Large organizations employ full time industrial psychologists. When psychologists are used for evaluation, they assess an individual’s future potential and not past performance. The appraisal normally consists of in-depth interviews, psychological tests, discussion with supervisors and a review of other evaluation.
The psychologist then writes an evaluation of employee’s intellectual, emotional, motivational and other work-related characteristics that suggest individual potential and may predict future performance.
The evaluation by the psychologist may be for a specific job opening for which the person is being considered, or it may be global assessment of his future potential. Form this evaluation, placement and development decision may be made to shape the person’s career.
Because this approach is slow and costly, its usually required for bright young members who, others think may have consideration within the organization. Since the quality of the appraisal depends largely on skills of psychologist, some employees object to this type of evaluation, especially if a cross-cultural difference exists.
The psychologist then writes an evaluation of employee’s intellectual, emotional, motivational and other work-related characteristics that suggest individual potential and may predict future performance.
The evaluation by the psychologist may be for a specific job opening for which the person is being considered, or it may be global assessment of his future potential. Form this evaluation, placement and development decision may be made to shape the person’s career.
Because this approach is slow and costly, its usually required for bright young members who, others think may have consideration within the organization. Since the quality of the appraisal depends largely on skills of psychologist, some employees object to this type of evaluation, especially if a cross-cultural difference exists.