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

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Title:: XVIII. Economic value of the examintions

Collection:: Economics Books

ECONOMIC VALUE OF EXAMINATIONS 22: judged by the type of men who represent it and the quality of manufactured products which it places on the market. Still less tangible is the effect of turnover on morale or esprit de corps. A large turnover unsettles a department and is a stimulus for men to leave who ordinarily would remain with the company. Adoption of more efficient methods of selection reduces the cost of some or all of the items mentioned above. It also enables the management to use special incentives with those men who are most likely to succeed. The investigator should secure reliable data on as many of these items as is feasible, and make conservative estimates where precise data are not to be had. In his report the im- portance of these items and the possibility of economies may be presented graphically as well as statistically. This report must distinguish clearly between economies which are cer- tain and those which are only probable or of doubtful amount. Estimates must avoid both ambiguity and exagger- ation if they are to command respect. For his self-satisfaction the investigator may rest assured that better selection methods benefit not only the employer but also the worker, by keeping him out of occupations for which he is unfit and in which he will be discontented. In a broad way the results of his researches will be of value to society, as well as to industry. The considerations here brought forward regarding the comparative worth of the old and the new type of procedure in vocational selection will probably lead to a decision in favor of the introduction of the new methods, provided the investigator has shown resourcefulness as well as analytical talent; has been able to secure a dependable criterion of suc- cess on the job; has made a wise choice of both subjects and tests; and has followed rigorous standards of procedure in measurement and in statistical evaluation of data. We may then, in a final chapter, turn to the practical problems of installation and maintenance of these improved methods of vocational selection.

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