procedure. They include a careful preliminary training of the interviewers, as well as a standardization of the ques- tions to be asked. It must not be forgotten that a scientific method of selec- tion bases itself on information whose predictive value has been statistically determined. This information about the applicant is obtained by tests, rating scales, and question- naires at the time of employment. The personal interview also has as its main purpose to I53

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