Performance Assessment Test: Interpersonal and Organizing Skills - Assignment Example

Employee testing project Performance assessment test Performance assessment test generally means a situation where the candidate is needed to perform a task rather than choose answer from the readily-made list. Workers are examined through various organizational desired methods to determine if they meet the organizational working requirements (Anne and Sheldon, 15). These organizational working requirements are often in line with the organization’s goals and objectives. Therefore it is designed to determine different types of job related abilities and skills such as communication, planning, interpersonal and organizing skills.  Performance assessment test can be carried out at organizational or individual level. In regards to organization, Performance assessment test requires strategic plan of the firm to layout goals, objectives and mission in a certain period of time (Anne and Sheldon, 19). Mostly, performance assessment test is carried out especially when the Organization wants to determine their progress with respect to realizing its goals and objective and to have right indicator of workers knowledge and abilities. More importantly, performance assessment test can provide indicators for improving instruction and increasing human resource productivity. This is mainly achieved through enhancement of human resource understanding of their roles specifically after successful performance testing (Anne and Sheldon, 31). Successful performance assessment test is characterized by positive changes in worker relations, their ability and effectiveness improves and improvement of overall performance customer service and teamwork. Performance testing also lessens business costs by identifying right workers for training, promotions, and hiring. For example, the figure below represents an employee performance evaluation form for Apple Inc. B. Employee strengths and accomplishments: Include those which are relevant during this evaluation period. This should be related to performance or behavioral aspects you appreciated in their performance. C. Performance areas which need improvement: D. Plan of action toward improved performance: E. Employee comments: F. Job Description Review Section: (Please check the appropriate box.)  Employee job description has been reviewed during this evaluation and no changes have been made to the job description at this time.  Employee job description has been reviewed during this evaluation and modifications have been proposed to the job description. The modified job description is attached to this evaluation. G. Signatures: Employee Date (Signature does not necessarily denote agreement with official review and means only that the employee was given the opportunity to discuss the official review with the supervisor.) Evaluated by Date Reviewed by Date Cognitive ability test Cognitive ability tests typically use questions or problems to measure ability to learn quickly, reading logic, and reasoning. Cognitive ability tests also utilize other mental abilities that are so crucial in achieving aims and goals of different organizations. Cognitive ability tests evaluates an individual’s potential to solve job-related constraints by providing information about their mental abilities; such as verbal or mathematical reasoning and other potentials like speed in recognizing letters of the alphabet. Although the primary goal of cognitive ability test is to evaluate persons’ acquired reasoning abilities, it can also provide hypothetical achievement scores when dispensed (Anne and Sheldon, 43). Cognitive ability tests have been demonstrated to hypotheses job performance specifically for more difficult and broad jobs. Often, it portrays the sharpness, accuracy and consistency of the person on the test. It is also pragmatically believed that persons with good cognitions ability performs better and have got good records in their job compared with persons with bad cognitive ability. Cognitive ability test also produces real inferences for a number of organizational outcomes for instance success in training and performance (Anne and Sheldon, 45). Compared to any other type of performance assessment test, cognitive ability test is relatively easy to be administered i.e., via pencil or paper or computerized methods easily to large numbers. It is also cost effective, easy to dispense and it doesn’t need mostly skilled administrator. It can also decrease business costs by identifying persons for hiring, promotion or training who possess the needed skills and abilities and will not be influenced by test taker attempts to impression manage or fake responses. However cognitive ability test has to be administered in a professional way since it can differ in results by race as compared to other types performance assessment tests. It is also important to note that if cognitive ability test is used improperly it can be time-consuming and hard to develop if not purchased off-the-shelf. Integrity Tests It is a form of performance assessment test used by organisations to test the efficiency of its workers. Integrity tests assess attitudes and experiences related to a person’s honesty, dependability, trustworthiness, reliability, and pro-social behavior.   