It is a branch of psychology devoted to organizations and the workplace. "Industrial-organizational psychologists contribute to an organization's success by improving the performance and well-being of its people. An I-O psychologist researches and identifies how behaviors and attitudes can be improved through hiring practices, training programs, and feedback systems.
Selection is a process of gathering information for the purposes of evaluating and deciding who should be employed or hired for the short and Long-term interests of the individual and the organisation.In other words it is the process of getting the best of most qualified candidates from the pool of job seekers adjudged to have potential for job performance.
Pre-employment testing is a common form of screening. Aptitude tests can provide valuable information regarding applicant’s personality traits, practical skills, intellectual ability and more. Conducting a psychometric test could have avoided the situation as the employer would have become aware of particular personality traits of the applicant prior to placement.
An application for employment , job application , or application form (often simply called an application ) is a form or collection of forms that an individual seeking employment , called an applicant, must fill out as part of the process of informing an employer of the applicant's availability and desire to be employed, and persuading the employer to offer the applicant employment.
The interviewing process is a good method of filtering best talent matching with required job, and used by almost all companies across the globe. A structured interview that reflects the position’s needs and company requirements commonly provides added value to the employer, and also plays an important role in the process of establishing good interpersonal communication links.
An accident at work is defined as an external, sudden, unexpected, unintended, and violent event, during the execution of work or arising out of it, which causes damage to the health of or loss of the life of the employee (the insured ).
Managers cannot overlook employee morale when evaluating a team's success or productivity. Although it is often difficult to measure and takes several data points to gauge its impact, when morale is low, you feel it. Unfortunately, low morale is contagious and can spread like a cancerous cell through a team or organization.
Top Three tips, managers can use on a daily basis to make sure they're contributing to high morale:
Notice when your people do something well and tell them about it.
Listening cultivates respect. Do not just talk at employees; listen to their ideas, concerns, and opinions.
Show more appreciation. Appreciation is the biggest motivator for employees. Managers who do not express appreciation sow the seeds of discontent and disengagement.
Let employees express their feelings about the difficulties and changes that are going on. Telling them they need to move on and get over it will only foster anger and resentment, or result in employees becoming disengaged.
Don't focus all your efforts on getting buy-in to the changes you seek. People need to know you understand their perspective and their feelings before they will listen to your exhortations.
Support constructive criticism. Make it safe for employees to express dissent or criticism without being labeled as not being a team player. Ignoring this will create a workforce that learns not to care.
Give employees many opportunities to solve problems and take constructive action, the strongest antidote to fear and feeling helpless.
Establish and communicate clear short-term goals to build confidence and a sense of purpose.
Amp up your communication, giving details about what is going on each step of the way. When people feel vulnerable, their tolerance for ambiguity decreases.
When talking about your vision and challenges, use stories and analogies, rather than PowerPoint slides filled with statistics and facts. Great leaders are masters at inspiring people through compelling stories.
Make sure you are wired into the voice of your internal customers through employee advisory groups, presidents' breakfasts, team meetings, and focus groups. You will get valuable feedback to form effective strategies for executing and communicating changes.
When asking for employee input and ideas, clearly define the parameters of their input.
Celebrate victories and examples of excellence during difficult times; it is important especially then for employees to feel like winners.