Human Resource Development Management
Content
Testing Centers and
Assessment of
Performance
“performance or work
sample test”
Differences from other
Selection Devices
• provide direct evidence of the
applicant’s ability and skill to
work on the job.
•Other selection devices provide
indirect evidence.
Consistency of Behavior
•“behavioral consistency” is the major
characteristic of the selection program.
•“signs” selection tests used as
indicators
of
an
individual’s
predisposition to behave in
certain ways .
• “samples” selection test that gather
information about behaviors consistent
with the job behaviors being predicted
Examples of
Performance Tests
• “motor” (behavioral) used when the
test requires the physical manipulation
of things.
• “verbal” used when the problem
situation is primarily language or
people oriented
• “Trainability test” most often used in
selection for two kinds of jobs:
1. jobs that do not presently exist but
are anticipated in the near future
and for which extensive training is
necessary.
2. Jobs that do exist but are so
specialized
or
technical
that
applicants could not be expected to
possess the knowledge or skill to
complete either appropriate ability
tests or performance tests.
The Development of
Performance Tests
* Perform Job Analysis
job tasks must be described in
detail.
* Identify important job tasks
the test should address those tasks
that have a strong bearing of job
performance
*
Develop Testing Procedures
in most performance test it is
assumed that the applicant can
do the task.
1. select task
2. specify testing procedures
3. establish independent test
sections
4. eliminate contaminating factors.
5. Select the number of test
problems
*
Develop Scoring Procedures
“task process “ is the actions or
observable behaviors the applicant
demonstrates when performing the
task.
“task product” is the result of
task
process
Criteria Used in Scoring
Motor Performance Tests
Standard
•
•
•
•
•
Quality
Quantity
Learning time
cost
safety
Process Criteria
accuracy
error rate
choice of tools and/or materials
Efficiency of steps taken
time to complete
number of steps for which guidance is
needed.
amount of material used
Handling of tools
Accident rate
Quantity of output
improvement in meeting quantity
standards
improvement of meeting quality
standards
number of rejects
safety of completed products
In
scoring performance test, the
assignment
of numbers to the
applicant’s test performance must be
performed according to defined rules.
•Train judges
• For motor performance tests, training
raters in how to judge applicants’
performance is relatively straightforward
if scoring standards and rules have been
well defined.
Example of the Development of
a Performance Test
Communication Skills
a. ability to speak on the
telephone
in
a
clearly
understandable manner.
b.
Ability
to
control
conversations in order to
acquire information needed
to respond to emergencies.
1. oral directions/typing testmeasure the applicant memory
and technical/clerical skills
Parts: spelling of common street
and place names, recording
information
from
telephone
calls, answering questions about
the location and movement of
police units after monitoring
conversations.
Typing words required in report
writing.
2. situational interview
Ex. A caller becomes abusive
when talking to the operator.
The operator gets mad and
verbally abuses the caller by
using derogatory language
3. telephone call simulation
– This test crated a role- playing
exercise that required the job
applicant to act like an operator
taking calls from complainants.
The effectiveness of
performance test
Example
– Verbal performance test and
intelligence test (policeman)
Other results of using performance
test.
Test administrator’s time
was minimized
2. instructions, materials, and
scoring were standardized
3.
test
results
could
immediately be provided to
both
the
applicant
and
1.
4. candidates were forced to
learn simple job activities
while completing the test,
which provided data about
the applicant’s ability to
learn on the job
Assessment Centers
-Consists
of
a
standardized
evaluation of behavior on multiple
inputs.
- Is a procedure for measuring
KSAs in groups of individuals
using a series of devices, many of
which are verbal performance test
Behavioral Dimensions
Frequently Measured in
Assessment Centers
1. Oral communicationincludes gestures and
nonverbal communication
2. Planning and organizingplanning proper
assignments of personnel
and appropriate allocation
of resources
delegationutilizing
subordinates effectively
4. control- taking action to
monitor
the
results
of
delegated assignments or
projects
5. decisiveness- expressing a
readiness to make decisions,
render
judgments,
take
action, or commit oneself.
3.
6. initiative-
actively attempting to
influence events to achieve goals
7. tolerance for stress- maintaining a
stable performance under pressure or
opposition
8.
adaptabilitymaintaining
effectiveness in varying environments,
with various tasks, responsibilities, or
people
9. tenacity- staying with a position or
plan of action until the desired
objective is achieved or is no longer
reasonably attainable
Bulldog Tenacity
Failures are stepping-stones to
success. Failure should encourage people
to strive more. As the saying goes: “A
quitter never wins, a winner never quits.”
Hard work and perseverance lead to
success.
Thomas
Edison
used
in
perseverance
to
succeed.
He
experienced 10, 000 failures before
perfecting
the
electric
light.
His
multimillion laboratory, together with the
important notes and equipment, was
destroyed by fire. But he was not
discourage. There are many other rags-
Dynamic first
impressions
First impression count much. This is
also true in business dealings. Andrew
Carnegie used this approach. As a
result, from a factory boy, he became
the owner of a giant steal corporation.
