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Research on motivation of employees
Strengths and weaknesses of assessments
Research on motivation of employees
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Types of Testing and the Impact on Employers and Employees
The modern businesses entities operate in an environment that is highly competitive and dynamic. In this respect, organizations are always on the alert looking to attract the most suitable and capable personnel. Despite the fact that job seekers could have exceptional academic qualifications; employers put employees through vigorous and thorough assessments so as to assess the suitability, credibility, and the skills of the individuals. No organization wants to be left behind in terms of high and superb levels of efficiency. In an attempt to verify and ensure that an organization has the most proficient employees; employers apply a series of tests to the employees (Ployhart, 2006). These tests are applied to new comers coming into the organization. Furthermore, periodic tests could be applied to current employees to assess their performance. This paper takes an in-depth analysis of the various types of tests that are applied by organizations and their influence on both the employees and employers.
Types of Testing
Assessment Center Evaluation
Assessment centers could be used to measure a diversity of skills; however, assessment centers are used primarily to measure or analyze communications, interpersonal, planning, organization, and the analytical skills of a potential/current employee. In addition, the assessment center could consist of exercises that evaluate the work content and the problems experienced in the workplace. For example, employees in a sales department could be evaluated on their ability to make sales in a certain environment. Through such assessments employers are able to know the possible problems that employees face in the working environment ...
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... Challenges and Strategic Opportunities. Journal of Management, 32(6), 868-897. doi: 10.1177/0149206306293625
Tippins, N.T. & Adlers. (2011). Technology-Enhanced Assessment of Talent. San Francisco, CA. Jossey-Bass. Retrieved from http://books.google.com/books?hl=en&lr=&id=W2p1FFTPSoIC&oi=fnd&pg=PR3&dq=technology+enhanced+assessment+of+talent&ots=VVwMI-5EI_&sig=9UE3YeGmU--x_mbPdrErLpDj9ko#v=onepage&q=technology%20enhanced%20assessment%20of%20talent&f=false
U.S. Department of Labor. (2010). Testing Accommodations. Morgantown, WV: U.S. Dept. of Labor, Office of Disability Employment Policy, Job Accommodation Network. Retrieved from; http://www.dol.gov
Westring, A.J., Oswald, F., Schmitt, N. Drzakowski, S., Imus, A., Kim, B., (2009). Estimating Trait and Situational Variance in a Situational Judgment Test. Human Performance, 22(1), 44-63. doi: 10.1080/08959280802540999
is required to take prior to hiring. A psychological test is taken as well to evaluate
Standardized testing assesses students, teachers, and the school itself, which puts a great deal of pressure on the students. High scores show that the school is effective in teaching students, while low test scores make teachers and schools look as though they are not teaching the students properly. This is not always the case. There are teachers who do teach students what they need to know to pass the test, but their students are still unprepared. Although teachers try to improve instruction, student performance is still variable to other factors that the school cannot control.
Assessment is defined in the Merriam – Webster Dictionary as “the act of making a judgement about something” and thus connotes a worthwhile activity based on sound, careful thought. In Education, assessment has been variously defined as “any systematic method for obtaining information from tests and other sources, used to draw inferences about characteristics of people, objects or programs” (AERA, APA, & NCME, 1999, p.172); “any purported and formal action to obtain information about the competence and performance of a candidate’ (Schuwirth & van der Vleuten, 2014. p.243). Generally, assessment has three purposes. First, to determine what students do and do not know,
Assessment is the term counselors use for the evaluation methods counselors use to better understand the characteristics of people, places, and things. The purpose of assessment in counseling is to help better understand and provide information for both the counselor and client so the counselor can better help the client and plan and evaluate programs (Hays, 2013, p. 6). “In addition, it can be therapeutic and can help clients understand both their past and present attitudes and actions as well as their plans for the future. Thus, assessments serve a diagnostic use, help to evaluate client progress, and are useful to improve or promote client awareness, knowledge, and skills” (Hays, 2013, p. 6). An assessment should be part of the
As Aberdeen research shows companies which use Big five assessment tool for staff selection have terrific returns on their investments. Companies having pre hire assessment programmes 24% more likely to have employees exceeding performance expectations and 17% higher level of job engagement among employees and 36% more satisfied with new employees compared to businesses which do not use pre employment testing Lechner (2015). This is another evidence showing that the Big five model adequately capture and explain human personality.
