Physical Assessment Development

Topics: Assessment, Candidate, Educational psychology Pages: 5 (1495 words) Published: May 6, 2013
Proposal for Candidate Assessment plan: Demison Inc.
Amy-Louise Bellows

Iona College

Proposal for Candidate Assessment Plan: Demison Inc.
As Goleman (1981) explained in a popular article, “Competencies are defined, not as aspects of a given job, but as special characteristics of people who do the job best” (p.39). Demison Inc. is looking for candidates who can become fully competent in the diverse labor work that their clients require. Assessing the potential employees that are able to perform the physical tasks competently is a multi-step process. In order to assess the physical demands of the job, we will implement four phases. First, interviews will be conducted with at least a dozen Demison Inc. high performers who have been consistently working for no less than 3 consecutive years. Selecting only the employees who have continuously worked for this minimum time period will ensure that the feedback is from a reliable a sustainable source, and will exclude the under performers as well as the high performers who may burn out due to over-strain. The interviews will collect information regarding the work environments such as the typical temperatures, the length of the work day, and noise levels. They will also gather information regarding the types of physical tasks involved (i.e. lifting, walking, continuous movement), the frequency of those tasks, and the equipment involved.

Next, I will observe the workers and record the activities that are required for performance in a typical day. Since Demison Inc. assigns workers out to many different types of labor, one day will be spent observing each type of labor. The information in the interviews will be supported with records of observed frequency of tasks and categorizations of physical effort. These categorizations include lifting, running, walking, stretching, wearing equipment, continuous movement and pace (repetitions per minute). This step must be done by a trained consultant to ensure that the observations will be recorded accurately and thoroughly in order to lay the ground work for the next step.

Thirdly, a physiologist who is trained in biomechanics will be brought in to measure the physical work demands that have been identified as essential job tasks. The physiologist will measure the exact weights being lifted, the amount of force that is exerted to complete the perceived as difficult and highly frequent tasks. This assessment will also glean the minimum flexibility. The physical demands will be classified by static strength, dynamic strength, cardiovascular endurance, anaerobic power, equilibrium, flexibility, and coordination. These seven abilities were identified in a review of Fleishman (1964), Hogan (1991), Jackson (1971), and Myers, Gebhardt, Crump, and Fleishman (1993) as the key abilities that describe physical performance (Gebhardt & Baker, 2010). Finally, a multiple regression will identify the tests that have unique and significant contribution to the prediction of performance. The data will be gathered from the current satisfactory employees. Although this study is involved, it will lay a solid foundation for the development of a test battery that will have a direct link to job performance. The goal is to create a physical assessment that determines a candidate’s ability to perform successfully on the tasks that Demison Inc. requires. Strong statistical evidence will support the longevity of the assessment test.

Once the physical demands have been determined, a basic ability test will be developed to assess a job candidate’s physical performance ability. While a work sample may present higher face validity, a basic ability test will be a more practical to implement and will allow for the assessment of the individual abilities that have been identified as critical to job performance success. The basic ability test is especially useful to Demison Inc. because it will assess general...

References: Goleman, D. (1981, January). The new competency tests: Matching the right people to the right jobs. Psychology Today, 35-46.
Hogan, J. C. (1991). Physical abilities. In M.D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology. (Vol. 2, pp. 753-831). Palo alto, CA: Consulting Psychologists Press.
Jackson, A. S. (1971). Factor analysis of selected muscular strength and motor performance tests. Research Quarterly, 42, 164-172.
Lanning v. Southeastern Pennsylvania Transportation Authority, 181 F.3d 478, 482-484 (3rd Cir. 1999).
Myers, D. C., Gebhardt, D. L., Crump, C. E., & Fleishman, E. A. (1993). The dimensions of human physical performance: Factor analyses of strength, stamina, flexibility, and body composition measures. Human performance, 6, 309-344.
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