Difference between revisions of "Worker Performance Tests"
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===Key terms=== | ===Key terms=== | ||
| − | :[[ | + | :'''[[Performance test]]'''. A [[competence assessment]] in which a testee performs rather than answers the questions of evaluators.<div style="background-color:#efefef; padding: 5px; margin: 15px;"> |
| − | :*</div> | + | :*'''[[Critical incident]]'''. A way of evaluating the behaviors that are key in making the difference between executing a job effectively and executing it ineffectively. |
| + | :*'''[[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. | ||
| + | :*'''[[Work sample test]]'''. Hands-on simulation of part or all of the work that applicants for routine jobs must perform. | ||
| + | :*'''[[Realistic job preview]]'''. 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. | ||
| + | :*'''[[Assessment center]]'''. An off-site place where candidates are given a set of performance simulation tests designed to evaluate their managerial potential.</div> | ||
===Script=== | ===Script=== | ||
Revision as of 20:20, 1 May 2020
Performance Tests (hereinafter, the Lectio) is the second lesson part of the Source Selections lesson that introduces its participants to employment and related topics.
This lesson belongs to the Introduction to Recruitment session of the CNM Cyber Orientation. The Orientation is the second stage of the WorldOpp Pipeline.
Contents
Content
The predecessor lectio is Competence Assessments.
Key terms
- Performance test. A competence assessment in which a testee performs rather than answers the questions of evaluators.
- Critical incident. A way of evaluating the behaviors that are key in making the difference between executing a job effectively and executing it ineffectively.
- 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.
- Work sample test. Hands-on simulation of part or all of the work that applicants for routine jobs must perform.
- Realistic job preview. 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.
- Assessment center. An off-site place where candidates are given a set of performance simulation tests designed to evaluate their managerial potential.
Script
- The fellows land their jobs through the WorldOpp Pipeline programme. If they start from ground zero, dedicate at least 20 hours a week, they land initial jobs as apprentices within 2-3 months in the programme. It takes 2-3 years to be competitive for well-paying jobs.
- Currently, there is a $100 bonus payable to anyone who refers a WorldOpp fellow upon his or her admission to the WorldOpp programme.
- If you are not interested in enrolling in the CNM Cyber Placement upon your completion of the Orientation, you are welcome to utilize CNM Cyber for their career enhancement, become a partner, contractor, or volunteer mentor for CNM Cyber Team, as well as just do nothing.
- Whomever you choose to be within the CNM Cyber Workforce, the Orientation will provide you with detailed instructions how to make that real.
Job Offers is the successor lectio.
