Human Resource Management – Personnel Issues Tests are based on scientific principles and, if used properly, will positively contribute to organizational effectiveness. Although tests do not predict perfectly, there are not perfect selection procedures available. Test effectiveness should be compared to viable alternatives for predicting workplace success. For instance, effective paper-and-pencil tests are far superior to the traditional selection interview. In fact, one reason why tests receive undue criticism is because they indicate explicitly how all applicants are to be assessed and selected. Ironically, interviews often escape criticism because there is no agreement on precisely what characteristics are assessed and how applicants are evaluated. In order to resolve issues associated with previous applicant testing system, the company needs to introduce another legitimate testing procedure.
ACT created a two-part system called Workkeys, a two-part skills assessment for employers who want to find employees with the appropriate skill sets in. One part of Workkeys is a profiling system, which specialists believe is what makes Workkeys unique. A skill profile is created for a particular job by asking what foundational skills are necessary and which ones are most important for a particular position. Skills for particular positions are ranked in order of most importance. The other part is 10 different tests, each on a foundational skill such as reading, writing, math and even skills not often thought about such as observational and listening skills. These skills are usually assessed in academic settings, but these tests cannot be used to assess the same skills in a workplace, because the approach is totally different. The tests generally take between 30 and 55 minutes and are created to be administered in a proctored environment, much like the ACT college admissions exam.
The Essay on Taking Skills Test Strategy Planning
Appraising My Test Taking Skills Essay, Research Appraising My Test Taking Skills The advantages of my test taking skills are effectiveness, organization, and good review tools. Thus, the disadvantages are manageable review time and strategy planning. I find myself mostly "stuck' on planning a strategy. Before I began to prepare for a test, I would first make sure that my notes are organized as ...
Most of the tests are paper and pencil or computer-based, although a few arc video-based. All follow the same basic test-taking format. In the past, recruiters answered many questions about a prospective employee by contacting the candidates previous employers. Today, human resources practice is turning to alternative screening methods: pencil and paper honesty tests, intelligence quotient (IQ) tests, psychological assessments, and in-depth background searches by private investigators. Such screening methods have their critics. Lawsuits can threaten the company that uses certain tests inappropriately. In addition, critics question whether the screening methods provide good information to employers and whether they are fair to applicants.
Simultaneously, despite some ongoing methodological controversies, validation studies show that honesty tests are fairly effective at screening out future thieves in the company. Although critics claim that the tests infringe on job seekers privacy rights by requiring disclosure of information about inner attitudes and past behavior to other – usually strangers, a study of 1,800 applicants found an honesty test acceptable in 92% of cases examined (Parks, 129).
Although the questions deal with sensitive subjects, none has been found to be in violation of federal or state privacy laws, and no adverse impact on minorities has been noted. If the company hires applicants with criminal records, it might end up in trouble because of a legal concept called negligent hiring. Thus, it is employers obligation not to hire applicants whom they knew or should have known might undertake conduct against other individuals or otherwise subject employees or third parties to actions that am create legal liability. Routine utilization of third-party screening services weeds out undesirable applicants before they end up being hired.
The Essay on Test Tube Physical Chemical Record
Abstract: This lab assignment is to observe certain substances and observe its physical and chemical changes in different environmental conditions. We first observed its physical properties, such as physical state and color and recorded it on paper. Then we did different types of experiments on some of the substances and observed the chemical changes. Some of the chemical changes where ...
According to American DataBank, 45 percent of all applicants that clients send to them for screening have either a criminal record, a bad driving record, a workers compensation claim or bad credit history (Parks, 133).
Employment screening is to be done legally under the guidelines of the Fair Credit Reporting Act. Most screenings should focus on criminal history, driving record, credit history, workers compensation claims and Social security number verification. If an applicant has a criminal conviction or driving conviction that does not necessarily mean the company should never hire that person. For instance, an applicant in his 40s who had an offense that occurred in his teens and has had a clean record ever since might not be a bad employee. It is a judgment call on the part of the company to determine just how relevant a criminal record is, based on die number of offenses, the types of offenses, the seriousness of the offenses and how recent they are.
In certain instances, however, there are laws that will prevent the company from hiring individuals with certain criminal or traffic convictions for certain job positions, as well as implied employment responsibilities. For example, certain offenses, such as battery, can almost always be grounds for refusal to hire, since it is a form of violence, and the company has a responsibility to prevent violence in the workplace. Bibliography Liz Parks. (2004).
Measuring the Qualities. Stores. New York: Vol.
86, Iss. 5.