As an employee, he applied positive
thinking to impress others of his
capabilities. He projected a dynamic
image – courteous and respectful – to
attract others during his first meetings
with them.
Good Character
Creates Success
Integrity
This is a key to our character. People
can be hardworking and efficient, but if
they do not have integrity, they do not
have permanent success. Employers
want individuals who are honest,
dependable, fair, and honorable. This
is also applies to business dealings.
People
want
an
honest,
fair,
dependable,
and
honorable
entrepreneur. Even in the government,
the integrity of top officials can
enhance the success or programs and
Faith
This is a positive attitude of the
mind. It makes the difference between
success and failure. Those who firmly
believe
that
they
can
achieve
prosperity and happiness, get them. In
fact, faith moves mountains.
Enthusiasm
It
radiates
energy,
happiness,
optimism, and inspiration. These are
some of the ingredients of success. An
entrepreneur who lacks enthusiasm
cannot
motivate
his
workers
and
customers. Without this it is difficult to
transform a good idea into a successful
Discipline
Our minds and emotions are the
sources of our success or failures. If
we know how to control our actions
from it, then, we have discipline.
Appreciation
Human
beings
like
to
be
appreciated for their good work. They
like also to be respected and to feel
important.
success
Evidently,
depend
on
business
other
–
employees, customers, and suppliers.
Thus, an entrepreneur must be good
The Power of Prayer
strength, and pure happiness. We
should pray to God, not to give us
money, but to give strength and
opportunity to earn money. We
should pray not for a lighter load,
but to make our shoulders stronger
so that we can carry life’s
responsibilities. We should pray not
to remove our problems, but to
grant us courage and wisdom to
solve
our
problems.
Effective
prayers are self-reliant. They are
not substitutes for laziness or
mendicancy.
We have experienced or witnessed the
powers and miracles of prayers. There
are blessing for those who have
remained faithful to God. We have
surpassed several trials like EDSA 1
and 2, which greatly depended on
prayers. As a result, we survived
several attempts of military takeovers
and numerous natural calamities. Not
a few have recovered from deadly
diseases, far beyond the power of
medical science.
In business, God is not against
economic prosperity, as long as this
is acquired through honest and fair
labor. Entrepreneurs can pray for
business
success.
However,
God
likes them to share their blessings
with their employees, customers,
and the community.
THE END !
Thank you for
listening
:))
Assessment of
Performance
“performance or work
sample test”
Differences from other
Selection Devices
• provide direct evidence of the
applicant’s ability and skill to
work on the job.
•Other selection devices provide
indirect evidence.
Consistency of Behavior
•“behavioral consistency” is the major
characteristic of the selection program.
•“signs” selection tests used as
indicators
of
an
individual’s
predisposition to behave in
certain ways .
• “samples” selection test that gather
information about behaviors consistent
with the job behaviors being predicted
Examples of
Performance Tests
• “motor” (behavioral) used when the
test requires the physical manipulation
of things.
• “verbal” used when the problem
situation is primarily language or
people oriented
• “Trainability test” most often used in
selection for two kinds of jobs:
1. jobs that do not presently exist but
are anticipated in the near future
and for which extensive training is
necessary.
2. Jobs that do exist but are so
specialized
or
technical
that
applicants could not be expected to
possess the knowledge or skill to
complete either appropriate ability
tests or performance tests.
The Development of
Performance Tests
* Perform Job Analysis
job tasks must be described in
detail.
* Identify important job tasks
the test should address those tasks
that have a strong bearing of job
performance
*
Develop Testing Procedures
in most performance test it is
assumed that the applicant can
do the task.
1. select task
2. specify testing procedures
3. establish independent test
sections
4. eliminate contaminating factors.
5. Select the number of test
problems
*
Develop Scoring Procedures
“task process “ is the actions or
observable behaviors the applicant
demonstrates when performing the
task.
“task product” is the result of
task
process
Criteria Used in Scoring
Motor Performance Tests
Standard
•
•
•
•
•
Quality
Quantity
Learning time
cost
safety
Process Criteria
accuracy
error rate
choice of tools and/or materials
Efficiency of steps taken
time to complete
number of steps for which guidance is
needed.
amount of material used
Handling of tools
Accident rate
Quantity of output
improvement in meeting quantity
standards
improvement of meeting quality
standards
number of rejects
safety of completed products
In
scoring performance test, the
assignment
of numbers to the
applicant’s test performance must be
performed according to defined rules.
•Train judges
• For motor performance tests, training
raters in how to judge applicants’
performance is relatively straightforward
if scoring standards and rules have been
well defined.
Example of the Development of
a Performance Test
Communication Skills
a. ability to speak on the
telephone
in
a
clearly
understandable manner.
b.
Ability
to
control
conversations in order to
acquire information needed
to respond to emergencies.
