I/O Psychology Paper

I. Introduction

II. Real World Examples

A. Wal-Mart

i. Hiring Process - Selection of Employees

a. Application - Information

b. Assessment - Character Evaluation

c. Interview - Personality Check

d. Second Interview - Approval Check

ii. Training

a. Orientation - Overview of Company

b. GLMS - Computerized Training Modules

c. Training with Mentor - Job Specific Training

d. Training Assessment - Knowledge Check

B. Department of Homeland Security

i. Hiring Process - Selection of Employees

a. Application - Information will go through many reviews

b. Assessment - Character Evaluation

c. Interview - Personality Check

d. Second Interview - Approval Check

e. Extensive Background Checks

ii. Training

a. Orientation - Overview of Homeland Security Policies and Procedures

b. Training with Mentor - Job Specific Training

c. Training Assessment - Knowledge Check

III. Methods to Measure Success

A. A method to measure of the success of training is the relationship that develops between employees and the trainer. Below is a list of methods to measure the level of success of each training programs.

i. Identical Elements -- Design and implement in-class activities to increase employee’s engagement and reinforce the main concepts and learning goals, which also means make sure the training has the same responses in the training situation are identical to those in the job situation.

ii. Over learning - asked questions- to get employees to participate and checking on their understanding-it is important to asked questions after every new assignment—asked repetitive questions so employees can get the understanding this also helps them to retain new information.

iii. Testing- testing the new employee’s knowledge of the subject.

iv. Transfer of training -- Incorporating active practice opportunities into training will improve learning and the transfer of new skills to their new job.

v. Feedback - Beyond assessing whether employees have transferred their recently-learned skills to the job, it is important to assess whether employees actually reacted positive or negative to the training, whether they learned anything from the training it is important to get their feedback.

vi. There are many success training methods that are available:

a. On the Job Training- method employers use to train new employees their job while they are doing it.

b. Role playing- new employees pretends to be doing a task.

c. Modeling- new employees watch trainer perform a task and then repeat or model what they have learn.

d. Lecture- trainer is speaking to a group of trainees.

e. E-learning and Electronic training- training methods are done on online

vii. Recognizing the complexity of the tasks to be trained and for how long they need to be retained for helps an organization plan out the most effective training method to be used

viii. Using a survey or questionnaire for the employees to determine their satisfaction with the training and its effectiveness can be helpful for organizations

ix. By using employee appraisals, the organization is able to see how effective their training is for the employees by looking at their performance

IV. Legal and Ethical Concerns

A. Discrimination

i. Often discrimination rises in the workforce against women, older individuals and different races. Fending off discrimination is a large factor employers need to watch out for in organizations. Treating employees and possible employees without discrimination needs to be done through a legal defensible performance appraisal system.

B. Bias

i. Bias responses can be found in any workplace. It is difficult for employers to get honest results on employees without the implication of bias. Often relationships are formed and whenever employers need ratings the results are hard to trust because of the possibility of bias. Using the 360 degree performance feedback could better help individuals in receiving a more honest feedback.

V. Conclusion