The Importance of Individual Differences in Selection
The importance of the individual and unique distinction in employee selection, training, and motivation lies in the following aspects. As a rule, people differ significantly in terms of cognitive and physical abilities, interests, emotions, knowledge, abilities and personalities (Landy & Conte, 2018). Most often, these dissimilarities are considered distinctive characteristics of an individual.
Furthermore, some studies demonstrate a reasonably close relationship between methods and means of personnel choice and forecasting the effectiveness of labor activity and workers’ training (Landy & Conte, 2018). Therefore, realizing the individual contrasts between certain people, an employer gets an opportunity to select the best worker, which leads to a significant increase in “laborer” performance, cost reduction, and as a result – profit growth.
The Importance of Individual Differences in Training
One should also note that solving practical problems in all spheres of human activity is hardly possible without considering individual distinctions. In general, every person learns new knowledge and skills at different speeds. Hence, considering the knowledge of the personal characteristics of each worker, who tend to have different learning styles, a special training coach will arrange the courses in such a way as to interest all participants. In this case, it will also be possible to create a particular program of assignments and apply those methods of work that will be attractive to all parties. Such exercises will help people use the strengths of their preferred learning style and compensate for their weaknesses.
The Importance of Individual Differences in Motivation
Moreover, it should be emphasized that each employee either has or does not have “inspiration.” Landy and Conte (2018) claim that there is a close, deep connection between personality traits and the urge to act. Thus, for example, a person with an unstable psyche is less “charged with success,” whereas conscientious and decent workers will set more complex goals and tasks for themselves (Landy & Conte, 2018). Hence, in order to understand the dual nature of motivation, a manager must know that human behavior in the work process is specified by the interaction of various external and internal aspects. By this fact, the structure of each person’s needs is determined by their place in the social hierarchy and previously acquired experience. Therefore, understanding and realizing such a meaningful point, a leader will quickly identify those workers’ “vulnerabilities” and will encourage them to perform specific actions independently.
References
Cascio, W. F., & Aguinis, H. (2019). Applied psychology in talent management (8th ed.). Sage Publications.
Landy, F. J., & Conte, J. M. (2018). Work in the 21st century: An introduction to industrial and organizational psychology (6th ed.). John Wiley & Sons, Inc.
Robertson, I., & Cooper, C. (2001). Personnel psychology and human resources management. John Wiley & Sons, Inc.