A Quick Guide to Human Resource Testing by Marian Power

By Marian Power

It is a quickly reference consultant for human assets practitioners who use or plan to exploit overview tools in any context. It contains reasons, information, case reviews and proposals to assist practitioners get the main out in their HR trying out.

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Some tests, such as abstract reasoning, have items that are more difficult to retain in memory, so retesting after six months is fine. Q A Q A What do I do if I know or suspect a candidate has already sat a test I want to use? Can I ask candidates if they have sat particular tests before? It is not usual to ask a candidate whether they have previously sat particular tests. If the candidate offers this information, it may be possible to use a parallel form (an alternative version of the same test with a similar difficulty level but containing different questions) or an alternative test, if a suitable alternative is available.

Test information can be useful in assessing training needs or in managing career development programs. The purposes of such testing should be explained clearly to staff – their voluntary participation will provide more useful results. Q A Q A Q A Q A Q A Q A Can I test to decide which of my current staff should be offered redundancy? This would be an inappropriate use of testing. Unless staff facing redundancy were to request testing to assist in issues described in the previous Question/Answer, many other sources of information would be available to you to assist in making this difficult decision.

Occupational Motivation Questionnaire (OMQ) Timing Untimed (15–20 minutes) Qualification level High Australian norms No Scoring By hand or using software Purpose Provides a detailed profile of the factors that motivate individual performance at work. Useful for performance review and team development programs Employment categories Sales, graduate and managerial personnel Description The OMQ provides a detailed profile of the factors that motivate individual performance at work. It assesses both extrinsic (external goals and rewards) and intrinsic (personal values) sources of motivation, examining the dimensions of rewards, status, achievement/recognition, affiliation, stimulation and independence/responsibility.

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