Organizational/industrial psychology has a vital role in employee selection and training. It helps in the improvement of efficiency in the organization environment. During the employment, process the industrial psychologist start by analyzing the required number of people needed for a specific job. The tests that the industrial/organizational psychologists’ designs are very useful in determining the type of employees the organization want (Levy, 2010). The tests determine the right type of people the organization wants.
After determining the type of employees for hiring, the industrial/organizational psychology helps in ensuring that the training programs run in an efficient way possible. It gives ways of measuring the success or failure of the training programs. It helps the organization to adhere to the ethical and legal aspects that important during the appointment and training process.
There are several methods used to conclude the success of training programs. The methods include measuring the benefits attained after the training program. The objective of training is to develop performance and if there is an increase in benefits in the organization, it shows that the training program succeeded. Forecasting and assessing costs also give a way of knowing the success of the training program. Costs include administration, development, design, faculty and promotional costs. If the costs are high, it shows that the training did not succeed. Assessing the ergonomics in the workplace also determines the success of the training. Training aims at designing procedures that are safe to use and allows maximum performance. If errors and accidents continue to occur in the workplace, the training was not successful. Measuring the employee satisfaction and their morale at work also is a good way of assessing the success of the training program.
Reference
Levy, P. E. (2010). Industrial/organizational psychology: Understanding the workplace. New York, NY: Worth Publishers.
