Planning and staffing week 6-1

PLEASE RESPOND TO THIS, I MUST COMPLETE A PEER REVIEW ON THE BELOW. Thanks

Please demonstrate critical thinking abilities. No fewer than 250 words for post. Do not summarize the post and/or course concept(s), but perhaps comment on concepts directly applicable to your workplace.

For this response, should outside sources be used to support the content within the postings, proper in-text citations and correctly formatted references should be prepared consistent with the APA (6th edition). The list of references should be physically positioned at the end of the postings.

1. Choose an ability test. Discuss pros and cons and legal implications related to implementing the ability test.

The ability test that I’m choosing is the mental ability test. Mental ability tests are one of the most accurate predictors of job performance and are highly respected by human resource specialists due to its correlation with said performance. “The research evidence is clear that mental ability tests are among the most valid, if not the most valid, of all selection tests. They predict job performance, no matter how it is measured, across a wide variety of jobs; they are especially useful for complex jobs. This validity is most likely because job performance requires many of the same cognitive activities that are measured in mental ability tests: language fluency, numerical calculation, spatial relations, analysis, and memory.” (Gatewood, Feild, Barrick p.485). I feel that for complex jobs the mental ability test is more important to an organization that wants to maintain a high level of performance for those positions and utilizing mental ability tests can greatly assist them in that. Complex jobs usually have a high impact on an organization’s output and competitive advantage so it’s important that the highest quality of applicants are considered for these positions. There are negative aspects of this test also. In relation to maintaining or in some cases establishing a diversified workforce, a company that relies heavily on the mental ability test might not be able to achieve a diverse employee structure. Or it might take them longer to do so without utilizing other tests to capture qualified candidates who might not score as high as they might want on the mental ability test. If an organization relies too heavily on mental ability tests for all positions even those where other tests have been proven to be more effective in identifying talented applicants then there could be an opening for legal liability.

Reference

Gatewood, R. D., Feild, H. S., Barrick, M. (2011). Human Resource Selection. Mason, OH: South-Western, Cengage Learning.

PLEASE RESPOND TO THIS, I MUST COMPLETE A PEER REVIEW ON THE BELOW. Thanks

Please demonstrate critical thinking abilities. No fewer than 250 words for post. Do not summarize the post and/or course concept(s), but perhaps comment on concepts directly applicable to your workplace.

For this response, should outside sources be used to support the content within the postings, proper in-text citations and correctly formatted references should be prepared consistent with the APA (6th edition). The list of references should be physically positioned at the end of the postings.

2.Should a small business use a personality test for their selection system? Why or why not?

The use of personality tests for a small business should be dependent upon the actual job, as many positions within a small business may not call for such test measurements. Small business do not often call for personality tests. Customer service positions such as sales or service reps, often required more extrovert individuals, so the use of a personality test could possibly be used for the selection system which may benefit the small business through preference measurements, but is certainly not required. “The Myers-Briggs Type Indicator personality testLinks to an external site., which measures preferences like introversion and extroversion, has been part of business culture for decades” (Gould & Feloni, 2015), which has been used by many large Fortune companies in an attempt to place employees into the right roles in order to develop more effective work teams. Measuring introversion and extroversion allow employees to become placed among the work area based upon their personality types and traits. Within larger companies, the use of personality tests are highly beneficial towards the effort of formulating successful work teams which can positively affect the company profit and growth wise.

Reference:

Gould, S. & Feloni, R.(2015). The best jobs for every personality type. Retrieved from http://www.businessinsider.com/the-best-jobs-for-e… to an external site.

 
Do you need a similar assignment done for you from scratch? We have qualified writers to help you. We assure you an A+ quality paper that is free from plagiarism. Order now for an Amazing Discount!
Use Discount Code "Newclient" for a 15% Discount!

NB: We do not resell papers. Upon ordering, we do an original paper exclusively for you.