ECE _DSST _ Human Resource MGMT

Physical ability tests job knowledge tests and work

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Physical ability tests, job knowledge tests and work sample tests are other commonly administered tests utilized by employers. Physical tests should be carefully validated to ensure that it is relevant to the essential job functions as this test could possibly be
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considered as disadvantageous to female and disabled job applicants. These tests may be considered relevant for jobs which require considerable physical strength and stamina. A job knowledge test determines the applicant’s understanding of the job whereas the work sample test examines the applicant’s ability to perform tasks that are similar to the actual job in order to enable selection based on competency. The work sample test enables employers to view applicants 'in action' when carrying out the intended job functions. Therefore, the competency of each applicant can be assessed based on this test. Normally, the key selection procedure, which is carried out in the vast majority of applications in the hiring process is the interview . The interview is the most popular selection procedure because it gives the selection panel the opportunity of judge the applicant face- to-face, it is usually easy to organize and serves public relations purposes. The different types of interview methods include the nondirective interview, structured interview, situational interview, behavioral description interview, panel interview, computer interview and video interview. In the behavioral description interview, the applicant is asked about the actions he or she took in a real work incident that took place previously. For example, the interviewer may ask the applicant how he or she last disciplined an employee. The nondirective interview is one where the interviewer allows the applicant to determine the course of the discussion without making influencing comments. In contrast, the situational interview is one where the applicant is presented with a hypothetical situation and asked what he or she would do in the circumstances. In making a decision on employee selection, employers will usually consider the applicant’s knowledge, skills, abilities, personality, values and motivation . Motivation is critical in determining if an applicant will make a good employee. It is pointless if an applicant has the knowledge, skills and abilities for the job but lacks the motivation to carry out the job itself. Research indicates that human personality can be described using just five traits. Psychologists call this The Big Five and they are: extroversion, neuroticism, agreeableness, conscientiousness and openness. The Big five model says that five basic personality dimensions underlie all others. The five dimensions represented in this model are extroversion, agreeableness, conscientiousness, emotional stability, and an openness to experience. Research on the “Big Five” has found important relationships between these personality dimensions and job performance.
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