Difference between revisions of "Situational judgment test"
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==Definitions== | ==Definitions== | ||
According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | ||
| − | + | :[[Situational judgment test]]. A substantive selection test that asks applicants how they would perform in a variety of job situations; the answers are then compared to the answers of high-performing employees. | |
==Related concepts== | ==Related concepts== | ||
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==Related lectures== | ==Related lectures== | ||
| − | *[[Market | + | *[[Market Intercourses Quarter]]. |
| + | *[[Worker Performance Tests]]. | ||
| − | [[Category: Septem Artes Administrativi]][[Category: Articles]] | + | [[Category: Septem Artes Administrativi]][[Category: CNM Cyber Orientation]][[Category: Articles]] |
Latest revision as of 16:05, 14 June 2023
Situational judgment test is a substantive selection test that asks applicants how they would perform in a variety of job situations; the answers are then compared to the answers of high-performing employees.
Definitions
According to Organizational Behavior by Robbins and Judge (17th edition),
- Situational judgment test. A substantive selection test that asks applicants how they would perform in a variety of job situations; the answers are then compared to the answers of high-performing employees.
