A presentation on :-Employee Testing

Presented to :-Mrs. Anupama Paliwal

Asst. Professor

Presented By:-Aditi Agrawal

Content :-

Who is an employee…?

What is testing…?

How to validate a test…?

What a test measures…?

What is employee testing…?

Why it is important…?

Types of employment test..?

Who is an employee…?

1. A person who works for another in return for financial or other compensation.

2. A person who is hired to work for another or for a business, firm, etc, in return for payment. 

3. An employee is anyone who has agreed to be employed, under a contract of service, to work for some form of payment. This can include wages, salary, commission and piece rates.

This includes :-• people who have been offered and have accepted a job• fixed-term employees• seasonal employees• casual and part-time employees

What is a test…?

A test is a standardized series of problems or questions that assess a persons knowledge, skills, abilities, or other characteristics.

A procedure intended to establish the quality, performance, or reliability of something, especially before it is taken into widespread use.

 A procedure, reaction, or reagent used to identify or characterize a substance or constituent .

How to validate a test …?

Step 1 :- Analyze the job.

Step 2 :- Choose the test.

Step 3 :- Administer the test.

Step 4 :- Relate test scores and criteria.

What a TEST measures..?

Cognitive( Mental Abilities)

Motor and Physical Abilities

Personalityand

Interest

Achievement

What is employee testing…?

1. Employment testing is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant.

2. The process of testing  employees to see if they have the necessary skills to do a job successfully.

Why it is important…?

• It leads to saving in decision making process.• The job requires attributes that are hard to develop or change.• Hard-to-get information can be obtained more easily and efficiently.• Employees are treated consistently.• Reduces the costs of making a wrong decision.

Types of employment tests :-

1) Assessment centers

2) Job knowledge test

3) Cognitive ability test

4) Personality test

5) Physical test

6) Integrity test

7) Simulations

8) Interviews

Description :-

ASSESSMENT CENTER  is a technique used in the selection of candidates for a job in an organization. It is most often used to help determine which employees have the potential to be promoted into management positions. It employs a variety of techniques and multiple observers in a closed setting.

JOB KNOWLEDGE TESTS  typically use multiple choice questions or essay type items to evaluate technical or professional expertise and knowledge required for specific jobs or professions.

Cont…

THE  COGNITIVE ABILITY TEST  is another name for aptitude tests or intelligence tests. When the term cognitive ability test is used in a psychometric assessment context, it usually means all sort of numerical reasoning, verbal reasoning, abstract reasoning, and mechanical reasoning tests.

PERSONALITY TEST  is a questionnaire or other standardized instrument designed to reveal aspects of an individual's character or psychological makeup.

Cont…

PHYSICAL TEST  is a qualitative or quantitative procedure that consists of determination of one or more characteristics of a given product, process or service according to a specified procedure.

INTEGRITY TEST  is a specific type of personality test designed to assess an applicant's tendency to be honest, trustworthy, and dependable. A lack of integrity is associated with such counterproductive behaviors as theft, violence, sabotage, disciplinary problems, and absenteeism.

Cont…

SIMULATION  is the imitation of the operation of a real-world process or system over time. The act of simulating something first requires that a model be developed; this model represents the key characteristics or behaviors/functions of the selected physical or abstract system or process.

INTERVIEW  is a conversation between two or more people where questions are asked by the interviewer to elicit facts or statements from the interviewee. Interviews are a standard part of qualitative research.