Employee Resourcing

Topics: Psychometrics, Educational psychology, Assessment Pages: 6 (1812 words) Published: January 30, 2013
Banner ID: 000746753
Course Code & Subject: INDU 1047 Employee Resourcing & Development. Assignment :Assignment #1 – Essay

How do psychometric testing and assessment centres help to make the selection process more effective in providing evidence of whether an applicant has the necessary skills and competencies needed to perform well?

In Human Resource Management Recruitment is defined as “searching for and obtaining potential job candidates in sufficient numbers and quality so that the organisation can select the most appropriate people to fill its job needs” (Dowling and Schuler, 1990); whereas selection is concerned more with “predicting which candidates will make the most appropriate contribution to the organisation – now and in the future” (Hackett, 1991). Attracting the best person for the job, minimising staff turnover and the improvement of employee performance are all a vital part of the effective resourcing that ensures a comprehensive overview of various fundamental management issues. Psychometric is created from the Greek words meaning mental and measurement. The objective of Psychometric tests is to measure the features of your mental ability or your personality. The experience of psychometric testing is a part of the recruitment or selection processes are designed to provide employers with a reliable method of selecting the most suitable job applicants.

An Assessment Centre is a process and not a location in this case, that is being gradually used by most organizations to assess individuals as part of the recruitment process or for internal promotion. The Assessment Centre includes a set of varied exercises which are intended to suggest different aspects of the work environment and has the definition of “A method for assessing aptitude and performance, applied to a group of participants by trained assessors using various aptitude diagnostic processes in order to obtain information of the abilities or development potential of the individuals.” The recruitment process has been very costly and time-consuming, therefore organization are concerned if the wrong candidates are selected because it increases the potential costs which are usually extremely high. Once they have been employed, regardless of how unsuitable they may be, employment legislation makes it both costly and risky to fire people in organisations. Employee rights and the real risk of expensive lawsuit are even more important to the organisation to choose the right person from the beginning.

In identifying top candidates that will interact well with others and fit in well in the organisation culture, the most effective ways are seen with the process of Assessment Centres. According to “the Chartered Institute of Personnel and Development's ‘Recruitment, Retention and Turnover 2009 Survey, 34 per cent of employers now use assessment Centres when recruiting managers, professionals and graduates.” As organizations seek to make more accurate selection and promotion decisions the figures will definitely increase. The procedures when selecting potential candidates remains the same, which means that the process of advertising remains the same where individuals are encouraged to send in their resumes. Which is then processed by the organisation to determine if the necessary experience and qualifications that is required are met. After the screening process you may then be asked to participate in the psychometric testing process. The aims are to measure attributes such as intelligence, aptitude and personality, that provides the potential employer with an insight of how well you interact and work with other people, how well stress is handled, and whether you are capable of handling the intellectual demands of the job, which can help in making the selection process more effective as well as give evidence of the skills and competencies of...
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