Difference between revisions of "Worker Performance Tests"
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| − | [[Performance Tests]] (hereinafter, the ''Lectio'') is the second [[lectio|lesson part]] of the '''[[ | + | [[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 the [[CNM Cyber Orientation]]. The ''Orientation'' is the second stage of the [[WorldOpp Pipeline]]. | [[File:Educaship-pipeline.png|400px|thumb|[[WorldOpp Pipeline]]]]This ''lesson'' belongs to the [[Introduction to Recruitment]] session of the [[CNM Cyber Orientation]]. The ''Orientation'' is the second stage of the [[WorldOpp Pipeline]]. | ||
Revision as of 15:02, 8 May 2020
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 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
- In a performance test, a testee performs rather than answers the questions of evaluators.
- For instance, 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 work sample test is hands-on simulation of part or all of the work that job applicants for routine jobs must perform.
- 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.
Job Offers is the successor lectio.
