Testing...Why Bother?

Presented by:William (Chip) Valutis, PhD

Why do we need objective data?

Human beings possess an inherent lack of objectivity in analyzing people.

Why do we need objective data?

To make good hiring decisions

To effectively develop managers and leaders

To correctly determine the strengths and weaknesses of our workers

To plan succession and internal selection

To be professional in our Human Resources Management

What is Testing?

What do we mean by “testing”?

When we speak of testing, we refer to the

use of tests and surveys to get a good snapshot of an

individual’s or group’s characteristics and

qualities.

What do we mean by “testing”?

What can be measured through

testing?

In general, we can reliably measure relevant aspects of people’s...

Knowledge

Skills

Abilities

Aptitudes

Values

Personal Characteristics

Problem-solving abilities

General knowledge base and learning potential

Critical thinking skills

Sales aptitude

Selling style

Management potential

Specific examples

Specific examples (cont’d.)

Leadership style

Leadership effectiveness

Customer service orientation

Industrial skills and aptitudes

Personality characteristics

Specific work behavior and characteristics

When would business organizations benefit

from the use of testing?

Some common scenarios:

Scenario #1:

Founder (age 65) finally passes the baton to Junior (age 40).

Guess what?

Junior isn’t “ready” — he is not up to the job, or

doesn’t have what it takes.

Solution: Successor Development

Plan the right experiences earlyAssess knowledge, skills, abilities and personality characteristics (KSAPCs)Evaluate job fitDetermine course of action

On-the-job trainingFormal educationUse of mentorsPotential search for interim or different successor

Scenario #2:

Executives and managers have great

talent, but . . .

They’re lousy leaders and managers.

Test them to determine their KSAPCs, especially leadership style and talent

Consider using a 360° Feedback assessment to measure perceptions of leader effectiveness

Train and develop leadership skills based on results

Solution:Assess & develop leadership skills

Scenario #3:

Successful business is stagnating, in part because loyal, long-term employees may not be prepared to “take it to the next level.”

Solution:

Determine next level: Where are you going?

Determine how jobs will change.

Assess employees.

Compare KSAPCs to “job of the future.”

Determine training and development needs, person/job match, and possible reorganization.

Scenario #4:

You’re having trouble hiring good help.

You’ve dabbled in some testing but it hasn’t made your problems go away.

Engage in a job description process.

Specify what qualities are needed in successful applicants.

Seek valid ways to assess those qualities.

Use multiple methods to help evaluate candidate/job match (tests are one tool).

If unsure about legal parameters and test usage, seek consultation.

Solution: Assess Applicants During Selection Process

Scenario #5:

You’d like to use testing, but you are wary of legal

issues and don’t know what level of performance

to use as a standard.

Solution:Explore your testing options.

Find out how you might ensure valid use of tests. For example:

Use of profile studies to validate tests

Informed use of well-validated tests

Understand basics of discrimination

Keep records of impact

Use tests appropriately

Check out the rest of this series here:

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