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Employee Testing Essay Example

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Employee Testing

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To be prosperous in jobs where performance needs a boundless deal of social contact or ability to work in a team .Intellectual ability tests are questions that evaluate one’s pace of learning, reading, comprehending and the general mental capability. Intellectual ability tests measure an individual’s ability to unravel job-related difficulties by giving information about their intellectual capacities such as mathematical reasoning and perceptual abilities4.Situational verdict tests are frequently used as employee-selection and employee-screening devices and have been established to forecast employment accomplishment. These tests present genuine theoretical situations in a multiple-choice setup. Candidates are requested to indicate how they would handle tough job-related condition. Replies are recorded according to the level of efficiency. Interviews diverge significantly in their content, though they are mostly used to evaluate things like social skills, communication skills, and collaboration skills 5. Well-made interviews normally use a standard set of questions to assess acquaintance, talents, abilities, and other merits essential for the job. Employers usually conduct interviews either personal face to face with the applicant or via phone. Honesty tests evaluate attitudes and familiarities connected to an individual’s morality, trustworthiness, credibility and dependability.   These tests usually ask straight questions about earlier know-hows linked to integrities.These tests sometimes could be misused to cause discrimination in recruitment. Some biased employers may give questions that are out of context or those with higher qualification than the job offered. This is mostly done when a job is targeting a specific individual and the organization only advertises the job for formality purposes so as not to raise any suspicion. The law has several measures to control bias by use of tests. The validity of a test is a key issue in employment testing. A test must measure the specific criterion it should measure. The test must also be reliable. The score of a test must always remain the same when it is repeated by an individual. Equality is also another issue. The law has clarified the place of these tests in accordance with the discrimination law. Precisely, these cases have looked into the biased usage of tests when endorsing employees by needing tests outside the qualifications required by the job. For example making a receptionist take up

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References

Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26.

Schmidt, F.L., & Hunter, J. (2004). General Mental Ability in the World of Work: Occupational Attainment and Job Performance. Journal of Personality and Social Psychology, 86(1), 162–173

Lievens, F., Peeters, H., &Schollaert, E. (2008). Situational judgment tests: A review of recent research. Personnel Review, 37, 426-441.

Ployhart, R. E. (2006). Staffing in the 21st century: New challenges and strategic opportunities.Journal of Management, 32, 868-897.

Heneman III, H.G. & Schwab, D.P. (1985), “Pay Satisfaction: Its Multidimensional Nature and Measurement”, International Journal of Psychology, 20(2), 129-141.

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