Assessment: Person Specification, Establish Performance Criteria Flashcards
Person Specification
Need to specify the type of person required for a successful job performance.
Easy to do when analysis is sufficient.
When required skills and abilities are defined, such as manual dexterity or visual acuity, the person specification is clear. This is more difficult if such detail is not available.
Other factors include general intelligence and personality: should be motivated and should get on with people.
The better the level of detailed acquired, the more we can be sure that our choice of assessment method will be appropriate.
Establish Performance Criteria
Not sufficient to determine what the job entails. Criterion related validity studies on our assessment methods.
This may come from our supervisor ratings of performance, simple output measures and so on after recruitment has taken place.
Choice of Assessment Method
Interviews, Psychometric Tests and Work Sample Tests.
CRV
refers to strength of relationship between a predictor and some criterion of work performance. Predictive or Concurrent
If significant correlation coefficient was found, we could reasonably use that assessment method for future applicants as a basis for acceptance or rejection.
