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Research paper on employee testing
Employee Testing:
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Employment testing is the practice of administering written, oral or
other tests as a means of determining the suitability or desirability of a job
applicant. If the attained scores of taken test correlate with job performance,
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then it is useful for the employer to select employees based on scores from
that test.
History of Employee testing:
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Employment testing broadly defined, is probably as old as the concept of
employment itself. The employment tests as we know now a day are highly
standardized, objective, and validated examinations based on job analysis
that an employer does before selection. Till the nineteenths century
standardized tests were used as a way to select civil servants, and only in
the second and third decades of this century private industry start using
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employment tests on anything more than an experimental basis. After that
the employment testing starts developing. Till this time the employment
testing getting improve and improve to have the best fit for a job position.
Now according to the recent trend new tests has been developed. New
techniques are in the market that it has become very easy for any
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organization to adopt this practice.
Benefits and the pitfalls of the employment testing:
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After a lot of study and research I come to these points that can be
beneficial by using employment testing. By this these characteristics of the
employee can be judge that can be helpful in the next organizational
performance of the employee. The basic benefits which we can have by using
this are:
 Introduces a completely objective tool into the hire process
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 Reveals the individual's true talents and weaknesses.
 Measures not just mental skills, but core behaviour, the most telling
aspect of an individual's success.
 Gives clear basis for comparison to other candidates and present staff.
 Compares actual abilities to the needs and criteria of the specific job.
 Provides post testing interview questions that target areas of weakness
or concern.
 Enhances training programs by being customized to address hire's
specific needs
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 Gives Managers' insight into most productive avenues for coaching
and mentoring.
 It also reduces the training curve and non-profitable "down time."
If a test is not going to be reliable and valid then it can cause severe harm to
the organization. Before implement a test we have to be sure that the test is
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reliable and properly validated. The weakness of the test system can be
considered that if you have not properly validated a test and the test is not
reliable then it can lay you down. You may have the people who are not
appropriate to the job. Every test should be follow by the job analysis,
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proper validation and cross checking and the relevancy of the test with the
job position. Failing to do this you may have de motivated, less reliable, and
inefficient and misfit people for a job position that can consume the
organization time, cost and quality of work.
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Relevancy and the current trends of the employment tests:
As the relevancy of the employment test is concern; as discussed above, it
has a proper system for the relevancy of a test with a job position. You have
to follow several steps to make test reliable and to validate that test. At the
first step you have a job analysis, and then have to decide which test should
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be taken, and then you administrate that test. After that you set your
criteria of test score for the specific job and then you revalidate the test.
After all these steps you can say that a test is reliable and valid for the
purpose of the recruitment of a position. As the current trends of the
employment test are concern; now a days, current assessment techniques
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from traditional paper-and-pencil tests, performance tests, training
programs or probationary periods, and physical, educational, and work
experience requirements through informal or casual interviews and un-
scored application forms, all are required to meet guidelines standards of job
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relevance and validity1. So through all the means and new commissions it is
clear that current trend is always focusing on the relevant and valid test for
a position which give emphasis to the equal employment opportunity
without any discrimination among the applicants.
Metro Cash & Carry & analysis on the outcomes:
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Metro cash and carry is a German based company that deals with the
wholesale stores. It has been involved in the recruiting till it has been
developed. Since that time it has been improving its system of employment
testing. Recently three years ago, it has launched its operations in Pakistan.
Where it need qualified staff and experienced staff in the retail and
wholesale stores. That was a tough target for them as they were the initiator
of the wholesale marts in Pakistan. So they need to develop new tests and
employment policies as they cannot get the experienced people specifically
1
(Equal employment Opportunity Commission 1978:38308)
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in the field of marts and stores. So that was a tough target for them to
develop test by which they can have the appropriate personnel for the
specific job from a diverse environment where people don’t have the
experience of the specific type of business. So for the success and to improve
their productivity, they need to develop a system that can be helpful for
them to have such people who can give MCC their best work. Key to success
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to this matter was by the development of the knowledge based, psychological
and emotional intelligent tests. The HR teams took this task and now the
MCC have a very strong business in the Pakistan which is capturing all the
other whole sale industry.
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As discussed by the HR manger, he told me that they develop the tests
which were relevant to the positions required and they were valid and
reliable to implement. And they follow the same structure as we have
discussed above according to our research. HR team first have the deep
analysis of the position. After developing the job description and
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specification they look for the alternative test that can best scrutinise the
required people for the specific position. Then the test score, criteria was
defined for the position and have the demo practice of the test to increase
the validity and reliability of the test. And then test was launched and they
get the huge success in the recruitment process.
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According to me when they have the test after proper validation and re-
validation of the test it helped them to have proper look for the required
employees. They looked to various means to pre-qualify applicants for
various jobs and positions to determine which employee or employees may
best qualified for a new position. In this way the employers of the MCC have
the win-win situation for the recruitment process. The employees were
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evaluated and determined to have the right background, personality,
education and experience for the job, they are more likely to perform better
for the employer and have a higher degree of personal job satisfaction. So
when they have the all the staff in hand it lead them to have self motivation
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and the commitment among the employees as the personality test really
depicted these characteristics. Similarly by other evaluation they have the
personnel with problem solving and cognitive ability that helped them to
adjust in the new atmosphere and they proved themselves as an asset for
the MCC. Mostly employees were with the energy and enthusiasm and they
can concentrate on the situation very easily. If we see the tests of the MCC it
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clearly shows the results in a way that these tests scrutinises the people
with energy, enthusiasm and motivation. That boosted the company
business within the Pakistani region and that was very tough to have such
thing. Similarly these tests also helped them to choose the people who were
self disciplined, Initiative and Risk threshold, Stress tolerance and
Emotional mature. They were able to lead, train monitor and with all
potential capabilities that basically MCC requires when there is no
experienced people within the specific field. And now they have their best
position within the industry.
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References:
Books:
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Alexandra K. Wigdor, Wendell R. Garner. (1982). Ability Testing. (National
Research Council U.S.A), Page 6-12, 99-102
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Gary Dessler. (May 2004). Human Resource Management. (Florida
International University), Page 192-202
Interview:
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Mr. Babur Shabbir, HR Trainer, Metro Cash & Carry, Lahore
Babur.shabbir@metro.pk
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www.metro.pk
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