Though there are 8 different training types that have been associated with I/O psychology, not all will have the same efficacy in employee development. Some of the associated training types may have ethical or legal deficiencies that do not make them as effective in employee training as the others. For example, the use of audiovisual instruction may imply that there is legal or confidentiality issues involved with the use of these digital video instruments, according to Sampson (1983).
Additionally, if the companies hiring or recruitment process is done online, then it is also possible for breach of confidential and private information to be misused if the necessary digital encryption pathways are not placed by the organization. This could be cause for legal action on the part of the affected recruits and prospective employees. On ethical level, the use of audiovisual or online instruction many thwart the ability of a prospective employee the ability to engage in their job training at full capacity as one would if there were an actual live person teaching the individual.
The use of audiovisual instruction may allow for the use of shortcuts by a prospective tester. Additionally, if the trainee or prospective employee is not technologically adept to these tools, they may not succeed at their training and not get the job. A more suitable training that will overcome the deficiencies of the audiovisual and structuring would be the use of conferences. Conferences allow the trainee to become involved in lecture and study at a high level. The use of conferences allows individuals to associate and work with individuals on the same core educational techniques and receive immediate instruction if necessary.
Though there are many different types of training methods and tactics, the more important thing to remember is that the according to Spector (2008), certain discrimination laws have been implemented to eliminate workplace discrimination based on age, sex, creed, religion, race, or even disability and many of the training methods that have been used in organizational psychology are designed to fit within the constraints of these laws for full compliance.
SAMPSON, J. P. and PYLE, K. R. (1983), Ethical Issues Involved With the Use of Computer-Assisted Counseling, Testing, and Guidance Systems. The Personnel and Guidance Journal, 61: 283–287.