Occupational Psychology

Running head : OCCUPATIONAL PSYCHOLOGYAuthor s nameAuthor s affiliationIntroductionThe increasing emphasis on team shit in organizations has prompted human resource managers to explore new slipway to identify employees who ar team players , problem solvers , and decisionmakers (Kirksey Zawacki , 1994 Deciding whom to inscribe from the applicant pool or whom to promote to management from the rank-and- is frequently a difficult task . A candidate whitethorn have an impressive academic and work experience unload , but that does not guarantee that the individual will be successful in the new position . Companies are recognizing the rent to assess potential for pedigree success . This judicial decision applies not only to recruiting and promoting employees for management positions but also to selecting administrative protrude personnel--administrative assistants , executive assistants , or office systems specialistsTraditionally , organizations have used assorted types of written tests to identify the right employee or manager . up to now , Scherer (1990 ) noted that tests have not really proved to be worthwhile . For example Batteries of tests cannot assess the way an individual plant with people (p . 33 . Schmitt , Gooding , Noe , and Kirsh (1984 compared various personnel selection methods , much(prenominal) as aptitude personality , and intelligence tests biographical inventories work samples supervisor or peer evaluation and appraisal concentres . The results showed that judgement centres have a high criterion validity and are better predictors of job performance than the other methodsMany businesses are apply the assessment centre approach . According to Frank , brake , and Struth (1988 Assessment centres are alive and well in American industry . They have withstood the scrutiny of practitioners and researchers alike for more than 30 years (p . 65 Also , Lowry (1994 ) noted One of the instantaneous growing selection methods in use today is assessment centre (p . 383 .

Business educators therefore , in to produce grad-nates who discombobulate together the needs of businesses , should also consider the assessment centre technique in evaluating administrative and teamwork skillsThe Assessment Centre TechniqueThe assessment centre technique is a comprehensive evaluation of an individual for job placement or promotion . It uses a variety of activities (including brass studies , simulations , interviews , role plays and games ) to evaluate critical behaviours related to success on the jobThe technique entangles giving students typical situations that they are likely to detect on the job , observing how they handle the situations , and evaluating their administrative capabilities . From the assessment centre report , the instructor will know for each one student s strengths and weaknesses , and thus will be able to break appropriate remedial and supplemental activitiesAdvantages and DisadvantagesWith Respect to Military and police OfficersAssessment centres possess several advantages over the traditional method that involves the conductivity of written tests and interviews for the selection of military and police officers (Cascio 1987 . The biggest advantage is that the candidates are assessed on the basis of applications related to their jobs . They are given tests that involve practical that are related to the situations that they may face when they devolve to their profession (Ash et al 1990Assessment centres are also considered...If you want to get a full essay, order it on our website: Orderessay

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