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For instance, selection tests may be accurate in predicting a potential employee’s ability to perform the work, but they are not effective in indicating the degree to which the person will be motivated to perform the job (Mondy & Mondy, 2012). The selection tests are also not reliable in testing the anxiety of the applicant. Interviewees often become anxious when confronted; an obstacle that is likely to eliminate them from consideration.
There is need for standardization of conditions and procedures related to administration of the tests (Mondy & Mondy, 2012). For instance, the content of instructions given and the time allowed must be the same and the physical environment must be alike. For example, if one applicant takes a test in a noisy room while the other takes the test in a quite room, differences in test results are likely to occur.
Objectivity should be ensured (Mondy & Mondy, 2012). Conditions should be set to ensure every applicant scoring a certain test gets the same results. For instance, multiple choice and true and false tests are objective. Applicants will either choose the correct or wrong answer.
Norms should be ensured, that is, a frame of reference for comparing an interviewee’s performance with that of the other (Mondy & Mondy, 2012). Norms mirror the distribution of different scores similar to the tested applicants.
The administrator should use a reassurance manner together with well organized testing operation to reduce the threat of anxiety. Although a great part of anxiety is detrimental to test performance among applicants, a slight degree of the same is helpful (Mondy & Mondy,
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Without testing, teachers would rely on faith that their students have learning as one of their goals; however, this assumption, especially in the era of compulsory education, is simply out of touch with reality.
As such the learning environment greatly supports skill development to meet the challenges of time. It not only provides wide scope of personal and professional growth but also serves to motivate them for higher performance outcome through empowered decision making.
To assess this objective, we need an assessment method that works at a practical level to allow the person to demonstrate progress after instruction and classes relating to this subject. We can assess progress to this objective relatively rapidly, but it must be done in a "real-life environment".
Landmark decisions such as Brown v. Board of Education further confirmed that education was a right of all people without regards to race, ethnicity, or gender. More recently, the No Child Left Behind (NCLB) Act of 2001 dictated a new national curricula and set standards of performance for school districts, schools, teachers, and students.
Steve Jobs, CEO of legendary Apple Computers states that in terms when technologies may be stolen and products may be easily duplicated by competitors the only way for a company to achieve and sustain its competitive advantage is to invest in its personnel.
There are various tests available to assist employers in making decisions (R. Wayne Mondy, 2012). A test is considered valid depending on whether the test was based on an accurate, baseline test score. Some tests like
Observational study. Doing retrospective chart review between the periods of six months months. Data collection includes age, gender, family support and history of falls. Exclusion criteria is age less than 65, over 65 without history of
Corporate governance is defined as the mechanism, which measures and interprets the behaviour of top level management in order to examine whether they are complying with the code of conduct and abiding by the set of rule and regulations that are
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