PAD215- chapter 4 Discuss 4 types of employment test in selection. PDF

Preview

Summary

This is about chapter 4 and the question is Discuss 4 types of employment test in selection. In this essay each point was already elaborate about it....

Description

Tutorial question pad215 ( chapter 4 ) Discuss 4 types of employment test in selection.

The Selection is the process of choosing the most suitable candidate for the vacant position in the organization. In other words, selection means weeding out unsuitable applicants and selecting those individuals with prerequisite qualifications and capabilities to fill the jobs in the organization. Most often, the selection and recruitment are used interchangeably but however both have different scope. The former is a negative process that rejects as many unqualified applicants as possible so as to hire the right candidate while the latter is a positive process that attracts more and more candidates and stimulates them to apply for the jobs. Testing tests are still the commonly used instruments for determining the qualifications and talents of the applicant for a particular job. There are many ways to select qualified employees to work in an organization.

Among them are cognitive aptitude tests. Cognitive ability tests measure a candidate’s general mental capacity which is strongly correlated to job performance.It also measures the person’s capacity to learn a given job, provided there is adequate training include tests of general reasoning ability and tests of specific mental abilities like memory and inductive reasoning. These kinds of tests are much more accurate predictors of job performance than interviews or experience. It's workable uses a General Aptitude Test (GAT) which measures logical, verbal and numerical reasoning. These tests aim at measuring if an individual has the capacity or latent ability to learn a given job, in case he is given adequate training. These tests, as evident from their name, measure intelligence quotient of the candidate. In detail, these tests measure capacity for comprehension reasoning, word fluency, verbal comprehension, numbers, memory and space. Other factors are such as digit spans forward and backward information known, comprehension, vocabulary, picture arrangement and object assembly. This test is commonly used to judge the latest that existing but not yet developed ability of a candidate to know new job skills. This will enable to understand whether a candidate is selected would be having the inclination of mechanical or clerical jobs.

Next is pyshomotor abilities test. Psychomotor tests measure abilities like manual dexterity motor ability, mind and coordination of candidates. These tests are of great use to select semiskilled workers for repetitive operations like packing, watch assembly.They may also want to measure such physical abilities as static strength, dynamic strength, body coordination, and stamina. Health, energy and stamina indicate physical ability to perform the assigned task satisfactorily, especially those involving manual and managerial duties include tests of general reasoning ability and tests of specific mental abilities like memory and inductive reasoning

finger dexterity, manual dexterity, and reaction time. These traits are critical for many professions like firefighting. So they should never be neglected when relevant. By extension, they’ll help reduce workplace accidents and worker’s compensation claims. It is also candidates won’t be able to fake results as easily as with other tests.

Other than that is job knowledge tests measure a candidate’s technical or theoretical expertise in a particular field. These tests are conducted in case, it is claimed by the applicants that they know something as extraordinary, as such these tests are concerned with what one has accomplished. These kinds of tests are most useful for jobs that require specialized knowledge or high levels of expertise.Skills assessments don’t focus on knowledge or abstract personality traits. They measure actual skills, either soft skills like attention to detail or hard skills which is computer literacy. For example, a secretarial candidate may take a typing test to show how fast and accurately they can type. It is the test under which a candidate is put under test in the knowledge of a particular job. Another example, if a junior lecturer applies for the job of a senior lecturer in commerce, he may be tested in job knowledge, where he is asked questions about Accountancy Principles an accountant may be asked about basic accounting principles, Banking Law and Business Management. Not just that its also include data checking tests, leaderships tests, presentations or writing assignments. Analytical and manipulative abilities indicate our thinking process, intelligence level, and ability to use knowledge effectively in any assigned task. Aptitude and interest indicator natural abilities , capacity for learning, and desires to do certain jobs b. Attitudes and needs indicate an applicant’s frame of mind, emotional and mental maturity, sense of responsibility and authority, and future motivation. These tests are more useful to measure the value of specific achievement, when an organisation wishes to employ experienced candidates. This is the second phase under which a portion of the actual work is given to the candidate, as a test and the candidate is asked to do it. To illustrate, in case a candidate applies for a post of lecturer in Management, he may be asked to deliver a lecture on Management Information System as a work sample test. Individuals differ in many respects including jobrelated abilities and skills. In order to select a right person for the job, individual differences in terms of abilities and skills need to be adequately and accurately measured for comparison.

Lastly, personality test used to assess personal characteristics such as attitude, motivation, and temperament. The first step in the assessment of an applicant for the job is the initial interview or preliminary screening. The following personal traits and qualities are the important things to consider in the preliminary screening process used to assess personal characteristics such as attitude, motivation, and temperament. Personality assessments can offer insight into candidates’ cultural fit and whether their personality can translate into job success. Personality traits have

been shown to correlate to job performance in different roles. This effectiveness often study the big five personality dimensions which is extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience things.These tests measure predispositions, motivations and lasting interests of the people. Personality test it is considered as an important instrument to test the personality of the applicant especially for supervisory and managerial positions, are they have to relative with their co-workers in the industry. For example, salespeople who score high on extraversion and assertiveness tend to do better. Motivation tests are also personality assessment tests, used more frequently by career guidance counsellors in schools. Employment testing and selection procedures are aptitude tests and examinations that help a business predict the success of a job candidate. In the modern work force, tests such as psychological screenings, indicate which employees might have undesirable personality traits, such as anger problems. Small businesses, however, should review their pre-employment tests to make sure they do not violate anti-discrimination law.

Before an organisation decides a suitable job for any individual, they have to gauge their talents and skills. This is done through various employment tests like intelligence tests, aptitude tests, proficiency tests, personality tests and others. Finally, the candidate who qualifies all the rounds of a selection process is given the appointment letter to join the firm. Thus, the selection is complex and a lengthy process as it involves several stages than an individual has to qualify before getting finally selected for the job....