Loading…

Flash Player 9 (or above) is needed to view presentations.
We have detected that you do not have it on your computer. To install it, go here.

Like this document? Why not share!

TESTING

on

  • 457 views

 

Statistics

Views

Total Views
457
Views on SlideShare
456
Embed Views
1

Actions

Likes
0
Downloads
3
Comments
0

1 Embed 1

http://hhrrricardoherrera.blogspot.com 1

Accessibility

Categories

Upload Details

Uploaded via as Microsoft Word

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

TESTING TESTING Document Transcript

  • Universidad del Valle de México<br />Glion V Semester<br />Human Resources Management<br />Professor Rodrigo Rodríguez<br />“Testing”<br />Lena Parra Navarrete<br />“Testing”<br />Introduction<br />Tests are an assessment of qualities or characteristics that are obtained through the observation and classification of certain situations. The tests can be used to predict the good performance of candidates for a job.<br />To be useful tests require three essential elements:<br /> Be standardized: determine parameter which is the maximum and minimum required for the unit they will be applied.<br /> To determine the reliability: when the same test is applied twice to the same person under identical circumstances, provide similar results.<br />Validity: is the quality by which a test as reflected in the performance of work.<br />It is difficult to determine in some cases the question of testing used to verify the capabilities of some form that the applicant has to fill any position, as well as what criteria should be followed to measure the likely success in the use and interpretation of results for that reason have devised tests to all qualities.<br />Content<br />General knowledge tests<br />These tests should be linked with the vacant post, usually the immediate supervisor does the future in order to verify that the applicant has the knowledge and experience that the position requires.<br />How tests can be applied<br />Oral: apply verbally through questions and answers.<br />Translations: apply by written questions and answers.<br />Performance: apply by performing a job or task at a time.<br />Psychological testing<br />The main aim to standardize and equalize the conditions that must be developed by the applicant, that the results obtained that only the existence and extent that has the quality that it is investigating. These tests can be classified as:<br /> Proficiency Testing: measure the ability of an applicant.<br /> Intelligence tests: its aim is to measure the agility and mental capacity. Value one or more of various types of mental ability, including memory, reasoning and vocabulary, and verbal reasoning ability with numbers.<br /> Personality tests: check the key attributes of personality, including emotions, general behavior, reactions and self-confidence. A personality trait is a special feature of the individual able to distinguish it from others. Both application and interpretation of personality tests require the participation of a psychologist.<br />Research<br />The research is intended to check and confirm the information obtained from the applicant regarding:<br />Job History: it is one of the easiest and most effective means to check the industry, worker's abilities, because if it has, should have revealed in previous work. It helps to make these inquiries in person and not just by phone, since the latter half we lost a lot of data that would get a personal interview. Consider the position held, salary received, reason for low performance evaluation and behavior.<br />Family history: when a social workers go to the home to interview the same applicant, relatives and acquaintances, in order to see the environment in which they live.<br />Criminal history: research in prisons because they may reveal that an applicant has a criminal record to be an inconvenience to occupy.<br />Economic conditions: household budget, rent, tuition, property, income, etc.<br />Letters of recommendation: its validity depends on the people ratify it recommended.<br />Medical Exam<br />Takes place at the end of the selection process and is applied to persons who were eligible in the previous stages to the work being pursued. The physical examination includes medical, medical history, laboratory tests, etc.<br />The physical examination should discover the individual's physical characteristics that are significant for efficient execution in the position to occupy.<br />The medical examination is to study the overall health of the candidate, and also check whether the candidate has the normal use of his senses.<br />Main purposes:<br />To determine if the candidate is suffering from contagious diseases<br />Know if you have any conditions that may be a contraindication for the job would be offered.<br />To determine if the worker does not suffer occupational diseases to enter the job.<br />Get clues on the possibility that the worker is alcoholic or drug addict.<br />Check whether the worker is the normal and required acuity of his senses.<br />Find if the worker has a defect that predisposes them to suffer accidents.<br />Guidance about how to be cured of their chronic diseases and prevent those that might happen.<br />Research your overall health.<br />Serve as a basis for periodic reviews to monitor their workers' health.The rejection is necessary when you discover a contagious disease in order not to jeopardize their health more personal or those related to the properties or the organization.<br />Serve as a basis for periodic reviews to monitor their workers' health.<br />The rejection is necessary when you discover a contagious disease in order not to jeopardize their health more personal or those related to the properties or the organization.<br />References<br />Chiavenato Idalberto “Administración de recursos humanos”, Mc. Graw Hill.<br />Ivancevich John, “Administración en los recursos humanos- el capital humano”, Mc. Graw Hill. <br />Reyes Agustín, “Administración del personal”, Limusa. <br />