Difference between revisions of "Worker Performance Tests"
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| − | [[Performance Tests]] (hereinafter, the ''Lectio'') is the second [[lectio|lesson part]] of the '''[[ | + | [[Worker Performance Tests]] (hereinafter, the ''Lectio'') is the second [[lectio|lesson part]] of the '''[[Applicant Selections]]''' [[lesson]] that introduces its participants to [[employment]] and related topics. |
| − | [[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]This ''lesson'' belongs to the [[Introduction to Recruitment]] session of | + | [[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]This ''lesson'' belongs to the [[Introduction to Recruitment]] session of [[EmployableU Concepts]]. |
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The predecessor [[lectio]] is [[Competence Assessments]]. | The predecessor [[lectio]] is [[Competence Assessments]]. | ||
| − | === | + | ===Script=== |
| − | : | + | :In a [[worker performance test]], a testee performs rather than answers the questions of evaluators. |
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| − | + | :A [[work sample test]] is hands-on simulation of part or all of the work that [[job applicant]]s for routine jobs must perform. The [[employment candidate]] is expected to exhibit a sample of behavior that can be used to predict future performance in similar work situations. Its result is an [[employment credential]] that provides information relating to skills that may be difficult to assess in other ways. | |
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| − | : | + | :A ''work sample test'' is also called a ''work simulation'' or, simply, ''work test''. |
| − | :A [[ | + | :A [[critical incident]] is a way of evaluating the behaviors that are key in making the difference between executing a job effectively and executing it ineffectively. |
:A [[realistic job preview]] is a substantive selection test that is a job tryout to assess talent versus experience. On the other side, this ''preview'' provides both positive and negative information about the job and the employer. | :A [[realistic job preview]] is a substantive selection test that is a job tryout to assess talent versus experience. On the other side, this ''preview'' provides both positive and negative information about the job and the employer. | ||
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:Not every [[employer]] can accommodate or choose to accommodate ''performance'' and other [[competence assessment]]s, especially complex ones. An [[assessment center]] is an off-site place where [[employment candidate]]s are given a set of activities, especially performance simulation tests designed to evaluate their [[c-level executive]] potential. | :Not every [[employer]] can accommodate or choose to accommodate ''performance'' and other [[competence assessment]]s, especially complex ones. An [[assessment center]] is an off-site place where [[employment candidate]]s are given a set of activities, especially performance simulation tests designed to evaluate their [[c-level executive]] potential. | ||
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| − | == | + | :Those [[temp agency|temp agenci]]es that specialize in [[accounting]] and [[office administration]] regularly setup their in-house computer-based assessment facilities. |
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| + | ===Key terms=== | ||
| + | :[[Worker performance test]], [[critical incident]], [[situational judgment test]], [[work sample test]] ([[work sample test|work test]], [[Work sample test|work simulation]]), [[realistic job preview]], [[assessment center]] | ||
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| + | ===Closing=== | ||
| + | :Have you ever created any [[performance test]]? --Yes/No/Let's move on | ||
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| + | '''[[Selection Phases]]''' is the successor [[lectio]]. | ||
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| + | ==Questions== | ||
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| + | ===Placement entrance exam=== | ||
Latest revision as of 21:34, 29 October 2023
Worker Performance Tests (hereinafter, the Lectio) is the second lesson part of the Applicant Selections lesson that introduces its participants to employment and related topics.
This lesson belongs to the Introduction to Recruitment session of EmployableU Concepts.
Content
The predecessor lectio is Competence Assessments.
Script
- In a worker performance test, a testee performs rather than answers the questions of evaluators.
- A work sample test is hands-on simulation of part or all of the work that job applicants for routine jobs must perform. The employment candidate is expected to exhibit a sample of behavior that can be used to predict future performance in similar work situations. Its result is an employment credential that provides information relating to skills that may be difficult to assess in other ways.
- A work sample test is also called a work simulation or, simply, work test.
- A critical incident is a way of evaluating the behaviors that are key in making the difference between executing a job effectively and executing it ineffectively.
- A realistic job preview is a substantive selection test that is a job tryout to assess talent versus experience. On the other side, this preview provides both positive and negative information about the job and the employer.
- A situational judgment test is about performance despite the fact that this test includes questions and answers. In this test, job applicants are asked how they would perform in a variety of job situations; the answers are then compared to the answers of high-performing employees.
- Not every employer can accommodate or choose to accommodate performance and other competence assessments, especially complex ones. An assessment center is an off-site place where employment candidates are given a set of activities, especially performance simulation tests designed to evaluate their c-level executive potential.
- Those temp agencies that specialize in accounting and office administration regularly setup their in-house computer-based assessment facilities.
Key terms
- Worker performance test, critical incident, situational judgment test, work sample test (work test, work simulation), realistic job preview, assessment center
Closing
- Have you ever created any performance test? --Yes/No/Let's move on
Selection Phases is the successor lectio.
