Types of Tests_Dessler
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Selection tests fall into four main categories: cognitive abilities, motor and physical abilities, personality and interests, and achievement. Cognitive ability tests measure skills like reading comprehension, math, and mechanical reasoning. Motor and physical ability tests evaluate attributes like speed, dexterity, and endurance. Personality and interest tests assess traits such as extraversion, emotional stability, agreeableness, openness to experience, and conscientiousness. Achievement tests determine an applicant's knowledge in specific subjects.
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![Welcome to
Human Resource Management
BASIC CATEGORI OF SELECTION TESTS
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According to Noe et al. (2018), hiring managers may use a compensatory model when making candidate decisions, where a strong performance in one assessment can outweigh a weak performance in another. For example, a candidate who did not interview well could still be hired if their scores on personality or other tests administered by the organization show a good fit for the position. Decision-makers have flexibility to consider multiple factors rather than relying solely on one evaluation such as an interview.
Work Samples and Simulations New
The document discusses various selection methods used in human resource management, including work samples, simulations, assessment centers, background checks, reference checks, honesty testing, physical examinations, and substance abuse screening. It provides examples of each method and discusses their advantages and limitations. It also covers the use of applicant tracking systems to screen and evaluate candidates.
Reliability Validity
Reliability refers to consistency of test scores, while validity refers to a test measuring what it intends to measure. To validate a test, one would analyze job criteria, administer the test concurrently or predictively, relate test scores to actual job performance, and revalidate periodically with new samples. Some ethical and legal considerations in testing include maintaining test security and confidentiality of results, obtaining informed consent, and avoiding defamation of employees. Common types of tests used in employee selection are basic skills tests, job skills tests, and psychological tests.
Globalization and competition trends
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Nature of work
This document discusses trends in the nature of work and how it is changing. It notes that over 2/3 of the US workforce is in the service sector and that number is expected to grow to 87% by 2020. As manufacturing jobs decline, service jobs are increasing. It asks about knowledge work and human capital, explaining that employers rely more on knowledge workers who have skills in critical thinking, problem solving, and information technology. Globalization may lead to changes in demographics and the makeup of the workforce.
Deregulation new
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This document discusses the types of information that can be gathered from job analysis including work activities, human behaviors, tools and equipment used, performance standards, job context, and human requirements needed to perform the job. Job analysis provides insights into the key duties, responsibilities, necessary skills, and working conditions of different roles within an organization.
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According to Noe et al. (2018), hiring managers may use a compensatory model when making candidate decisions, where a strong performance in one assessment can outweigh a weak performance in another. For example, a candidate who did not interview well could still be hired if their scores on personality or other tests administered by the organization show a good fit for the position. Decision-makers have flexibility to consider multiple factors rather than relying solely on one evaluation such as an interview.
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The document discusses various selection methods used in human resource management, including work samples, simulations, assessment centers, background checks, reference checks, honesty testing, physical examinations, and substance abuse screening. It provides examples of each method and discusses their advantages and limitations. It also covers the use of applicant tracking systems to screen and evaluate candidates.
Reliability Validity
Reliability refers to consistency of test scores, while validity refers to a test measuring what it intends to measure. To validate a test, one would analyze job criteria, administer the test concurrently or predictively, relate test scores to actual job performance, and revalidate periodically with new samples. Some ethical and legal considerations in testing include maintaining test security and confidentiality of results, obtaining informed consent, and avoiding defamation of employees. Common types of tests used in employee selection are basic skills tests, job skills tests, and psychological tests.
Globalization and competition trends
Globalization refers to companies expanding their operations internationally through activities like sales, ownership, or manufacturing in foreign markets. As globalization increases competition, employers feel more pressure to lower costs and increase productivity and efficiency. This has led many companies to offshore high-skilled jobs like sales managers and HR managers to lower-cost foreign locations. For around 50 years, globalization has boomed as governments reduced trade barriers and encouraged free trade by dropping taxes on international business and forming economic free trade areas.
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This document discusses trends in the nature of work and how it is changing. It notes that over 2/3 of the US workforce is in the service sector and that number is expected to grow to 87% by 2020. As manufacturing jobs decline, service jobs are increasing. It asks about knowledge work and human capital, explaining that employers rely more on knowledge workers who have skills in critical thinking, problem solving, and information technology. Globalization may lead to changes in demographics and the makeup of the workforce.
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Deregulation involves removing government laws and regulations in certain markets to increase competition. In countries like the United States, deregulation of the financial industry allowed large banks like Citibank to emerge and offshore jobs to lower costs abroad, even highly skilled jobs. As regulations decreased, businesses, consumers, and homebuyers took on more debt until the housing market could no longer sustain it.
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This document discusses the types of information that can be gathered from job analysis including work activities, human behaviors, tools and equipment used, performance standards, job context, and human requirements needed to perform the job. Job analysis provides insights into the key duties, responsibilities, necessary skills, and working conditions of different roles within an organization.
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Types of Tests_Dessler
- 1. Welcome to Human Resource Management BASIC CATEGORI OF SELECTION TESTS [ ]
- 2. BASIC CATEGORI OF SELECTION TESTS
- 3. Types of Tests Cognitive abilities Motor and physical abilities Personality and interests What Different Tests Measure Current achievement
- 4. Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 6–4 FIGURE 6–5 Type of Question Applicant Might Expect on a Test of Mechanical Comprehension WHICH GEAR WILL TURN THE SAME WAY AS THE DRIVE
- 5. Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 6–5 The “Big Five” Extraversion Emotional stability/ Neuroticism Agreeableness Openness to experience Conscientiousness