“Aptitudes are potential abilities, whereas abilities are the knowledge and skills that an individual currently possesses.” (Schermerhorn 2003) Professionals such as Doctors, Lawyers, and even professional drivers all require a specific level of skill and knowledge to be able to do their jobs. For anyone of these professionals they could not perform their jobs if they had skill but no knowledge or knowledge and no skill. Skills and knowledge are important considerations for a manager when choosing to hire a person. There are many different kinds of tests used to measure mental aptitudes and abilities. Some tests are designed to test specific skills and abilities such as a professional driver would be given a drive test and would be asked to demonstrate their knowledge on how to operate specific equipment on the truck and trailer. Some tests are designed to test general skills and abilities, someone applying for a general secretary job may be ask to take a typing test, 10-key, or demonstrate a general knowledge of computers.
To ensure all the employees are competent, they need to develop a system to measure this competency. For example, they can do assessments to gauge competency. Besides that, they should provide compulsory and supplementary training to their employees to add in value and skills. Mentoring systems also can be implemented to ensure sharing of knowledge and experiences.
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
Stiggins, R. (1991). Facing challenges of a new era of educational assessment. Applied Measurement in Education 4(4), 263+. Retrieved September 25, 2003 from Academic Search/EBSCO database.
Personality tests and skills assessments provide valuable information for certain well-defined positions, such as seller, buyer and worker in routine production. The interviews to study the person, carried out by experts are also useful when simpler methods do not clearly show certain characteristics such as emotional stability. Psychological tests on knowledge have limited success. The diversity of requirements for them, coupled with the complexity of motivations and behavior of individuals, make the structuring of proof extremely difficult. Psychological tests and interviews implemented for personality assessment act as a supplement to other administrative criteria. When it comes to executive positions, the main value of the evidence lies in corroboration or uncertainty about personal qualifications. The qualifications of persons based on experience are an important administrative requirement (Archer & Smith,
• New hire completes an Individual Readiness Assurance Test, which assess the learning needs of the new employee (Ouellette & Blount 2015).
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
The difference between the skills needed on the job and those possessed by applicants, sometimes called the skills-gap, is of real concern to human resource managers and business owners looking to hire competent employees. While employers would prefer to hire people who are trained and ready to go to work, they are usually willing to provide the specialized, job-specific training necessary for those lacking such skills. Most discussions concerning today’s workforce eventually turn to employability skills. Finding workers who have employability or job readiness skills that help them fit into and remain in the work environment is a real problem. Employers need reliable, responsible workers who can solve problems and who have the social skills and attitudes to work together with other workers. Creativity, once a trait avoided by employers who used a cookie cutter system, is now prized among employers who are trying to create the empowered, high performance workforce needed for competitiveness in today’s marketplace. Employees with these skills are in demand and are considered valuable human capital assets to companies. Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. These are the skills, attitudes and actions that enable workers to get along with their fellow workers and supervisors and to make sound, critical decisions. Unlike occupational or technical skills, employability skills are generic in nature rather than job specific and cut across all industry types, business sizes, and job levels from the entry-level worker to the senior-most position. Job readiness skills are clustered into three skill sets: basic academic skills, higher order thinking skills, personal qualities Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. Employability skills are teachable skills.
In signaling theory, Spencer’s argument is that achievement of valid credentials is a crucial signal to an employer about a potential employee’s productivity. In this theory, education is taken as an individual’s effort regardless of the cost of attaining the credentials. In that respect, Spencer makes fundamental assumptions with one being that job vacancies require the prospective employees to have a certain set of skills and personality. In addition, Spencer classifies the pools of skills into two categories of good and bad, with good indicating a pool with potential for high productivity and bad as being an one indicating low productivity. (Weiss, 1995)
1. Recruitment and retention of the best employees. The book worries that establishments are prosperous due to the durable employees that are exclusively chosen from end to end by a non-bias interview. Colleges and managers demonstrate if we work hard we can earn a lesser amount of many time with your family and friends for the moral of the business. We will be able to work all the time they offer you desirable overtime, but still scarcely make ends meet. Is this anything I want to look forward to in the work force? (Bucher, 2015).