Applied Psychology in Human Resource Management (6th by Wayne F Cascio

By Wayne F Cascio

Interdisciplinary and research-based in strategy, this quantity integrates mental concept with instruments and techniques for facing human source difficulties in organisations and for making corporations more advantageous and extra pleasurable as areas to paintings. It displays the state-of-the-art in team of workers psychology and the dramatic alterations that experience lately characterised the sphere, and descriptions a forward-looking, revolutionary version towards which HR experts should still goal. The authors research firms, paintings, and utilized psychology, the legislations and human source administration, the platforms procedure, standards, functionality administration, measuring and reading person variations, equity in employment judgements, studying jobs and paintings, strategic group making plans, recruitment and preliminary screening, managerial choice, education and improvement, concerns in layout and foreign dimensions of utilized psychology. For human source pros and others excited about body of workers judgements.

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For example: o Use of a minimum height requirement of S ' S" for police cadets, That requirement would have an adverse impact on Asians, Hispanics, and women. 'The policy is neutral on its face, but has an adverse impact. To use it. an em ployer would need to show that applicants must meet the heIght requirement in order to be able [0 perform the job. These two forms of illegal discrimination are illustrated graphically in Figure 2-3. J, Applied Psychol og y in Human Resource Management U n i ntentional Discrimination: Intentional Discrimination: Same standards, different Reta liation consequences for different groups LEGAL FRAMEWORK FOR CIVIL RIGHTS REQUIREMENTS Employers in the public and private sectors, employment agencies, unions, and joint labor-management committees controlling apprentice programs are subject to the various nondiscrimination laws.

Needless to say, noncompliance can be very expensive. The Rehabilitation Act of 1973 This Act requires federal contractors (those receiving more than $2,500 in federal con­ tracts annually) and subcontractors actively to recruit qualified individuals with dis­ abilities and to use their talents to the fullest extent possible. The legal requirements are similar to those of the Americans with Disabilities Act. , any business prac­ tice that results in the denial of equal employment opportunity. Hence, the Act empha­ sizes " screening in" applicants, not screening them out.

As well as a conceptual framework from which to view the complex process of matching individuals and jobs. r M� ........... m&....... CHAPTER 1 Org�nizations, Work, and Applied Psychology + In Chapter 4, we will focus on one of the most persistent and critical problems in the field of personnel psychology. that of developing and applying adequate perfor­ mance criteria. A thorough understanding and appreciation of the criterion problem is essential, for it is relevant to all other areas of human resource management, especially to performance management.

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