Professional_Knowledge_and_Abilities_Paper

Professional Knowledge and Abilities Paper Employee Reliability Inventory (ERI) Bay State Psychological Association is known for its creation of the ERI or Employee Reliability Inventory. The ERI is a questionnaire that predicts the work behavior of job applicants. It (ERI) is a solution to reducing the amount of time it takes an employer to interview and hire. The ERI screens applicants in the following categories: trustworthiness, emotional maturity, long-term job commitment, conscientiousness, freedom from disruptive alcohol and drug use, and courtesy (Bay State Psychological Associates, Inc, 1998). The scoring system is based on zones one through four. When an applicant scores in zones one and two, he or she is considered to be within the preferred profile. Zone three means that the applicant is within the follow-up questions required range, and follow-up questions are provided by ERI. Zone four means that the applicant is outside of the preferred profile and should not be hired. The invention of the ERI contributes to increasing professional knowledge because it guides employers to the right people. The ERI disqualifies applicants that are a potential risk to a company based on the scoring system of the psychological profile. This saves time and money in unemployment costs and reduces the amount of turnover. The ERI enables employers to spend time where it is needed—the retention of existing employees. The Impact of the ERI The ERI has impacted my career success because it has reduced the number of unqualified individuals who would normally frequent my office for an interview. The time that the ERI has saved me has been spent training new hires and retaining existing employees. The ERI has improved my efficiency as a manager because it allows applicants to fill out applications online, which reduces the amount of time an applicant spends in my office during the interview process. The ERI system sends an e-mail to notify me of the names and phone numbers of applicants that have either been qualified for an interview or qualified for an interview with follow-up questions. I search for the individual in the ERI system and I look at his or her profile scores. If I determine that the profile is satisfactory, I review the application and schedule an interview. If the individual has been qualified for an interview with follow-up questions and I determine that the profile is unsatisfactory (based on the standards of my company), I close the file. Conclusion The ERI has impacted my career because it has taken away the burden of finding individuals who meet or exceed the basic qualifications to work for my company. It has expanded my knowledge on the basic qualities I should look for when screening applicants. I believe that the system is accurate in its judgment because I am a product of proven results with the ERI. I have been with my company for five years and I personally have experienced its effectiveness. References Bay State Psychological Association, Inc. (1998). How Does the ERI System Work' Found January 23, 2010. From http://www.eri.com/how.html.