In today’s competitive job market with all of legal precautions employers must take in the workplace environment, employers face the challenge of attracting, developing, and retaining the best employees. Personnel assessment is a systematic approach to gathering information about individuals (Dessler, 2011). This information is used to make employment or career-related decisions about applicants and employees. Any test or procedure used to measure an individual’s employment or career-related qualifications and interests can be considered a personnel assessment tool (Dessler, 2011). There are many types of personnel assessment tools that help in the selection process. Human resource management and employers can use various tests as well as the personal interview to aid in the employee selection process.
There are hundreds of employment tests on the market that measure attributes, from basic personality traits to specific skills, such as analytical, clerical and technical. General cognitive ability tests measure a job candidate's aptitude or ability to quickly acquire job knowledge and perform job-related tasks (Barclay, 1999). Personality and reasoning tests measure an individual's pattern of thinking, feeling, and behaving (Barclay, 1999). Pre-employment integrity tests are designed to identify job applicants who are likely to steal, lie, or use illicit substances (Barclay, 1999). Management tests predict a person's potential for success as a supervisor, middle manager, or senior executive. (Barclay, 1999). All of these tests serve a elemental purpose for the employer in the selection process.
There are many tests that are used by employers in an effort to ensure they are adding a beneficial addition to their employment forc...
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...fair assessment, it is essential to take all assessment tools into consideration. No candidate should be hired solely based on the outcome of one of these tools but a combination of all of them.
Works Cited
Barclay, J.M. (1999). Employee selection: a question of structure. Personnel Review, 28(1/2), 134-151. Retrieved February 24, 2011, from ABI/INFORM Global. (Document ID: 116360242).
Dessler, G. (2011). A Framework for Human Resource Management (6th ed.). Upper Saddle River, NJ: Prentice Hall.
Lombardi, L. (2009, October). A LEARNING LESSON IN SELECTING TALENT. LIMRA's MarketFacts Quarterly, 28(4), 69,77. Retrieved February 28, 2011, from ABI/INFORM Global. (Document ID: 1949104241).
McGinn, D. (2003, June). Testing, testing: The new job search. Newsweek, 141(23), 36-37. Retrieved February 25, 2011, from ABI/INFORM Global. (Document ID: 349514251).
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Zarowin, S. (1991). How to find and keep the best employees in the 21st century. Journal of
Employers have the right to know many things about their employees. Job skills and training can even be investigated by the employer. The employee is to perform services and these services must be done in a certain manner. Someone who is incoherent because of drug abuse cannot be a pilot, for example. This is why employers can test to see if characteristics or tendencies would affect performance.
Risavy, S., & Hausdorf, P. (2011). Personality Testing in Personnel Selection: Adverse Impact and Differential Hiring Rates. International Journal of Selection and Assessment, 19(1), 18-30. doi: 10.1111/j.1468-2389.2011.00531.x
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
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Selection is an integral part of every organizations functioning, as it is the process by which suitable individuals are chosen, from a pool of applicants, of whom HR officers predict will most successfully perform within their job, as set out in the job description and person specification [Torrington, et al., 2002: 188]. While the duration and method of the selection process is versatile and may vary depending on the type of job and type of organization, there tends to be a common 5 stage process by which individuals are chosen. Using current HR models and economic theory on job description and person specification, this essay will examine the main characteristics of the selection process and how these are applied in organizations, such as “Lloyds TSB,” “ScottishPower,” and “Enterprise Rent-A-Car.”
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This test can also be used for companies trying to employee new hires through what is called employment assessment test for the right candidates, which entails that a person requiring the job have high skills with dealing with people and being able to deal within a stressful environment. It has also bee...
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