These tests typically ask direct questions about previous experiences related to ethics and integrity; or ask questions about preferences and interests from which inferences are drawn about future behavior in these areas. Integrity tests are used to identify individuals who are liable to be involved in inappropriate, dishonest, and antisocial behavior at work (Anne and Sheldon, 51). Integrity testing is an improvement of polygraph tests and is used commonly by Human Resources personnel to ascertain the integrity ability of the employees. Overt and personality-based measures are two important tests that are related to integrity test in terms of function. On its part, the overt test undertakes a vital of inquiring about past behavior and attitudes such as theft and harmful behavior. On the other hand, the personality-based tests are vital in measuring personality traits that are associated to harmful behavior and theft (Anne and Sheldon, 77). The importance of integrity test comes when candidates have less to no anterior work experience; and will have access to company tools, cash and merchandise, and/or perform their jobs with little direct supervision plus additional questions used to uncover specific instances of self-reported behavioral risk. Researchers have proved that variables of the integrity can be used to predict overall job performance together with various harmful behaviors like immorality, sexual harassments and absenteeism among others. It is also important to note that Applicant Response may have things that cannot be deemed as job orientated or appear to divulge applicants inner feelings and thoughts. In this regards, those undertaking the test may react to integrity tests as being irrelevant factor, but extremely negative response have been found not so common. Integrity test is less costly and perhaps can be administered by not so skilled personnel. However integrity issue can make the person responding in a way to create a positive decision outcome rather than how they truly are. Personality ability test Personality ability tests are designed to consistently draw out information about individuals motivations, preferences, interests and ways of interacting with people and affairs. Personality appraise might be in terms exercises, interviews, in-basket, observer ratings and surveys (Anne and Sheldon, 72). These surveys do not finish without the applicants being asked to rate their level of agreement with the variables used to measure their personality attributes. This is one of characteristics of personality ability tests. The information gathered is used develop a profile which will ultimately be used to determine job efficiency and performance (Anne and Sheldon, 81). The most common recognized personal test traits are five and are sometimes referred to as Five-Factor Model. They include; openness to experience, agreeableness, extroversion, conscientiousness and lastly but not least emotional stability. The following are consideration for personal ability test. Validity: due to the fact that Personality ability tests have a standardized level of criterion-related validity, they are suitable to predict job performance on different fields such as customer service, overall performance, team work and many more. However; when compared other test such as cognitive tests and assessment centers, personality ability tests validity status is not up to standards (Anne and Sheldon, 79). Face validity is all-inclusive and goes overboard to include staffs that are not related to the specific job in the picture. In addition, face validity reveals the inner feelings and thoughts of those participating in the test. It is worth noting that some respondents to personality tests may consider the test as irrelevant invasive. However, the test is highly transparent and this forms one of its strengths. The difference is subgroups especially in terms of gender and ethnicity results to difference on the average score. In this regards, it is apparent that using a personality measure in collaboration with another measure that exhibit greater adverse impact-say cognitive ability test-will yield a high result. As compared to developing a customized test, developing a personality test is usually cheaper. The costs of administration are generally inexpensive and require few resources for administration, and do not require skilled administrators. Administration method: This can be administered by use of paper or by electronic methods like the use of computers etc. EMPLOYEE SELECTING How to improve workforce Improving the quality of new hires This is a core competitive strategy. Quality of new hires depends upon hiring manager to access information about the job need and candidate that best suits the job. Good communication and feedback. A key to high-level collaboration between hiring manager and recruiter in the recruitment process is very important. A good working relationship between management, the hiring manager and the recruiter is also important to improve the quality of new hires. Retaining superior employee Retaining superior employee is important for long-term success. It ensures product sales, customer, satisfaction, succession planning and organizational learning. The ways forward to retain employee are good rewards, creating the environment whereby the employees exhibit the sense of belonging and good working relationship. Coach rather than to manage Balance by giving your team members authority, tools and space they need for their jobs as this will empower them. Set a clear performance metrics and make employee accountable for delivering. These concepts are important in managing the employees’ performance. They include: Identify criteria for evaluating employee’s achievements; Review performance and metrics at regular intervals; Create growth opportunities. This is by internal hiring first who could fit the new position advertised in the company; Leverage performance reviews to gain insights into employee’s goal this are by performance review to discuss employees’ career goal; Underscore positive feedback with something tangible i.e. reward employee by giving them bonuses, leaves and other benefits like leaves and lastly communicate with employee by so doing Develop employees by making them accountable. Employee needs to be accountable for all his decision and actions and he should never pass the blame to anyone else by so doing it will aid him work meticulously and make him/her to take cautious decisions. Reward and motivate employees. It is the duty of employer to give word of encouragement to his employee to motivate them to do their job with the psyche Rewarding hard worker employee makes them to work with the same spirit or even