Testing (HRM) Essay Example | Topics and Well Written Essays - 5000 words

Testing (HRM) - quiz ExampleTo be effective in meeting long term objectives of the brass instrument, pitying resource dodge must fulfil at least two needs of organizational objectives (1) accurate forecasting the human resource requirements and (2) providing management with the tools and knowledge for sound personnel decisions. These two decisions serve as the foundation of the selection process that defines and measures the potential of the job female genitaliadidate.Appropriate selection process saves the organization from severe damage that can be done to the careers of man-to-mans and to the organizations human resource by procedures if classified singulars inappropriately. The labels attached to employees as a get out of such procedures often dog their footsteps throughout their work life with the organization. It is not uncommon for supposedly needful high potentials to find that they cannot perform effectively in a different functional department or in positions with increased responsibility. It is in such failure-prone situations that work burnout begins to appear and, depending on the organizations human resource policy, the afflicted idiosyncratic may either be given extended leave and advice to seek help, put out to stray in some non-sensitive position, or ruthlessly severed from the payroll. Just as bad, and more difficult to document, is the chip of low potentials who are never given the opportunity to try out for other positions (Baehr, 1992, p. 7). The sad results of the procedures are the flaw careers of individuals and the irresponsible expenditure of the organizations human resource.The Testing ProcessThe testing process allows the organization to measure the standards of the individual as an employee so that his personal organizational practices at time of recruiting and selection inform the organization or so his professional and behavioural capabilities. These effects generalize from the specific practices to a wide range of p erceptions and work-related attitudes. For example, applicants form impressions upon the organization of general personnel practices, anticipated treatment by the supervisor, expected interactions with peers and perceptions of the organization climate. The results show clear conflicts mingled with the organizations interest in obtaining valid information and attracting the individual versus the individuals interest in gathering information for his or her own decision-making process.Nevo (1989) has analyzed three solid reasons for gathering information from examinees about their reactions to testing procedures. First, it is in the moral rights of the examinees to be given a chance to express their opinions, secondly it is practically in their interest to be useful to find out what they think and, theoretically, it is interesting to learn about examinees reactions from psychological point of imagine (Schuler et al, 1993, p. 65). Physical Ability TestsPhysical ability tests provide u s the means and measures to evaluate the physical abilities of an individual in context with the physical ability required to perform a particular job. An example is that of an employer who indispensability to evaluate