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Employment psychology : the application of scientific methods to the selection, training and grading of employees

Author: Henry C Link
Publisher: New York : Macmillan, 1919.
Edition/Format:   eBook : Document : EnglishView all editions and formats
Summary:
"This book gives an honest, impartial account of the use of psychological tests under working conditions in a representative industry. It also gives much valuable detail concerning the practical arrangements for investigating the merits of tests and for putting satisfactory ones into operation. Part I describes the results obtained from the application of psychological tests to employment problems under typical  Read more...
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Additional Physical Format: Print version:
Link, Henry C. (Henry Charles), 1889-1952.
Employment psychology.
New York : Macmillan, 1919
(DLC) 19012404
Material Type: Document, Internet resource
Document Type: Internet Resource, Computer File
All Authors / Contributors: Henry C Link
OCLC Number: 613146528
Description: 1 online resource (xii, 440 pages) : illustrations
Other Titles: PsycBOOKS.
Responsibility: by Henry C. Link ; with an introduction by Edward L. Thorndike.

Abstract:

"This book gives an honest, impartial account of the use of psychological tests under working conditions in a representative industry. It also gives much valuable detail concerning the practical arrangements for investigating the merits of tests and for putting satisfactory ones into operation. Part I describes the results obtained from the application of psychological tests to employment problems under typical industrial conditions. Moreover, it describes the method by which these results were obtained. Part II examines "trade tests" and other employment psychology applications. Trade tests are sometimes spoken of as something quite different from psychological tests. As a matter of fact, the difference between them is merely verbal. Trade tests are a subdivision of psychological tests. Their distinguishing feature is that they are based almost entirely on the acquired knowledge or ability which is supposed to go with a recognized trade. Part III examines the successful selection and retention of personnel, attempting to lay the foundations which will make it possible to know when the right person has actually been chosen for the right place. This attempt is directed along two lines: first, a system which will enable the employment manager to follow up the results of his selections, and discover whether or not they are successful; second, a method which will guide the worker's superiors in determining when a worker has been successful and when he has not; in other words, a standard method by which to determine retention as well as selection. Part IV, "Conclusions", provides a summary of the preceding chapters and presents briefly--and without theory--the manner in which this material can be put into actual practice"--Publisher. (PsycINFO Database Record (c) 2005 APA, all rights reserved).

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