more. Rewarding employees makes them feel that their efforts are being recognized hence motivating them to work harder. Encouraging teamwork Develop employees to embrace teamwork as teamwork increases productivity as ideas is being shared. Working together as a team brings the best out of employees. Demanding realistic targets by employees A realistic targets needs to be set by employers. The target should be within the limits of achievement. Education and training options Enhance employment skills by offering them extra learning opportunities and training on various related job issues. This makes them feel indebted and is obliged to perform better by applying what they learned on training and the course. Ensure employee enjoy their work A happy employee performs better therefore an employer must device a method of making employee happy this is by other team building or any other realistic method The manager should find out the reason why some staff underperforms. The key reasons to underperformance are the following: ability in terms of skill, lack of motivation (will) and lack of capability and this is caused by illness and injury. Underperformance due to lack of skills can be solved by employee training, looking for the available resources that might otherwise improve performance and the realignment of work to someone else capable of doing the work or redistributing the job differently with the available team. Underperformance due to lack of motivation can be solved by the manager setting goals whereby employees are clear of the standard of the job, regular meeting to discuss performance measures and by giving employee feedback on their performance. On the other hand, underperformance due to lack of capability can be solved through making changes to individual duties, change the equipment, altering employee working hours and finally giving the injury or ill employee absent leave for treatment and rehabilitation Tip for hiring the right employee The following comprise the tips for hiring the right employee. Plan your recruitment strategy. A job description is a blue print for the recruitment process. It contains the job scope and the recruitment objectives and it thus help the recruiters or hiring managers to plan their recruitment exercise. Do not rely on resume only to select employee. Use other screening and recruitment methods to make sure your hire is superior. Resume is professionally prepared and is also professionally reviewed. A good interview leaves the interviewee excited about the employer to be. To accomplish superior hire, the company needs to start by planning a meeting for the recruitment process. Specific agenda for the recruitment process should be outlined in the meeting and be followed. The agenda on the meeting will ensure more than a resume is evaluated when hiring the right candidate for the job. Creating a recruitment plan ensure time is save for hiring new staff for the same job. Use checklist for hiring an Employee. By developing a job specification, it helps determine the need for a new hire. Developing a job specification means job description and job analysis are critically looked into before considering to hire. The recruitment-planning meeting should have minimal and important attendees basically the hiring manager and the human recruiter. Job specifications can be revised as per the experience of employee who has worked on the similar job. Job specification also helps rank the qualities, character, education and the experience that a successful candidate for the job should posses. After prioritized the important outline, the job is advertise. A question of who will interview the employee should follow. Example the interview needs to be segmented into technical skills, customer orientation, experience, communication ability, interpersonal effectiveness and cultural fit. Hiring manager should decide on the screening questions and telephone screen should also be decided who will perform it. The question and interview topics for the interview should be assigned to other employees. The question ranges from tell candidate to tell you how to solve a particular question, how to improve a work process etc. Testing should be administered if necessary depending on the scope of the job e.g. a software developer can be given test on programming. The hiring manager should find appropriate question for the candidate post-interview assessment to be asked by each interviewer. Recruit the Right Candidates When Hiring an Employee A possible relationship with candidate even before hiring is very important as it help recruiters or hiring managers recruits a large number of candidate when a current position arise. The write and potential employees to be recruited is always defined by the job description. it is the blue print for a quality candidate to be. How the job description internally and the behavioral characteristics of the ideal candidate is the most crucial element. A job description that describes the major responsibilities of the position should be developed, followed by describing the behavioral characteristics of a person who deemed fit for the job. In a nutshell, it is important to list the key characteristics and responsibilities you will use to screen the curriculum vitae, establish questions for the candidate during the interview and also preform phone screens. Review credentials and application carefully A well job description ensures that the curriculum vitae, cover letter and the academic certificates are well reviewed. The human resource should create a candidate profile with candidate traits, skills, experience, education level and other factors. The human resource should make sure the academic certificates are valid by making a follow through with the candidate institution and the referee provided in the resume. Work cited Hart, Anne, and George Sheldon. Crack Employment Personality Tests: Includes Sample and Practice Tests for Self-Assesment. Franklin Lakes, NJ: Career Press, 2007. Print. Read More