Gilbreth (2005) defined psychology on the management as the effect from mind which directs work upon which work would be directed, with effect from such undirected as well as directed work over the worker mind. Overall emphasis over success management would lie on the man, without the work. Seyidov (2000) defined it as a kind of science regarding the resources coordination within the firm with reaching towards the planned purposes. When there is a person, his/ her psychological features would be reflected through the own activity within him/ her. (Atkinson & Meager, 2006)
Here, the management & the Psychology are most closely related with themselves under the main HR function of recruitment and the selection. The people psychology concretes overall participants within management process while giving higher level of practical importance over the psychological facts there. When the psychological aspect under the selection would be guided via revealing required characteristics as well as features with the qualities as well as the abilities related with specific person towards successful performance or else the professional work through the psychological methods as well as techniques where then overall recruitment and the selection would be done as per the management view. (Arthur, 2012) This would be a search while revealing those people through such needs on professional work. This require combine inherently as well as supplement mutually both of two approaches which has explained with selecting the people with having the purpose on most adequate as well as productive utilizing such existing human resources which providing overall achievement under the planned type of purposes. (Farnham, 2010)
As per Storey’s (2002) recruitment & the selection would be considered as a key which is an integrated task where 80% of companies have investigated with providing the grounds towards optimism. On the other hand, Wright (2007) explained few exceptions on the traditional approaches towards the recruitment & the selection would continue with dominating practice would present an altogether under high pessimistic picture. Such apparent contradictions would inevitably place a kind of question mark on the extent from which kind of strategic recruitment & the selection would be really practiced via the firms in modern context here. (Arthur, 2012)
As per Snow (2004) identified HR practices, consisted with recruitment & the selection, that were congruent amongst the various competitive strategies over defender as well as prospector with the analyzer (Snow, 2004), along with cost reduction as well as the innovation with the quality enhancement (Jackson, 2007), with evidence on those practice within companies. Further, the evidence on such strategic recruitment & selection emerged through the studies which are investigating about the general developments within the HR practice. As an instance, through a kind of comprehensive study which is investigating the way that management on HR has developed within Asian companies, Storey (2002) could recognize that ‘recruitment’ as one from 27 dimensions which can be utilized for differentiating HRM through the traditional type of personnel management as well as the industrial relations based practices. Here, within HRM, recruitment has identified as a kind of ‘Integrated type of key task’ from where the personnel as well as industrial relations arisen which has seen as a kind of ‘Separate as well as marginal task’ (Storey, 2002).
Overall application on the psychological testing within recruitment & the selection, specially the usage of instruments which are designed with assessing the personality traits, is having long as well as colorful type contentious history. Here, personnel recruitment & the selection as general, with its different forms under the psychological testing specific way, has own origins from 19th century onwards. (Atkinson & Meager, 2006) Several developmental works within scientific methods under recruitment & the selection traced as the main efforts on industrial psychologists with supporting to military in world wars and its problems. The natural concepts of selection formed through the Frederic Taylor’s based scientific management, via the informal techniques under the character analysis as well as modern application over those selection instruments under the statistical analyses etc.
Similarly, overall study on personality is having rich as well as varied tradition under the psychology field here. Traditionally, most of the industrial psychologists have rejected such utilization of personality testing since it believed on such practice as unreliable as well as invalid. (Atkinson & Meager, 2006) But, most of the HR practitioners continued with using the personality testing under optimistic view with enduring faith under the ability of discriminating amongst the good as well as poor candidates. (Farnham, 2010)
Under the whole recruitment & selection procedures, it is highly used an interview method (Robertson, 2007). Here, Psychological tests would be normally combined with such interviews under the recruitment & the selection purposes. Campion (2002) showed such combining interviews along with the cognitive ability would explain additional ten percent of variance within overall job performance. But, under the psychological testing, this would be significant to consider about structure of such interviews. (Farnham, 2010)
Hence, here, it has identified some practices related with psychological testing in terms of conducting proper job analysis before the recruitment & the selection which indicates that the company line managers would be keen with improving their own selection skills furthermore (Carless 2009). Here, the HR professional is having a kind of important role with paying as knowledge intermediary who can promote overall application on such effective testing based practices under the overall process of recruitment & selection successfully.
References
Arthur, J B (2012). The link between business strategy and industrial relations systems in American steel mills, Industrial and Labor Relations Review, 45(3), pp 4
Atkinson, J and Meager, N (2006) Changing Patterns of Work, IMS/OECD, and London
Bates, R A and Holton, E F (2015) computerized performance monitoring: a review of human resource issue, Human Resource Management Review, winter
Becker, B E and Gerhart, S (2016) the impact of human resource management on organizational performance: progress and prospects, Academy of Management Journal, 39(4), pp 7
Cave, A (2014) Organizational Change in the Workplace, Kogan Page, London
Dowling, P J, Weech, D E., (2009) International Human Resource Management: Managing people in a multinational context, South Western College Publishing, Cincinnati, OH
Farnham, D (2010) Employee Relations in Context, 2nd edn, Institute of Personnel and Development, London
I agree in some way because hiring and training new employees can be an expensive process. To reduce employee turnover, some companies use psychological tests to make sure they hire potential employees before hiring them. However, psychological tests are not only used during the recruitment process. Some companies use these tests to monitor the suitability of part-time employees.
ReplyDeleteIn the current world people having stress with balancing the work and family. Continuity of work stress brings some mental disorders to employees. So, employer and HRM have to manage & monitor by psychological tests during the employment. The stress should be manage have to be practiced into every employment.
ReplyDeleteThe goal of HR Recruitment is to hire the right person for the job. … To ensure that an effective recruitment decision is made every time a position is opened, many companies use psychological and more in-depth resources to test candidates, especially at the management level.
ReplyDelete