Discussion Questions

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Describe three tests used in the hiring process in employment settings.

Three tests used during the recruitment process to assess the employee’s abilities such as personality and intelligence include Myers-Briggs Type Indicator, IPIP-NEO Personality and Kolbe Index. Most government and federal systems use the system of Myers-Briggs Type Indicator, which involves data analysis in four levels consisting of different features. The IPIP-NEO Personality test analyzes employee’s personality by evaluating their adaptability to different cultures because the organizations are built from personnel from different cultures.  The third test is the Kolbe Index that indicates four problem-solving approaches that include fact finder, follow-through (organization of activities), quick start (creativity and risk-taking ability) and solution implementation. The employees provide answers to some multiple-choice questions depending on the scenarios, and each score reveals the type of action an employee will perform to manage issues (Shy, 1997).

Explain how each test is used and the behavioral constructs measured.

As for MBTI, the first level, analyses the employees source of energy by determining if it originates from the surroundings or emotions and thinking. The second level determines if the recruit concentrates to sensory information or perceptions. The third level analyses the decision-making of the employee, whether it is based on logics and intelligence or personal assessment. Finally, the fourth level evaluates employee’s organization skills. The IPIP-NEO Personality test has five categories: Extraversion, agreeableness, conscientiousness, neuroticism/self-consciousness, and openness. Kolbe Indexes, on the other hand, are easy to complete and do not measure your reasoning or feeling but rather it measures how you work.

 Explain how these tests are used to predict future job performance.

Myers-Briggs Type Indicator is important since it predicts the choice of jobs as well as the success. According to the test, different managers provide similar interpretations to the tests. The validity of the test gets defined by the degree of the actual test measure depending on what it desires to measure. A valid test can, therefore, predict a person’s his performance as influenced by the character variable under the measure. According to IPIP-NEO Personality test, each trait affects performance differently. Extraversion is related to managerial, team work, police officer, and training performance. Neuroticism predicts is suitable for certain job types and predicts overall work performance. Conscientiousness predicts performance on all jobs consisting of teamwork and training. As for the Kolbe Wisdom Index every individual is distinctly and perfectly capable of solving a creative problem. The employee’s performance accurately gets measured through a comparison of his/her modulus operand with self-prospect and prerequisite of certain tasks. The performance level varies depending on the closeness of those elements (Tirole, 1988).

Address the reliability and validity of each test.

Myers-Briggs Type Indicator faces criticism on both criteria. In regards to validity, the scales provide limited evidence. Hence, it is problematic. Still, MBTI has low reliability because of inconsistencies of result arising from retakes after few days. As for IPIP-NEO Personality test, research shows that most of the tests are reliable and consistent throughout and it is suitable when it is done in countries having different cultures. Kolbe index is usually scored through the computer and therefore inter-reliability does not matter, however, consistency level of the test is mostly constant.  There are several validity measures that can be performed to determine its validity such as predictive validity and concurrent study. Normally, it is easy to predict its reliability.

Identify the legal issues that must be considered regarding testing in the workplace.

To begin with, the employer has a right to know employee’s health but not to access all the information provided by an examiner. Also, when the employee requests for leave, the employer can only access specific information. Another issue is the drug test, whereby the federal does not do not authorize drug test in certain industries. Others include psychological screening and lie detector test.

References

Shy, O. (1997). Industrial organization: Theory and applications. Cambridge, Mass. [u.a.: MIT Press. Retrieved from https://books.google.com/books?isbn=0262691795

Tirole, J. (1988). The theory of industrial organization. Cambridge, Mass: MIT Press. Retrieved from https://books.google.com/books?isbn=0262200716



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