Questions On Human Resource Management

Submitted By opshaw
Words: 1117
Pages: 5
Open Document
Testing
Opal Shaw
Ashford University
Human Resource Management
OMM618 (MWC1343A)
Professor: Heather Strouse
November 4th, 2013

According to the Uniform Guidelines on Employee Section Procedures (l978), they described testing ‘as a practice done by many employers and Human Resources Department to determining the suitability or desirability of a job applicant’. It can be in a written form, orally or otherwise, it is one of the employment tools use for hiring if implemented properly. for example, I am applying for a job at the University of Ashford, even though I may have the proper qualifications for the job, most organizations still run a test of relevance to see whether or not it will correlate with the necessary job performance you are intended to do. This will also give the employers an indication as to whether or not it is economically useful for them to select employees based on scores from the test.
Employees are the most powerful thing in any organization, they can affect an organization performance and profitability, therefore hiring or promoting people who are unsuitable cost time, money, and potential new business, carefully monitored employment test can provide organizations with a way to decide systematically and accurately as to which people have the ability to perform well on the job and there will not be any turnover or counterproductive behaviors.
A test can be considered as standardized, meaning that it can be a series of problems or questions that assess person knowledge, skills, abilities, or other characteristics. Using test can be very effective in the selection process as it can determine which applicants or employees would be most qualified for the a particular job, however testing must not be use as the sole decision in employment.
There are many reasons why recruiters do testing. These include the following:
So that individuals are treated equally
To get hard to get information
When there are a lot of applicants
The job requires certain attributes that may be hard to develop
Test is not right for every situation; the following are some of the reasons why you may not test:
: Cost: the budget must be in place to do so, so if you don’t have the necessary budget then it would not be wise.
Test may not be necessary if there are not many persons.
If you already have a good decision making process in place.
There are several different types of test, there are varied according to their mode of administration, for example, using a paper and a pencil or using a web-based. Most times the test consists of information as; interpersonal skills and mathematical ability. The following are a list of pre-employment test:
Cognitive test: this test assesses one reasoning, memory, reading comprehension and arithmetic.
Physical ability test: this test measure the physical ability of how someone can perform a particular task.
Sample job tasks: these test are perform tests, simulations and work samples
Personality test: this checks the degree to which a person has certain traits or dispositions, for example, dependability and co-cooperativeness.
Integrity tests: this test aim to predict the like hood that a person will engage in certain conduct for example, theft or absenteeism.
When doing testing, the test must be valid, in that it must ask questions that are only related to the employee performance. It must also organize that it the questions are ethical and legal and not have any discriminationary implications.
In an article done by Munches, George (October, 1989) 817, he said that, “in the employee hiring process the results of testing is to the advantage of both the recruiter and the applicant.” George went on to say that with the increasing emphasis being place on the people aspect of the organization, the correct hiring decisions is of crucial importance, as more and more employers are now able to use the instruments than in the past.
Show More

Related Documents: Questions On Human Resource Management

Case Study Essay

thru orientation and working in a very short period of time. New to the company, only having worked there for six months, this too is his first recruitment effort. The new trainees will be working for Monica Carrolls, the Operations Supervisor. Challenges are inherent in any recruitment effort, particularly for Carl since this is his first recruitment effort and the short period of time from date of hire till taking on this assignment. The employees were recruited in April and the expected date…

Words 826 - Pages 4

Skill-Based Analysis Process

Suff (2012, p.9) clarifies that aptitude testing is an appraisal of the numerical, verbal, and general consistent thinking capacity of a person. Psychometric testing is more serious and incorporates an appraisal of identity characteristics. Psychometric testing is not a definite science, but rather after some time an extensive collection of exact information has been assembled which builds the unwavering quality of such testing. As a rule psychometric tests are a helpful pointer of…

Words 1041 - Pages 5

Report on Adf's Collaboration with Manpower Essay

organisational culture and the HR system that supported this, it is apparent that the collaboration, though challenging and the first of it’s kind helped bring about an improvement in the recruitment of candidates to the ADF. Introduction Facing increasing scrutiny over costs the ADF undertook a review of the recruitment functions in the army, navy and airforce…

Words 2615 - Pages 11

Recruitment Selection Strategies CCC Essay

Recruitment and Selection Strategies, Clayton Commercial Construction HRM/531 December 1, 2014 Recruitment and Selection Strategies, Clayton Commercial Construction Summary Clayton Commercial Construction (CCC) has asked the consulting firm of Atwood & Allen to provide guidance for their expansion plans into the state of Arizona. This document will offer specific guidance in the development of recruitment and selection strategies in regards to this expansion. Careful planning and consideration…

Words 1441 - Pages 6

Nt1310 Unit 3

specialty licensure area or across the university? Standard 3.1 Task 2 The EPP did not address how they will record, monitor and use the results of their recruitment efforts for planning and modification of recruitment strategies. How will the EPP record, monitor and use the results of their recruitment efforts for planning and modification of recruitment strategies?…

Words 627 - Pages 3

Resourcing talent Essay

TALENT 2.2. CIPD POINT OF VIEW 3. A DIVERSE WORKFORCE 4 3.1. 3 ORGANISATION BENEFITS OF ATRACTING AND RETAINING A DIVERSE WORKFORCE 3.2. CIPD POINT OF VIEW 4. RECRUITMENT AND SELECTION 5 4.1. 3 FACTORS THAT AFFECT AN ORGANISATION’S APPROACH TO RECRUITMENT AND SELECTION 4.2. 3 DIFFERENT RECRUITMENT METHODS 4.3. 3 SELECTION METHODS 5. INDUCTION 8 5.1. PURPOSE OF INDUCTION 5.2. HOW DOES INDUCTION BENEFIT INDIVIDUALS AND ORGANISATIONS 5.3.…

Words 2210 - Pages 9

Hr - Recruitment Essay

Human Resources – Instrument of Assessment 2 Recruitment Process Stage 1: Job Analysis The organisation must analyse the vacancy to be filled by identifying the tasks, duties and responsibilities of the position. Stage 1: Job Analysis The organisation must analyse the vacancy to be filled by identifying the tasks, duties and responsibilities of the position. Stage 2: Job Description This is a written description of what the job entitles. This may include the main duties and…

Words 1850 - Pages 8

Essay on (Bus) BSBHRM506A - Assessment 1

document. Step 2: Upload your responses using the following link: http://www.learningspot.com.au/mod/assign/view.php?id=6135 Questions Q1: List (briefly, using bullet points) at least 5 functions/processes that should be accounted for in the recruitment, selection and induction policies Answer: 1. What position is needed.  2. Job requirments…

Words 1979 - Pages 8

Essay about Human Resource Management in Pharmacy

performance at work. The key functions of HRM work include staffing, recruitment, retention (pay, rewards, incentive), compliance (legal requirements) and change management (terminations, redundancies). However, as this question is directed towards recruiting a new pharmacist, I will focus on the Staffing aspect of HRM. The concept of staffing involves various factors such as recruitment, testing, selection and induction. Recruitment involves attracting and finding suitable candidates who may be selected…

Words 860 - Pages 4

Essay on Human Resource Management and Job

CHAPTER II DEVELOPING A SELECTION PLAN Recruitment and Selection Manual State Personnel Division Department of Administration CHAPTER II DEVELOPING A SELECTION PLAN Before taking any steps to fill a vacant job, you need a selection plan. This “action plan” will guide supervisors and managers through the selection process. For your selection decisions to be defensible later, your recruitment and selection procedures need to be job-related developed before reviewing applicants based on…

Words 4849 - Pages 20