GROUP MEMBERS : Neeta Pilankar H1112102 Trupti Shinde H1112106 Prafful Waghmare H1112 Prasad Sule H1112

Personnel Assessment
Definition:

Personnel assessment is a systematic approach to gathering information about individuals. This information is used to make employment or career-related decisions about applicants and employees.

Objective of Personnel Assessment:

Selection Placement Training & Development Promotion Career Exploration & Guidance Program Evaluation
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Approaches to Assessment
Multiple hurdles approach. In this approach, test takers

must pass each test or procedure (usually by scoring above a cut-off score) to continue within the assessment process. Total assessment approach. In this approach, test takers are administered every test and procedure in the assessment program. The information gathered is used in a flexible or counterbalanced manner.

Weighted Application Blank

One selection method that addresses such issues is the

"weighted application blank," or WAB.

The idea is to determine whether individual questions on the

application can distinguish between successful and unsuccessful employees .

Once those application items are identified that can, in fact,

differentiate to some degree among applicants, they are weighted to reflect their degree of success in differentiating good and poor performers.
Applicants are then scored on those items by summing the item

weights, and predictions are made about applicants' prospects for job success based on their total WAB scores.

Sample Application blank

Phone Number (Res): _______________________ Education College/University Attended: ____________ Highest Degree

Name: _________________________________________________________________________ A dd r es s : _______________________________________________________________________

(a) BA/BSc/MA/MSc/MBA/MCom (b) BE/BT ech/ MT ech (c) Any other

High School Attended: _____________________________ Work Experience (List most recent jobs first) Name of the Organisation: Gross Salary: ______________ (annual; be sure to include any bonuses or commission earned) Job Title: ________________________________________________________ Name of Last Supervisor: __________________________________________ May we contact this supervisor? Y es / No Reason(s) for Leaving: ____________________________________________________________

Name of Organisation: ____________________ Date of Employment: _______ from to ____ Gross Salary: ___________ (annual; be sure to include any bonuses or commission earned) Job Title: ________________________________________________________ Name of Last Supervisor: __________________________________________ May we contact this supervisor? Y es / No Reason(s) for Leaving: ____________________________________________________________

Name of Organisation:

____________________

Date of Employment:

_______ from to ____

Gross Salary: ___________ (annual; be sure to include any bonuses or commission earned) Job Title: ________________________________________________________ Name of Last Supervisor: __________________________________________ May we contact this supervisor? Y es / No Reason(s) for Leaving: ____________________________________________________________

Work skills 1. 2. A. C. List any job-related languages you are able to speak or write: _________________________ List any job-related clerical (e.g., typing) or technical skills (e.g., computer programming) that you ha ve: ___________________________________ B. ___________________________________ ___________________________________

Additional Information In case of an emergency please contact. , Name: __________________________________________ A dd r es s : _______________________________________ T elephone: ______________________________________

I understand that falsification of information is grounds for dismissal. I understand that my employment at the company may be discontinued at any time for any reason either by myself or by the company . I agree to submit to a drug and/or alcohol test as a condition of employment.

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Signature Date

Most Common Problems of assessment

A) The most critical problems that can occur with

interviews
Some things should not be measured in an interview

No weights
Interviews are inherently misleading

B) Problems with the interviewer

Bias and prejudice Interviewers are not trained The interviewer

C) Common interview process errors

No structure
The order of the interview Skills demonstrated in the interview are not required for this job
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Most Common Problems of assessment cont

D) Psychological issues and problems
Looking for reasons to reject Halo Effect issues One-way conversation

E) Legal issues
No accuracy check Icebreaker issues Language, cultural, and disability issues

F) Candidate-experience related issues

The number of interviews for each job
Scheduling difficulties prolong the process Managers act inappropriately during interviews
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