By Wayne F Cascio
Interdisciplinary and research-based in strategy, this quantity integrates mental thought with instruments and strategies for facing human source difficulties in enterprises and for making businesses greater and extra pleasurable as areas to paintings. It displays the cutting-edge in group of workers psychology and the dramatic adjustments that experience lately characterised the sphere, and descriptions a forward-looking, revolutionary version towards which HR experts should still goal. The authors study enterprises, paintings, and utilized psychology, the legislations and human source administration, the platforms technique, standards, functionality administration, measuring and examining person adjustments, equity in employment judgements, examining jobs and paintings, strategic crew 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 curious about group of workers judgements.
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Additional resources for Applied Psychology in Human Resource Management (6th Edition)
Census Bureau. I in 10 people in the United States is foreign-born. representing the highest rate in more than 50 years. In short, a diverse workforce is not something a company ought to have; it's something all companies do have or soon will have. r= � .. �.... . � j£ ". ................. ", App li e d Psychology in Human Resource Manage ment In addition to demographic changes, we are witnessing sweeping changes in the nature of work and its impact on workers and socie ty. The following potential prob lems could surface (Colvin, 2003; Howard, 1 995; Schwartz, 2003): • Insecurity -ongoing employment downsizing; " offshoring" of skilled jobs in services, such as financial analysis, software design.
It is imperative, therefore. that I/O psychologists and H R professionals understand the rights and obligations of individuals and employers in this most delicate area. They must be able to work with attorneys (and vice versa), for neither can succeed alone. 15 £. • "1 1 - Applied Psychology in Human Resource Management Each group has a great deal to contribute in order to identify vulnerable employment policies and practices, to make required adjustments in them. and thus to minimize the likelihood of time-consuming and expensive litigation.
Of Pa. , p. 40). including those that rely on statistical eVIdence as a method of circumstantially proving the intention to discrimin ate systematically against classes of individuals. 3. g.. sex, race, disability) and proof that the employer's stated legitimate basis for its employment decision is actually just a pretext for illegal discrimination. 2. g .. selection, promotion. layoffs ) for the members of a particular group and they are unrelated to success on a job. 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.
Applied Psychology in Human Resource Management (6th Edition) by Wayne F Cascio