Assignment task:
- Review Chapter 1 from your textbook, Applied Psychology in Talent Management.
- Review the LinkedIn post The Impact of Psychology on Talent Management
Answer the following:
1. Search the internet for three examples of applied psychology in talent management.
o Reviewing current events is a good place to begin.
2. How does this method of management contribute to organizational goals?
Guided Response: Your initial response should be a minimum of 200 words. Respond to at least two of your peers' posts (as well as any comments made by your instructor) in a substantive manner and provide information or concepts that they may not have considered. Each response should have a minimum of 100 words. Support your position by using information from the week's resources. You are encouraged to post your required replies earlier in the week to promote more meaningful and interactive discourse in this discussion forum.
Reply 1: Eliseo Capellino
Examples of applied psychology in talent management would be the selection and assessments process, performance management, training and developing and establishing a positive work culture. As stated by Cascio, W.F. and Aguinis, H. (2019), applied psychology "is a branch of psychology that seeks to apply psychological principles to practical problems in organizations" (p. 2). These four methods and principles are practical problems that most companies face and if done correctly, companies can be successful in building and retaining top talent.
The selection and assessment method contributes to organizational goals because this helps identify top talent that is the right fit for specific roles. Depending on the job, there could be assessments and set questions for the interview to help align personality and skill set to the criteria of the job. Performance management helps contribute to the organizational goals because it provides a clear path for the employee to help achieve and exceed their targets. It also helps create a healthy dialogue between the leader and the employee so they can work out a plan together for the employees' growth and set clear expectations. The leadership team should always work on training and development to help develop their employees as well as better themselves. This will enhance the skills of the employees which will better the company and help retain top talent. Lastly, establishing a positive work environment is one of the most important methods needed to build a successful team and company. If the leadership team fosters a positive work environment and the employees enjoy coming to work, the employees will thrive and will go above and beyond for their colleagues and company.
Eliseo C.
Resource:
Cascio, W. F., &Aguinis, H. (2019). Applied psychology in talent managementLinks to an external site. (8th ed.). SAGE Publications.
Reply 2
Reply from Stacey Barnes
Good Morning,
The field of applied psychology is essential in the realm of talent management, serving multiple functions to improve the processes of recruitment, selection, and employee development. Below are three instances illustrating the application of applied psychology in talent management.
1. Personality Evaluation: Within the realm of talent management, the principles of applied psychology are employed to evaluate the personality characteristics of prospective employees. Tools such as the Big Five Personality Traits-Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism-are frequently utilized to ascertain the compatibility of a candidate's personality with the demands of the position. For instance, an organization might implement personality evaluations to pinpoint individuals who exhibit high levels of Conscientiousness, a trait commonly linked to effective job performance and professional achievement.
2. Selection Techniques: The field of applied psychology plays a significant role in talent management by creating selection techniques that are both valid and reliable. For instance, cognitive ability assessments and situational judgment evaluations are frequently employed to evaluate candidates' cognitive skills and problem-solving capabilities. These assessments assist organizations in pinpointing candidates who are most likely to excel in specific positions. Furthermore, companies may implement structured interviews and behavioral interviews to evaluate candidates' competencies, experiences, and alignment with the organizational culture.
3. Training and Development: After candidates are successfully recruited, applied psychology is employed to create training programs aimed at enhancing the skills and knowledge necessary for their success in designated roles. For instance, organizations may implement instructional design methodologies to produce engaging and effective e-learning modules. Furthermore, companies might utilize 360-degree feedback and coaching techniques to assist employees in honing their skills and achieving their maximum potential. In summary, applied psychology is essential in talent management. Through the utilization of personality assessments, selection strategies, and training initiatives, organizations can effectively identify and cultivate top talent, ultimately resulting in improved job performance and overall organizational success
The application of psychological principles in talent management can significantly enhance organizational objectives by fostering improved employee performance, engagement, and retention. By comprehending and utilizing individual psychological traits and behaviors, organizations are able to cultivate a more constructive and efficient workplace atmosphere. "The challenge for those tasked with designing the correct recruitment and attraction process to get the best talent on board is the fact that there are so many variables in one's psychological attraction to an organization"(Ryall, Linkedin.com).
References
Ryall, J. J. (2021, February 7). The impact of psychology on talent management.