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Procedures in employment psychology

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Monograph

Identifikator:: 1755109040

URN:: urn:nbn:de:zbw-retromon-131050

Document type:: Monograph

Title:: Die Vereinigte Stahlwerke A.-G.

Edition:: 1. Aufl.

Place of publication:: Berlin

Publisher:: Liebheit & Thiesen

Year of publication:: [1926]

Scope:: 71, [12] S.; Kt.

Digitisation:: 2021

Collection:: Economics Books

Usage license:: Get license information via the feedback formular.

1 EMPLOYMENT PSYCHOLOGY No pretense is made at a comprehensive summary of the results of selection studies. For these, the reader must turn to sources mentioned at the end of the vo!.me. The technique of investigation here formulated is based on the accumulated knowledge of many specialists who have contributed to the literature of research in vocational selec- tion, as well as on the authors’ experience. Although sea- soned investigators may discover in it little that is new to them, they will find it valuable as a check list, and as a guide to the experimental and statistical method in voca- tional selection to place in the hands of their less experienced assistants. The treatment presupposes familiarity with per- sonnel administration, psychology, mental test technique, and statistical methods. The intention has been to include what would be useful to industrial research workers and to executives who want to know at first hand what is really involved in a thoroughgoing program for developing im- proved means of selection for a given occupation. The book is planned also for use in connection with college courses in vocational psychology. While this manual deals in particular with the scientific methods which may be employed in vocational selection, it obviously has bearings also on vocational guidance. Vocational selection has for its aim the selection of work- ers with the greatest ability for a given occupation. Its primary emphasis differs from that of vocational guidance, which is concerned with the selection of the occupation in which a given individual’s abilities can be put to the most effective use. One focuses on the job, the other on the indi- vidual. Vocational selection, then, means a choice from among a group of individuals with reference to a restricted set of abilities; vocational guidance requires a choice from among an assortment of occupations and professions with reference to the relative strength of all the individual's abilities and opportunities. Proper vocational guidance will greatly reduce the problem of vocational selection. The latter, however, takes precedence in research, since scien- ry

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