1. oral directions/typing testmeasure the applicant memory
and technical/clerical skills
Parts: spelling of common street
and place names, recording
information
from
telephone
calls, answering questions about
the location and movement of
police units after monitoring
conversations.
Typing words required in report
writing.
2. situational interview
Ex. A caller becomes abusive
when talking to the operator.
The operator gets mad and
verbally abuses the caller by
using derogatory language
3. telephone call simulation
– This test crated a role- playing
exercise that required the job
applicant to act like an operator
taking calls from complainants.
The effectiveness of
performance test
Example
– Verbal performance test and
intelligence test (policeman)
Other results of using performance
test.
Test administrator’s time
was minimized
2. instructions, materials, and
scoring were standardized
3.
test
results
could
immediately be provided to
both
the
applicant
and
1.
4. candidates were forced to
learn simple job activities
while completing the test,
which provided data about
the applicant’s ability to
learn on the job
Assessment Centers
-Consists
of
a
standardized
evaluation of behavior on multiple
inputs.
- Is a procedure for measuring
KSAs in groups of individuals
using a series of devices, many of
which are verbal performance test
Behavioral Dimensions
Frequently Measured in
Assessment Centers
1. Oral communicationincludes gestures and
nonverbal communication
2. Planning and organizingplanning proper
assignments of personnel
and appropriate allocation
of resources
delegationutilizing
subordinates effectively
4. control- taking action to
monitor
the
results
of
delegated assignments or
projects
5. decisiveness- expressing a
readiness to make decisions,
render
judgments,
take
action, or commit oneself.
3.
6. initiative-
actively attempting to
influence events to achieve goals
7. tolerance for stress- maintaining a
stable performance under pressure or
opposition
8.
adaptabilitymaintaining
effectiveness in varying environments,
with various tasks, responsibilities, or
people
9. tenacity- staying with a position or
plan of action until the desired
objective is achieved or is no longer
reasonably attainable
Bulldog Tenacity
Failures are stepping-stones to
success. Failure should encourage people
to strive more. As the saying goes: “A
quitter never wins, a winner never quits.”
Hard work and perseverance lead to
success.
Thomas
Edison
used
in
perseverance
to
succeed.
He
experienced 10, 000 failures before
perfecting
the
electric
light.
His
multimillion laboratory, together with the
important notes and equipment, was
destroyed by fire. But he was not
discourage. There are many other rags-
Dynamic first
impressions
First impression count much. This is
also true in business dealings. Andrew
Carnegie used this approach. As a
result, from a factory boy, he became
the owner of a giant steal corporation.
As an employee, he applied positive
thinking to impress others of his
capabilities. He projected a dynamic
image – courteous and respectful – to
attract others during his first meetings
with them.
Good Character
Creates Success
Integrity
This is a key to our character. People
can be hardworking and efficient, but if
they do not have integrity, they do not
have permanent success. Employers
want individuals who are honest,
dependable, fair, and honorable. This
is also applies to business dealings.
People
want
an
honest,
fair,
dependable,
and
honorable
entrepreneur. Even in the government,
the integrity of top officials can
enhance the success or programs and
Faith
This is a positive attitude of the
mind. It makes the difference between
success and failure. Those who firmly
believe
that
they
can
achieve
prosperity and happiness, get them. In
fact, faith moves mountains.
Enthusiasm
It
radiates
energy,
happiness,
optimism, and inspiration. These are
some of the ingredients of success. An
entrepreneur who lacks enthusiasm
cannot
motivate
his
workers
and
customers. Without this it is difficult to
transform a good idea into a successful
Discipline
Our minds and emotions are the
sources of our success or failures. If
we know how to control our actions
from it, then, we have discipline.
Appreciation
Human
beings
like
to
be
appreciated for their good work. They
like also to be respected and to feel
important.
success
Evidently,
depend
on
business
other
–
employees, customers, and suppliers.
Thus, an entrepreneur must be good
The Power of Prayer
strength, and pure happiness. We
should pray to God, not to give us
money, but to give strength and
opportunity to earn money. We
should pray not for a lighter load,
but to make our shoulders stronger
so that we can carry life’s
responsibilities. We should pray not
to remove our problems, but to
grant us courage and wisdom to
solve
our
problems.
Effective
prayers are self-reliant. They are
not substitutes for laziness or
mendicancy.
We have experienced or witnessed the
powers and miracles of prayers. There
are blessing for those who have
remained faithful to God. We have
surpassed several trials like EDSA 1
and 2, which greatly depended on
prayers. As a result, we survived
several attempts of military takeovers
and numerous natural calamities. Not
a few have recovered from deadly
diseases, far beyond the power of
medical science.
In business, God is not against
economic prosperity, as long as this
is acquired through honest and fair
labor. Entrepreneurs can pray for
business
success.
However,
God
likes them to share their blessings
with their employees, customers,
and the community.
THE END !
Thank you for
listening
:))
