Situtational Judgement Tests

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

Following the procedures of Festejian et al. (2014) and Sy et al (2010) the participants will be told that the study is about personal decision making in work settings. Their task will be to evaluate an employee in a U.S.

As evidence for the basis of judgments and decisions, evaluated in my own reports and records, I need to show that I accurately and clearly record the judgements and decisions and evidence on which the judgements have been based and where judgement is based on informed opinion. I do record other evidence and reports which support my judgements and decisions and conflict with my judgements and decisions. It is as well very important to clarify events and decisions.

Item description: This is a behavioral interview question requiring the applicant to express skill in judgment and decision making, skill in managing personnel resources, communication and speaking skills and ability to reason deductively.

“Ways of knowing are a check on our instinctive judgments.” To what extent do you agree with this statement? Often times, when people can’t form a logical reason for certain things they did, their justification is “because I had a gut feeling”. Indeed, people sometimes make judgments based on their gut feelings, or intuition. It is a very subjective and interesting way to gain knowledge. Our intuition can trick us into traps in which we never thought we would fall; it can also lead us to bold, unconventional decisions which bring us truth and knowledge. Our instinctive judgments often become more justifiable when they are “checked”, or verified, by other ways of knowing. Before I answer the

Chern’s needs to complete an internal assessment of the organizations current employees for training, reassignment, promotion and dismissal purposes. The internal assessment can help Chern’s determine if their employees fit the requirements for the managerial positions within the organization. By assessing their current employees’ abilities, willingness to learn and ability to adapt to new situations along with

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

Personnel selection and assessment activities are integral parts of this organizational life. Tanglewood's economic climate has seen an ever increasing level of staff turnover and personnel reorganization, and the abolition of the traditional view keeping a 'a job for life. Consequently, there is now more pressure on this organizations and HR managers to fill vacant positions quickly and with the most appropriate individuals. Decisions about hiring applicants have to be based on predictions about future work behaviors. Tanglewood needs to recruit new staff and start making promotion decisions about employees, there are various methods of assessment that are available, such as:

It takes some thought to distinguish the facts from your judgments, but the results are more meaningful to employees and more productive for you. Conversations based on evidence lead to employees owning the situation because they can focus on the evidence you have presented rather than your judgment” (Green, 2013). A good portion of the facts of the case study is based Kareem’s background information and the behaviors observed that caused the termination of Kareem. The information in between the reading and the reasonings given behind the termination results in it being judgment based. Although Thomas states that one of the key reasons that Kareem was terminated was due to his number declining subsequently of him being far from his work area, yet there is no solid evidence or pattern of behavior to back up his case. One of the first issues in this case was the lack of communication. As mentioned earlier, Thomas nor Janet took the time to provide feedback to Kareem (prior to the termination conversation) around his performance or the concerns that had been raised. It is imperative in a performance conversation, for there to be specific examples or data that can support the reasons behind the discussion taking

From the Atlantic, In the article “One Judge Makes the Case for Judgement”, the article discusses about how one Judge named John Coughenour rebelled against the sentencing guidelines. In great detail, the article talked about a case that Coughenour was working on and how an almost terrorist got thrown into jail for more time than needed. By the end of the case Coughenour’s points and validation about guidelines sentencing came through and the almost terrorist only got 22 years in jail, and not a lifetime. Now the judge travels around the United States visiting prisoners, who he has sentenced, discussing how life has been for them. Throughout the column only two sources were used to write the article,The New York Times and an essay from The

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).

FOK judgment is about whether information is potentially available in memory or not. Also FOK is a judgment about one's confidence in the accuracy of retrieved answers. Feeling-of-Knowing occurs when an individual feels that he/she has something in memory that cannot be recalled, but they would recognize it by seeing (Radvansky, 2006). Several studies showed that aging has little or no effect on the resolution of semantic FOKs while it has a significant effect on episodic FOKs (Arbuckle & Cuddy, 1969). This effect differences between semantic and episodic memory might be explain by a lack of recollection during recognition test in old age group (Yonelinas, 2002). In addition, older adults failed to use the contextual information related to

The psychologists have also developed such models for lower-level positions. And in recent years, I have analyzed competency models from 188 companies, most of which were large and global and included the likes of Lucent Technologies, British Airways, and Credit Suisse. In carrying out this work, my objective was to

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

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.