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186 PART 2 RECRUITMENT, PLACEMENT, AND TALENT MANAGEMENT The Web site iphonetypingtest. com offers an online typing test you can take on an iPhone. Source: www.iphonetypingtest.com, accessed March 23, 2009. Used with permission of All Holdings, LTD. 5 List eight tests you could use for employee selection, and how you would use them. TYPES OF TESTS We can conveniently classify tests according to whether they measure cognitive (mental) abilities, motor and physical abilities, personality and interests, or achievement. 42 We ll look at each. Tests of Cognitive Abilities Cognitive tests include tests of general reasoning ability (intelligence) and tests of specific mental abilities like memory and inductive reasoning. INTELLIGENCE TESTS Intelligence (IQ) tests are tests of general intellectual abilities. They measure not a single trait but rather a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability. An adult s IQ score is a derived score. It reflects the extent to which the person is above or below the average adult s intelligence score.
CHAPTER 6 EMPLOYEE TESTING AND SELECTION 187 FIGURE 6-6 Type of Question Applicant Might Expect on a Test of Mechanical Comprehension Which gear will turn the same way as the driver? DRIVER A B Intelligence is often measured with individually administered tests like the Stanford-Binet Test or the Wechsler Test. Employers can administer other IQ tests such as the Wonderlic to groups of people. Other intelligence tests include the Kaufman Adolescent and Adult Intelligence Test, the Slosson Intelligence Test, and the Comprehensive Test of Nonverbal Intelligence. In a study of firefighter trainees performance over 23 years, the researchers found that testing consisting of a measure of general intellectual ability and a physical ability assessment was highly predictive of firefighter trainee performance. 43 SPECIFIC COGNITIVE ABILITIES There are also measures of specific mental abilities, such as deductive reasoning, verbal comprehension, memory, and numerical ability. Psychologists often call such tests aptitude tests, since they purport to measure aptitude for the job in question. Consider the Test of Mechanical Comprehension in Figure 6-6, which tests applicants understanding of basic mechanical principles. This may reflect a person s aptitude for jobs like that of machinist or engineer that require mechanical comprehension. Other tests of mechanical aptitude include the Mechanical Reasoning Test and the SRA Test of Mechanical Aptitude. The revised Minnesota Paper Form Board Test consists of 64 two-dimensional diagrams cut into separate pieces. It provides insights into an applicant s mechanical spatial ability; you d use it for screening applicants for jobs such as designers, draftspeople, or engineers. Tests of Motor and Physical Abilities You might also want to measure motor abilities, such as finger dexterity, manual dexterity, and (if hiring pilots) reaction time. The Crawford Small Parts Dexterity Test is an example. It measures the speed and accuracy of simple judgment as well as the speed of finger, hand, and arm movements. Other tests include the Stromberg Dexterity Test, the Minnesota Rate of Manipulation Test, and the Purdue Peg Board. Tests of physical abilities may also be required. These include static strength (such as lifting weights), dynamic strength (like pull-ups), body coordination (as in jumping rope), and stamina. 44 Thus applicants for the U.S. Marines must pass its Initial Strength Test (2 pull ups, 35 sit-ups, and a 1.5 mile run). Measuring Personality and Interests A person s cognitive and physical abilities alone seldom explain his or her job performance. Other factors, like motivation and interpersonal skills, are very important. As one consultant put it, most people are hired based on qualifications, but most are fired for nonperformance. And nonperformance is usually the result of personal characteristics, such as attitude, motivation, and especially, temperament. 45 Even some online dating services, like eHarmony.com, have prospective members take online personality tests and reject those who its software judges as unmatchable. 46 WHAT DO PERSONALITY TESTS MEASURE? Personality tests measure basic aspects of an applicant s personality, such as introversion, stability, and motivation.
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HUMAN THIRTEENTH EDITION RESOURCE M
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DEDICATED TO SAMANTHA AND TAYLOR
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C O N T E N T S Preface xxiii Ackno
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CONTENTS IX Departmental Managers S
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CONTENTS XI Recruiting Source Use a
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CONTENTS XIII PART THREE TRAINING A
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CONTENTS XV Talent Management and E
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CONTENTS XVII INCENTIVES FOR SALESP
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CONTENTS XIX HR AS A PROFIT CENTER:
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CONTENTS XXI INDIVIDUAL AND GROUP A
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P R E F A C E Human Resource Manage
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PREFACE XXV This edition again cont
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A C K N O W L E D G M E N T S Every
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LEARNING OBJECTIVES 1. Explain what
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CHAPTER 1 INTRODUCTION TO HUMAN RES
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LEARNING OBJECTIVES 1. Explain the
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LEARNING OBJECTIVES 1. Explain why
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CHAPTER 3 HUMAN RESOURCE MANAGEMENT
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CHAPTER 4 JOB ANALYSIS AND THE TALE
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CHAPTER 7 INTERVIEWING CANDIDATES 2
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LEARNING OBJECTIVES 1. Define perfo
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LEARNING OBJECTIVES 1. Describe a c
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CHAPTER 10 EMPLOYEE RETENTION, ENGA
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LEARNING OBJECTIVES 1. Explain how
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CHAPTER 12 PAY FOR PERFORMANCE AND
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LEARNING OBJECTIVES 1. Name and def
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CHAPTER 13 BENEFITS AND SERVICES 42
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CHAPTER 14 ETHICS AND EMPLOYEE RIGH
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LEARNING OBJECTIVES 1. Give a brief
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CHAPTER 15 LABOR RELATIONS AND COLL
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LEARNING OBJECTIVES 1. Explain the
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CHAPTER 16 EMPLOYEE SAFETY AND HEAL
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LEARNING OBJECTIVES 1. List the HR
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CHAPTER 17 MANAGING GLOBAL HUMAN RE
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CHAPTER 18 MANAGING HUMAN RESOURCES
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A P P E N D I X A PHR and SPHR know
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APPENDIX A 635 08 Identify internal
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A P P E N D I X B Comprehensive Cas
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GLOSSARY 657 electronic performance
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GLOSSARY 659 It usually also involv
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GLOSSARY 661 role playing A trainin
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N A M E / O R G A N I Z A T I O N I
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NAME/ORGANIZATION INDEX 665 Carlson
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NAME/ORGANIZATION INDEX 667 F Faceb
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NAME/ORGANIZATION INDEX 669 456n129
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NAME/ORGANIZATION INDEX 671 London,
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NAME/ORGANIZATION INDEX 673 Patters
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NAME/ORGANIZATION INDEX 675 387n24,
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NAME/ORGANIZATION INDEX 677 Wolkins
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SUBJECT INDEX 679 Web sites, 442 Se
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SUBJECT INDEX 681 contemporary topi
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SUBJECT INDEX 683 supply of inside
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SUBJECT INDEX 685 J Job aid, 258 Jo
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SUBJECT INDEX 687 virtual job fairs
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SUBJECT INDEX 689 hostile environme
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