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PLEASE RESPOND TO THIS, I MUST COMPLETE A PEER REVIEW ON THE BELOW. Thanks<\/strong><\/p>\n

Please demonstrate critical thinking abilities. No fewer than 250 words for post. Do not summarize the post and\/or course concept(s), but perhaps comment on concepts directly applicable to your workplace.<\/strong><\/p>\n

For this response, should outside sources be used to support the content within the postings, proper in-text citations and correctly formatted references should be prepared consistent with the APA (6th edition). The list of references should be physically positioned at the end of the postings.<\/strong><\/p>\n

Hello, thank you! Please use critical thinking, good grammar and do not plagiarized, thanks.<\/strong><\/p>\n

1.Choose an ability test. Discuss pros and cons and legal implications related to implementing the ability test.<\/p>\n

The physical ability test is helpful for the selection of workers in manual labor and physically demanding jobs. There are different ability tests, but they all measure muscular strength, cardiovascular endurance, or movement quality.<\/p>\n

They are helpful for hiring managers because the employee has demonstrated that they can perform the physical, essential part of the job. Also, it can reduce costs by decreases insurance claims associated. Typically, there is less adverse impact across races as compared to other ability tests. Alternatively, these tests may be costly and take more time to administer, depending on which one you use.<\/p>\n

Legally, physical ability tests may cause adverse impact to women, people with disabilities, and older candidates. The testing needs to be associated with essential functions that are absolutely required by the worker, not just be usual functionality.<\/p>\n

Gatewood, R. D., Field, H. S., & Barrick, M. (2011). Human Resource Selection. Mason: South-Western, Cengage Learning<\/p>\n

What is I-O? (n.d.). Retrieved November 22, 2017, from http:\/\/www.siop.org\/workplace\/employment%20testing\/testtypes.aspx<\/a><\/p>\n

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PLEASE RESPOND TO THIS, I MUST COMPLETE A PEER REVIEW ON THE BELOW. Thanks<\/strong><\/p>\n

Hello, thank you! Please use critical thinking, good grammar and do not plagiarized, thanks.<\/strong><\/p>\n

2. Should a small business use a personality test for their selection system? Why or why not?<\/p>\n

Compared to other hiring selection practices, personality assessments are among the least effective in predicting job performance, according to research by Frank L. Schmidt, management and organizations professor emeritus at the University of Iowa. He found that they work best when they are combined with other measures, such as cognitive ability or integrity tests, that have a higher predictive validity. One of the best-known personality assessments, the Myers-Briggs Type Indicator (MBTI), isn\u2019t intended to be used in the hiring process at all, according to the publisher of the test. \u201cPeople of many different types excel at the same job for different reasons,\u201d the publisher\u2019s website states. \u201cIndividuals should not be pigeonholed based on their personality preferences.\u201d (SHRM, 2017)<\/p>\n

In my position in HR I have not recommended the use of a personality indicator test in the hiring process because of the possibility of altering results through manipulation of answers, and that the wide variety of possible assessments introduces lesser quality and function. I do, however, recommend that assessments such as the MBTI or Insights be used as a team-building or communication tool to help managers and teams understand each other\u2019s personality, drive, and motivations. Used properly in that context, a personality assessment can be a good tool once in the employee pool.<\/p>\n

Reference<\/p>\n

SHRM. (2017, May 19). What Do Personality Tests Really Reveal? Retrieved November 22, 2017, from https:\/\/www.shrm.org\/hr-today\/news\/hr-magazine\/pag…<\/a><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"