Johnny Ch Lok

How Organizational Behavior Influences Success Training Johnny Ch Lok

In general, any organization interviews only divide either internal or external both selection. Internal selection refers to situations where organization is hiring or promoting from within, whereas, external selection refers to situations where an organization is hiring from the outside. When some assessent methods are used more commonly for external selection. ( e.g. cognitive ability tests, personality tests, integrity tests). There are numerous examples of organizations that have used one or more of the following tools for internal selection, external selection or both. I shall explain what the differences for these interview test methods as follow: What is cognitive ability tests. These assessment measure a variety of mental abilities, such as verbal and mathematical ability, reasoning ability and reading comprehension. Cognitive ability tests have been shown to be extremely useful predictors of job performance and thus are used frequently in making selection decisions for many different types of jobs ( Hunter, J. 1986, Ree, M. J. & Teachout, M. S. 1984, Gottredson, L. S. 1982). Cognitive ability tests typically consist of multipler choice items that are administered via a paper-and-pencil instructment or computer. Some cognitive ability tests contain test items that need various abilities, e.g. verbal ability, numberical ability etc. But then sum up the correct answers to all of the items to obtain a singl total score. The total score then represents a measure of general mental ability. If a separate score is computed for each of the specific types of abilities, then the resulting scores represent measures of the specific mental abilities. Job knowledge tests mean these assessments measure critical knowledge areas that are needed to perform a job effectively. Typically, the knowledg areas measured represent technical knowledge. Job knowledge tests are used in situations m where candidates must clearly possess a body of knowledge prior to job entry. Job knowledge tests are not appropriate to use in situations where candidates will be trained after selection on the on knowledge areas who need to have. Like cognitive ability tests, job knowledge tests typically consist of multiple-choice items administered via a paper-and-pencil instrument or a computer, although essay items are sometimes included in job knowledg tests ( Hunter, J. 1986). Personality tests that assess traits relevant to job performance have been shown to be effective predictors of subsequent job performance. The personality factors that are assessed most frequently in work situations include conscientiousness, extraversion, agreeableness, openness to experience and emotional stability ( Barrick, M. R. & Mount, M. K. 1991, Costa, P. T. Jr., & Mccae, r. R. 1982). Research has shown that conscientiousness is the most useful predictor of performance across many different jobs. Although some of the other pesonality factors have been shown to be useful predictors of peformance in specific types of jobs ( Hough, L. M. 1992). It can consist of several multipe choice or true/false items measuring each personality factor. Like cognitive ability and knowledge tests, which are also administered in a paper-and-pencil or computer format.