Employee Selection Training
Employee Selection and Training
Introduction
There are many ways organizations use industrial organizational psychology to choose employees as well as train them. Two examples include the United States Customs and Border Protection, and The Transportation Security Administration. In order to utilize industrial organizational psychology, it is important to understand the procedures to measure the level of achievement for each organization. Also, there are many legal issues as well as ethical concerns that may develop in the educational tools used in each training program.
U.S. Customs and Border Protection Selection and Training of Employees
The U.S. Customs and Border Protection’s (CBP) main function is to protect the land and coastal borders of the United States from illegal entry of foreigners, contraband, terroristic activity, and weapons of mass destruction via the United States Border Patrol (Stana, 2009). The American people’s peace of mind for their safety is in the hands of those employed with the CBP. This is why the selection and training of quality, trustworthy, and dedicated employees are of the utmost importance to every American. The Personnel Research and Assessment Division (PRAD) were developed within the Office of Human Resource Management of CBP to assist with the hiring and training of personnel. The PRAD consists of various professionals, including industrial/organizational psychologist (McFarland, 2005).
U.S. Customs and Border Protection Selection of Employees
An applicant must go through an extensive consideration process in order to gain an employment offer with the CBP, specifically as a Border Patrol Agent. There are a multitude of assessments that carefully screen potential employees, created by I-O psychologists with the support of Subject Matter Experts. Such assessments include logic-based cognitive ability measurement test, artificial language assessments, job knowledge tests and simulations, writing assessments,
Introduction
There are many ways organizations use industrial organizational psychology to choose employees as well as train them. Two examples include the United States Customs and Border Protection, and The Transportation Security Administration. In order to utilize industrial organizational psychology, it is important to understand the procedures to measure the level of achievement for each organization. Also, there are many legal issues as well as ethical concerns that may develop in the educational tools used in each training program.
U.S. Customs and Border Protection Selection and Training of Employees
The U.S. Customs and Border Protection’s (CBP) main function is to protect the land and coastal borders of the United States from illegal entry of foreigners, contraband, terroristic activity, and weapons of mass destruction via the United States Border Patrol (Stana, 2009). The American people’s peace of mind for their safety is in the hands of those employed with the CBP. This is why the selection and training of quality, trustworthy, and dedicated employees are of the utmost importance to every American. The Personnel Research and Assessment Division (PRAD) were developed within the Office of Human Resource Management of CBP to assist with the hiring and training of personnel. The PRAD consists of various professionals, including industrial/organizational psychologist (McFarland, 2005).
U.S. Customs and Border Protection Selection of Employees
An applicant must go through an extensive consideration process in order to gain an employment offer with the CBP, specifically as a Border Patrol Agent. There are a multitude of assessments that carefully screen potential employees, created by I-O psychologists with the support of Subject Matter Experts. Such assessments include logic-based cognitive ability measurement test, artificial language assessments, job knowledge tests and simulations, writing assessments,
References: Friel, B. (2003). SECURITY SWEEP. Government Executive, 35(3), 49. Kolmstetter, E. (2001). I-Os Making an Impact: TSA Transportation Security Screener Skill Standards, Selection System, and Hiring Process. Retrieved from http://www.siop.org/tip/backissues/Apr03/05kolmstetter.aspx McFarland, L. (2005). I-O Psychologists in the Department of Homeland Security. The Career Column, Volume 42 Number 3. Retrieved from https://www.siop.org/tip/backissues/Jan05/10mcfarland.aspx Payback Period. (n.d.). Retrieved from http://www.financeformulas.net/Payback_Period.html Return On Investment - ROI. (n.d.). Retrieved from http://www.investopedia.com/terms/r/returnoninvestment.asp#axzz27scWbh4C Spector, P. E. (2008). Industrial and organizational psychology: Research and practice (5th ed.). Hoboken, NJ: Wiley. Stana, R. M. (2009). CBP Could Improve Its Estimation of Funding Needed for New Border Patrol Agents. GAO Reports, 1. U.S. Customs and Border Protection (CBP), Career, Retrieved from http://www.cbp.gov/xp/cgov/careers/