Analyzing Oranizational Psychlogy
The recruitment process can be perceived from two viewpoints, organizational and the applicant perspectives. Recruitment is nothing but the process of examining the candidates from employment and them invigorating from jobs in the organization. When organizations are recruiting an applicant they use procedures that are controlled by a number of changing factors, including the nature of the jobs, cost, character of individuals applying for employment and time consideration.
This analysis will discuss in the paragraphs below the recruitment process from an organizational and applicant perspective, explain how the principles of organizational psychology can be used in the recruitment process, describe the concept of organizational socialization and explain how the principles of organizational psychology can be applied to organizational socialization. Recruitment Process Recruitment is the procedure used by an organization to pinpoint and fascinate job candidates in order to fill a position. An operative tactic to recruitment can help a company productively compete for limited human resources.
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The five stages to the recruitment process are identifying the job, decide how to fill the job opening, identify the target population, notify the target population and meet with the candidates (Barber, 1998). Identifying the job would appear to be easy but it may take a long time for the company to fill the position after a resignation has been turned in and the process can take up to six to eight weeks to screen. When an organization is deciding how to fill an open position, they must ask themselves does the position need to be filled by someone new or could a current employee fill the vacancy.
They also must determine if the vacancy will be posted internally or externally. Identifying the target population and then notifying them the organization would have to come up with specific requirements for the job and then post the vacancy on the internet, newspapers, and commercials ads and on the company’s bulletin board. The final stage of the recruitment process is to select the applicants and then conduct an interview to see who the most qualified individual for the position is. Principles of Organizational Psychology
Use of organizational psychology principles can be viewed as a significant requirement in the recruitment process. These principles are important in the selection of new employees, making sure the applicant “fits” the organization and making sure the organization “fits” the applicant. Research has revealed that applicants are more fascinated to organizations they recognize to be compatible with their cultures, values, and personalities. Research also shows employees report superior job pleasure when placed in a work environment where other members have comparable skills, education, beliefs and values (Jex & Britt, 2008).
Applying the principles of organizational psychology in the recruitment process are most helpful if the applicant feels the interviewer is educated about advertised position and if they are treated professionally, with respect. The image organizations portray in recruiting materials, company websites, and advertising is important because it could adversely affect an applicant’s opinion of the organization. Negative indications tell the applicant what the organization would be like as an employer (Jex & Britt, 2008).
Concept of Organizational Psychology Organizational Psychology emphasizes on the selection and evaluation of employees. It proposes many procedures for team building. From icebreakers to bonding experiences, you can profit from activities that help your employees see themselves as part of a group working toward a common goal. Organizational Psychology can be used to improve the recruiting method. You can do this by increasing your focus on skills and experience with an evaluation of how well an applicant fits into the company culture.
This could be enhanced by inventing interview questions that ask about attitudes toward creative problem-solving, working as a team member, creating value for the customer and maintain ethical standards. Achievement motivation in reference to Organizational Psychology refers to a person’s drive to accomplish, to learn skills and concepts, to be in charge, and for quickly reaching a top standard. Organizational psychology is an important part of an organization’s productivity. This section is often an overlooked area that can have a direct impact on the success of any business.
For example, proposing manufacturing staff variety in their jobs can increase efficiency and decrease burnout. Organizational Psychologist has established that offering opportunities for social interaction with fellow employees and management also progress productivity. Principles of Organizational Psychology/Organizational Socialization Organizational Psychology investigates internal and external dynamics that maximize the performance of individual and work groups in an organization. It attempts to accomplish raised performance levels, enhance fairness and equality, improve processes and relationships, and increase employee well-being.
Companies use organizational psychology to determine employee and customer satisfaction and the condition of a product. The goal is to construct an excellent environment in which quality is produced. Organizational socialization “is the process by which newcomers make the transition from being organizational outsiders to being insiders” (Bauer et al. , 2007). “Through this process, employees obtain knowledge about and adapt to new jobs, roles, work groups, and the culture of the organization in order to partake better as an organizational member” (Haueter et al. , 2003; Saks et al. , 2007).
While socialization can arise at every stage, the socialization of newcomers or new hires are considered to be crucial. Organizational socialization is the employer’s way of assisting employees to fit in so they can work more efficiently (Haueter et al. , 2003). Organizational socialization is possible to be related to commitment to the employing organization, through the framework deliberated earlier and other commitments that progress as an outcome of work experience in the organization, including the job, defined as a belief about the present job and tends to be function of how much the job can satisfy one’s present needs (Knungo, 1982).
Conclusion The recruitment process of an organization is progressing toward green production. There are profits that employees, and organizations can collect that will appeal to the ideal employee because organizational recruitment activities have been imagined to affect applicant’s reactions to the organization. The recruitment process can be observed from many angles of perspectives which affect specific proposals and tools to recognize the best employee candidate for the job.
This analysis discussed the recruitment process from an organizational and applicant perspective, explained how the principles of organizational psychology can be used in the recruitment process, described the concept of organizational socialization and explained how the principles of organizational psychology could be applied to organizational socialization.