employee selection paper

I/O psychology also helps the organizations by conducting a validation study which involves conducting a job analysis, specify job performance criteria, choose predictors, validate the predictors and cross validate. “Three factors determine the extent to which scientific selection will result in hiring better performance employer”, such as Baserate, selection ratio and validity. (Spector, 2012, p. 154). The Baserate can be defined as the percentage of people applying who will be successful on job, selection ration is the number of people a company must hire, “the validity of a selection device is the magnitude of correlation between it and the criterion” (Spector, 2012, p. 155).
To teach in a public school, an applicant has to go through many steps. One of the first steps is the application process, and then the applicant is viewed according to the need of the school district. Phone interview is also one of the starting process in which several question are asked related to the applicants education, references, transcripts, resume and background that has to be submitted too. The interview process includes the analyzing of the applicant’s skills, way of talking, behavior, self-awareness, passion and character.
The training process for the high school teacher includes many levels. It is very different from being a teacher in a middle or elementary school teacher. The applicants have to go through student teacher training in which they work with a professional teacher and learn to teach a class and the skills to interact with the students. However, to teach at high school, a teacher must pass the teaching competence examination to obtain the certification. AYP is adequate yearly progress of a school, which determines a school efficiency of delivering best education to students. If a school falls back in AYP, the teacher may end up loosing his/her job. The employer determines the teacher’s efficiency by student’s grades, tests and classroom observations.
The second real life example could be the selection of The United States Armed Forces. Armed forces (services) are one of the first organizations to apply industrial organizational theories for the selection processes. It all began in World War I, when the aptitude tests were used to select the candidates. The main reason for using I/O psychology was to find out the aptitude for job placement. The selection process for military begins with the aptitude testing. Each candidate takes the test to figure out if that person is qualified for enlistment. It also helps to determine that what kind of jobs will be best fit for which type of qualified candidate. Back ground check and the physical examination are also a major part of selection process. All of these selection processes helps to figure out the aptitude, ability and integrity of the person applying to enter the military. The test that is used in the military at present (CAT- ASVAB), computer- adaptive armed services vocational Aptitude Battery. This tests displays questions, record and scores the answers and logs results, which basically includes Word knowledge, general science, mathematics knowledge etc. The program starts by asking simple and average questions, if a person answers accurately that it goes from easy to hard questions. If a person does not answer correctly then the program ask the easy question from the same category. Some of the tests includes, Forces Qualification test, which determine mathematical knowledge, and other computer based information.