HRM textbook

CHAPTER 6 EMPLOYEE TESTING AND SELECTION 193
The Miniature Job Training and Evaluation Approach
Miniature job training and evaluation means training candidates to perform several
of the job s tasks, and then evaluating the candidates performance prior to hire. The
approach assumes that a person who demonstrates that he or she can learn and perform
the sample of tasks will be able to learn and perform the job itself. Like work sampling,
miniature job training and evaluation tests applicants with actual samples of the job, so
it s inherently content relevant and valid. The big problem is the expense involved in the
instruction and training.
HONDA EXAMPLE When Honda built a new plant in Alabama, it had to hire
thousands of new employees. Honda s recruiting ad sought applicants for a free training
program Honda was offering as a precondition for applying for jobs at the new
plant. Applicants needed at least a high school diploma or GED, employment for the
past 2 years with no unexplainable gaps, and Alabama residency. Eighteen thousand
people applied.
First Honda and the Alabama state employment agency screened the applicants
by eliminating those who lacked the education or experience. They then gave preference
to applicants near the plant. About 340 applicants per 6-week session received
special training at a new facility, two evenings a week. This included classroom
instruction, videos of Honda employees in action, and actually practicing particular
jobs. (Thus, miniature job training and evaluation. ) Some candidates who watched
the videos dropped out after seeing the work s pace.
During training, Alabama state agency assessors scrutinized and
rated the trainees. They then invited those who graduated to apply for
plant jobs. Honda employees (from HR and departmental representatives)
then interviewed the candidates, reviewed their training records,
and decided who to hire. New employees take a one-time drug test, but
no other paper-and-pencil tests or credentials are required. New hires
receive a 3-day orientation. Then, assistant managers in each department
coordinate their day-to-day training. 73
Source: Issei Kato/Reuters Pictures Americas.
Employers such as Honda first train and then
have applicants perform several of the job tasks,
and then evaluate the candidates before hiring
them.
Realistic Job Previews
Sometimes, a dose of realism makes the best screening tool. For example,
Walmart found that many new associates quit within the first 90
days. When Walmart began explicitly explaining and asking about
work schedules and work preferences, turnover improved. 74 In general,
applicants who receive realistic job previews are more likely to
turn down job offers, but firms are more likely to have lower
turnover. 75
HR in Practice: Testing Techniques for Managers
You may find that, even in large companies, when it comes to screening
employees, you re on your own. The human resource department may
work with you to design and administer screening tests. But more often
HR may do little more than the recruiting and some prescreening (such as
typing tests for clerical applicants), and run background checks and drug
and physical exams.
Suppose you are, say, the marketing manager, and you want to
screen your job applicants more formally. You could buy your own
situational test
A test that requires examinees to respond
to situations representative of the job.
video-based simulation
A situational test in which examinees
respond to video simulations of realistic job
situations.
miniature job training and evaluation
Training candidates to perform several of the
job s tasks, and then evaluating the candidates
performance prior to hire.