Workforce Planning and Employment
Personnel selection and assessment activities are integral parts of this organizational life. Tanglewood's economic climate has seen an ever increasing level of staff turnover and personnel reorganization, and the abolition of the traditional view keeping a 'a job for life. Consequently, there is now more pressure on this organizations and HR managers to fill vacant positions quickly and with the most appropriate individuals. Decisions about hiring applicants have to be based on predictions about future work behaviors. Tanglewood needs to recruit new staff and start making promotion decisions about employees, there are various methods of assessment that are available, such as: interview, psychological tests, assessment centers and biodata.
PSYCHOLOGICAL TEST are somewhat standardized a method of gaining a set of responses from a candidate. Candidates are required to answer a carefully derived set of questions, which may focus on specific aspects of ability or facets of personality. Cognitive tests may be divided into tests of achievement and of aptitude. I would go with a test of aptitude it is focusing on what an individual is capable of achieving in the future. Cost is a major factor for psychometric testing they are expensive to design and develop, although they are sufficiently inexpensive to purchase the cost is in they usually require a trained consultant for their interpretation. A well designed test can be an extremely valid and inexpensive selection tool.
ASSESSMENT CENTERS have become increasingly popular over the recent years to obtain the best possible indication of an individual's actual or potential competence to perform at a target job. Assessment Centers have been consistently successful in making valid and reliable predictions of candidate success. Assessment centers involve a combination of selection methods which are given to a group of candidates over the course of a...