1. 18. Selection and Training

2. PERSONNEL SELECTION

3. Basics of Selection Figure 18.1
Hypothetical relationship between selection test and eventual job performance. The criterion related validity of the test can be expressed as the correlation between the test score (x axis) and the measure of job performance (y axis).

4. Location: Detroit, MI, US
Industrial Engineer Ergonomist-MAN Job Description Implement common GM design-in ergonomic process during vehicle development process for new product programs. Include ergonomic requirements in the product manufacturability requirements and the centers manufacturing technical specifications using lessons learned from other new product programs and manufacturing plant input. Major Duties and Responsibilities - Provide technical support for current & Major programs at the assembly plant - Ensure the Ergonomics requirements are implemented throughout the duration of all new vehicle programs. - Perform analysis & evaluation of operations, interpret specifications and guidelines, and provide technical recommendations to all requisite functions. Track open ergonomics issues to closure. Facilitate first level screening for ergonomic stressors and coordinate follow-up through appropriate engineering team.
Qualifications Basic Required - 3+ years proficiency with ergonomic analytical tools in manufacturing/industry - Demonstrated ability to organize, plan and execute ergonomic manufacturing projects and job changes - Demonstrated ability to work well with multiple customers at the same time
Basic Preferred - Masters degree in an Engineering related field with a specialization in ergonomics - Automotive experience - AutoCAD and CAD/UG working with 3 Dimensional Human Modeling Simulation or advance computer skills Education - Bachelor’s degree in Industrial or Mechanical Engineering or equivalent experience Location: Detroit, MI

5. Selection Tests and Procedures
Measures of Cognitive Ability
General ability or intelligence, verbal, perceptual, numerical, reasoning or analytical ability, perceptual speed, memory, spatial-mechanical abilities
Measures of Physical and Psychomotor Skills

6. Personality Assessment
Neuroticism, extroversion, openness, agreeableness, conscientiousness
Work Samples and Job Knowledge
Structured Interviews

7. PERFORMANCE SUPPORT AND JOB AIDS

8. Figure 18.2
Continuum of computer interface training methods.

9. Job Aids and Instructions
Figure 18.3
Advantage of partially redundant combination of pictures and words. Imagine the difficulty of trying to convey this information entirely with words. (Source: Wright, P., Presenting technical information: A survey of research finding. Instructional Science, 6, ).

10. Embedded Computer Support

11. SUPPORTING PEOPLE WITH DISABILITIES

12. TRAINING

13. Learning and Expertise

15. Methods for Enhancing Training
Practice and Overlearning
Encouraging Deep, Active, and Meaningful Processing
Generation effect, active PS and group participation, and “why” rather than “what”
Offering Feedback
Consider Individual Differences

16. Methods for Enhancing Training
Pay Attention to Attention
Training in Parts
Simplifying, Guiding, and Adaptive Training
Media Matters?

17. Transfer of Training and Simulation
Transfer effectiveness ratio
Simulator fidelity

19. TRAINING PROGRAM DESIGN

20. A Training Program Design Model
Phase 1: Front-End Analysis
Phase 2: Design and Development
Phase 3: Program Evaluation