Personnel Assessment Essay

skills, such as those recorded on achievement tests,…”(Harms, pg. 1). Employers look for traits such as

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

Employers need to make decisions and wade through a sea of endless job applications and resumes daily. Their goal of course is to filter as best they can the qualified and appropriate candidates from the position and over time most organizations get to the point of fine tuning their testing procedures. Testing I’ve been aware of over the years can range dramatically from cognitive tests to ethical ones to technical or moral testing. Most tests are centered on their own job knowledge career field, personality or physical ability testing.

Organizations use a variety of assessment methods to make selection and placement decisions. Assessments help make the selection process more efficient because they extract the applicants whose qualifications do not match the needs of the company (Schmitt, Cortina, Ingerick, & Wiechmann, 2003).

Recruitment and selection tests “aim to provide a potential employer with an insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job” (Psychometric Success, 2013). These tests are split into personality tests and aptitude/ability test. LL would benefit from personality tests for all employees to ensure

to help industry and commerce make the most of its human resources. However, psychological test data can also confront us with problems which are difficult to handle. Many of the controversies which surround test use reflect existing problems in society. For example, differences in test scores between blacks and whites in the United States are generally considered to be a reflection of the long-term effects of social disadvantage. Research shows that these differences in test scores are not due to bias in the tests. They are real, and are predictive of real social outcomes, to differences in academic attainment, differences in job performance, and so on. Given the potential power of psychological tests as a tool, it is vital that they are used carefully and appropriately. Use of tests should always be under the supervision of a competent psychologist, or other suitably qualified, accredited person, and should always be carried out with due regard for local cultural factors and for professional and ethical codes of practice. In the United Kingdom, a national system of certification of test user competencies is now in place which is based on standards for test use. In most countries, the national psychological association can provide information and guidance covering the supply and use of tests, and standards for test construction. Across countries, the International Test Commission liaises between national psychological associations and provides guidance on technical issues

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

These tests may include assessing math skills or reading comprehension, computer skills and computer program knowledge, or other general types of skills that are needed to fill a specific job. For example, having prospective employees take a typing test if the position being filled requires someone who can type 60 wpm or faster. This particular assessment is one that focuses on maximal performance, which refers to being able to demonstrate specific abilities, as well as knowing the answer to a question that can be “right” or “wrong”. This helps hiring managers distinguish between candidates who can solve complex problems comprehensively and with precision. These candidates can show their aptitude level by problem-solving and finding solutions with speed and accuracy. An example of this type of test might involve a candidate having to repair an engine, to demonstrate his mechanical expertise.

An assessment center is “a variety of testing techniques designed to allow candidates [or current employees] to demonstrate, under standardized conditions, the skills and abilities that are most essential for success in a given job” (qtd. in Coleman 3). Typical assessment center techniques include tests, structured interviews, in-basket exercises, leaderless group discussions, role plays, case studies, presentations, and writing samples (Campion 2014). The results of these techniques can be used for multiple human resource functions, including selection, placement, promotion, development, identifying early managerial talent, and managing succession (Gaugler et al. 493, Thornton III and Byham 3, Spychalski et al. 71). In addition, assessment centers can help organizations detect organizational deficiencies, inefficient procedures, and training deficiencies (Hale 18). The versatile nature of assessment centers makes them a beneficial tool for human resource management.

Performance reviews are designed to both evaluate general performance and measure progress around specific goals. Both negative and positive aspects are incorporated in these reviews as they should serve as a point of reference to both look back in evaluation and ahead in anticipation. Pulling back from daily demands in order to assess and review employee performance allows managers to focus their attention on specific departments and clarify what is high priority to their company. Performance reviews also act as an opportunity to acknowledge working staff and identify professional development which will further support the staff members’ career growth. Reviews are seen as a powerful tool that can be tied to a company’s overall success;

as the only way to access whether a person is suitable for the job is

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

Psychological testing serves as a valuable tool, with various applications, pre-employment testing fitness for position and team building are excellent examples of these uses Crucial to the integrity of the test are cohesive administration of test protocols, accurate analysis of scoring and effective interpretation of results Any errors in the collection and analysis of data can adversely affect the test results. Common errors within the application, analyzing and interpreting a test include bias, inaccurate direction, data entry, and unqualified individual’s interpretation of results. When administering a test, it is beneficial to adhere to a script, this will serve as safeguard against exposing the individual to any bias. Relying on qualified professionals to enter data, analyze and interpret all tests.

For many years companies have depended on three basic tools, such as résumés, interviews and references to gather qualified candidates. These sources are commonly used in a day to day basis but have proven to be inadequate for consistently selecting good employees. When it comes to hiring and selecting you want to use productive tools to help determine the best decision possible. Using the incorrect tools to hire and test potential candidates causes employee turnover and retention. Companies need to understand what pre-employment assessments are and why they are effective. I will be discussing the best means of hiring and testing new employees. Exploring what other companies are doing in hiring and testing, accessing the positives and negatives of each, and lastly offering recommendations to our department.

Many organizations depend only on the result of the test without taking the reliability and validity into considerations, which that might lead to in hiring the wrong people. What is the difference between reliability and validity? “Reliability is the consistency and the stability of a selection measurement and validity is the degree to which a measure predicts on-the-job performance” (Green, 2003). For instance, the consistency of a test is made for to measure reliability and what kind of method to use to test the candidate is to measure validity. Since reliability and validity are both important aspects in the selection process, let’s look at several methods that are used in today’s industries.