Homework Clinic
Social Science Clinic => Business => Management => Topic started by: jilianpiloj on Jul 6, 2018
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Describe and discuss work-sample tests and assessment centers and the contexts in which they can be used effectively.
What will be an ideal response?
Question 2
Briefly explain any three types of written tests that are typically used in the employee selection process.
What will be an ideal response?
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Answer to Question 1
Work-sample tests are hands-on simulations of part or all of the job that must be performed by applicants. By carefully devising work samples based on specific job tasks, management determines the knowledge, skills, and abilities needed for each job. Then each work-sample element is matched with a corresponding job performance element.
Work samples are widely used in the hiring of skilled workers, such as welders, machinists, carpenters, and electricians. The results from work-sample experiments are impressive. Studies almost consistently demonstrate that work samples yield validities superior to written aptitude and personality tests.
A more elaborate set of performance-simulation tests specifically designed to evaluate a candidate's managerial potential is administered in assessment centers. In assessment centers, line executives, supervisors, and/or trained psychologists evaluate candidates as they go through one to several days of exercises that simulate real problems that they would confront on the job. Based on a list of descriptive dimensions that the actual job incumbent has to meet, activities might include interviews, in-basket problem-solving exercises, leaderless group discussions, and business decision games.
Answer to Question 2
Typical written tests include tests of intelligence or cognitive ability tests, personality tests, integrity tests, and interest inventories.
a) Tests in intellectual ability, spatial and mechanical ability, perceptual accuracy, and motor ability have proven to be valid predictors for many skilled, semiskilled, and unskilled operative jobs in industrial organizations. Intelligence tests have proven to be particularly good predictors for jobs that require cognitive complexity.
b) Personality tests are relatively inexpensive and simple to use and administer. Organizations use numerous measures of the Big Five traits in selection decisions.
c) As ethical problems have increased in organizations, integrity tests have gained popularity. These are paper-and-pencil tests that measure factors such as dependability, carefulness, responsibility, and honesty.
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great post