Hr 426 Segment 3

These evaluations were completed as part of the application process in the employment compliance plan, but do not stop after hire. These assessments will be a series of various questions with potential situations that may arise while on the job. There is a right and wrong answer for the questions. Employees that pass the assessment will move on to continue their shifts as scheduled. Employees that perform poorly or do not pass the assessment will have to take training courses online to improve their abilities.

It is essentially a non-directive form of development. It focuses on improving performance and developing/enhancing individual’s skills. It is used to address a wide range of

Ask probing questions and employ active listening skills to find out what their true needs are.

This test is used eliminates candidates potential to use mental processes to solve work-related problems. Validity test is a general cognitive test that is good predictors if the candidate is able to perform the job; however, more complex jobs the better test results the tester will have. This test has demonstrated to produce many valid outcomes such as performance and successful training as well as predict job performance for complex jobs. One of the disadvantages to this type of test is that it is time consuming to develop if not purchased off of the

Our clients invest significant time and money in our company. Our service to clients determines how fast we grow, the number of employees we can employ, and our profit. To retain and grow our clients, we must ensure we deliver the best possible service quality and value.

An assessment center will simulate common situations which the candidate will face in his new role and each situation is an effective measure for the required knowledge, skills, and abilities (Terpak, 2008). Moreover, the use of an assessment center will test one fundamental paradigm, either the candidate has the needed knowledge, or he doesn’t (Terpak, 2008).

Job interviews are an important part of the job search. It gives the employer an opportunity to figure out if you, the candidate, are right for the job. A technique that is used to help determine if a candidate is adequate for the job is by using the predictive validity method. Predictive validity is generally measured as correlation between a test and some standard measures. A method of developing validity is an employment test. The applicants are tested and their performance is evaluated at a later time, usually between 6 to 12 months after being on the job. The relation between performance on the assessment and on the job can then be examined. An example is SAT scores. These are validated by collecting the scores during the senior year of high school and then waiting a year or so to correlate the scores with their first year college grade point average. This predictive validity provides somewhat of a more useful data about test validity because it has a greater dependability to the real situation in which the test will be used. Most tested that are administered these days are to find out something about future

Understand the concept of quality, service delivery and customers and have used this understanding to identify and solve real work problems

I. Providing the customers what they want, when they want it, all at a value.

because the goal is to help us find our true talents and build them as our strength (Rath, 2007). In

* Develops a sense of craftsmanship, quality task performance, and goal-setting—skills needed to succeed in the classroom and beyond.

CHN’s internal selection began with developing a selection plan and narrowed the internal applicant pool with assessments, so they pass through various stages based on predictors of future job performance. The applicant underwent self-assessments and informal discussions and recommendations during the initial assessment. From there, the candidates’ substantive assessments included job knowledge tests, performance appraisals, and promotability ratings. Then, the finalists received job offers after discretionary assessments.

Researcher able to evaluate the candidate competencies which are difficult to measure using other assessment methods (e.g., Interpersonal Skills).

5. How can we deliver the value of the new product to meet our customer expectation

Thirdly, it can build the skills such as social skills, leading skills, and teamwork skills. In social skills, it gives students the opportunity to socialize with other peoples. For