IOP4863 - Personnel And Career Psychology summary

IOP4863 Compiled by Sharon Winter 071 622 9587 PERSONNEL PSYCHOLOGY DISCUSS PERSONNEL PSYCHOLOGY FROM A SYSTEMS THINKING PERSPECTIVE AND EXPLAIN HOW PERSONNEL PSYCHOLOGY FITS WITHIN THE ORGANISATION AS AN OPEN SYSTEM (MAKE USE OF A DIAGRAM IF NECESSARY). YOU NEED TO DISCUSS AN OPEN-SYSTEM, DECISION THEORETIC VIEW OF THE EMPLOYMENT PROCESS IN PERSONNEL PSYCHOLOGY. ILLUSTRATE THE LINK BETWEEN THE VARIOUS PHASES IN THE EMPLOYMENT PROCESS WITHIN PERSONNEL PSYCHOLOGY BY MEANS OF A FICTIONAL CASE STUDY  The systems approach is a perspective that emphasises relationships and interactions.  In the systems approach, the organisation is viewed as operating in continual interaction with multiple environments in an open system.  From an open systems perspective, the organisation is viewed as an input-throughput- output system.  Within the organisation is a number of interacting sub-systems that transform inputs, such as energy and information from the environment into outputs.  The outputs are then exported back into the environment in the form of products and services for consumption  Outputs reactivate the input-throughput- output cycle. Figure 1 below represents this perspective.  The employment process can be viewed as a system of sequential, interdependent decisions  In order to analyse a system, it is necessary to establish the relationship between the system and its environment.  Drawing on an open systems approach, the author will illustrate the link between the various phases in the employment process by means of a fictional case study. Company XYZ is a large consulting company. They have asked the author to outline the phases in the employment process from an open systems view. Job analysis and job evaluation  The first step of the employment process would be to conduct a proper job analysis for Company XYZ.  A job analysis is a systematic process of collecting and analysing information about jobs  Job analysis leads to well defined job descriptions, which entails a brief summary of the tasks to be performed, job specifications which includes the characteristics and skills required of the individual to perform the job, and job evaluations, which is a formal assessment of the value of a particular job to the organisation. IOP4863 Compiled by Sharon Winter 071 622 9587  Job analysis and job evaluation are also key elements used to set up compensation packages and determine pay differentials in organisations.  It is important to note that South African legislation has made job analysis a mandatory organisational requirement Workforce planning  After all the necessary information has been obtained, Company XYZ can proceed to workforce planning.  Workforce planning is concerned with identifying both current and future skill gaps and possible solutions to fill them  An inventory of all the available knowledge, skills, abilities, and experiences of current employees from company XYZ must be compiled.  Knowledge of an organisation's current and future talent is important to decide what types of skills need to be acquired externally, and what types of skills can be found within the organisation.  A forecast of the supply of and demand for labour should then be undertaken.  Based on this information, various plans and procedures can be formulated to meet predicted staffing needs at Company XYZ. This may include training, transfers, promotions, or recruitment. Recruitment phase  Recruitment is concerned with identifying and attracting a large pool of suitable candidates with the required knowledge, skills, abilities, qualifications, and characteristics as determined by the job analysis  Once a staffing need is identified in one or more departments at Company XYZ, the recruitment planning process can begin.  The next step in the recruitment process is the initial screening, which entails reviewing information about job applicants in order to reduce the number of applicants to those who are most suitably qualified for the vacant position at Company XYZ.  Company XYZ may use the skills inventory created during the workforce planning phase to identify current employees for the available positions.  As previously mentioned, job analysis is a crucial element in the employment process, and as far as selection is concerned, the selection process relies heavily on competent job analysis information.  Selection involves matching the individual with the job. Hence, to identify the best person for the job, it is crucial to understand the nature of the job and its inherent requirements.  Judgements based on collected information through various methods such as interviews, background and reference checks will provide the basis for hiring or rejecting applicants.