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فيديو شرح HR Basics: Selection Tests ضمن كورس ادارة الموارد البشرية (HR) شرح قناة GreggU، الفديو رقم 65 مجانى معتمد اونلاين
In the simplest terms, selection tests are defined as procedures for determining job suitability. This is accomplished by examining the skills, knowledge, or ability of applicants. Selection tests must be job-relevant. In other words, the test measures one or more characteristics that are important to the job. Employers typically use selection tests to accomplish two primary objectives: eliciting an applicant’s undesirable traits and, identifying characteristics that most closely match the qualities required for the job.
Selection tests must be both reliable and valid. Reliability refers to how dependably or consistently a test measures a characteristic. If a person takes the test again, will he or she get a similar test score, or a much different score? A test that yields similar scores for a person who repeats the test is said to have reliably.
Validity is the extent to which a selection method measures what it is supposed to measure and how well it does so. An accounting test should measure accounting knowledge and skill. Simply stated, we are investigating the job-relatedness of the selection measure.
In addition to being reliable and valid, selection measures also need to be unbiased. Unfortunately, bias often creeps in and compromises the fairness of the selection process. Bias occurs when one’s personal views are allowed to affect the outcome of the decision-making process rather than the decision being based on the results of the selection measures.
A job interview is a type of selection test that involves a conversation between a job applicant and representative of the employer. Interviews are one of the most popularly used devices for employee selection. Understanding selection tests will help you craft an effective and relevant selection process for your organization.