...Physical Ability Interview and Test Joshua J. Cuffee Argosy University BUS423 Interviewer: Joshua Cuffee Interviewee and Occupation: Sydni Wynn - Retail Sales Store Manager Interview Setting: Fred’s Super Dollar Store Affiliation with Interviewee: Boss Interviewer: “Prior to being hired were you asked to take any physical ability tests” (Argosy 2015)? Interviewee: No. Interviewer: “What do you perceive to be the physical demands of your job” (Argosy 2015)? Interviewee: Heavy lifting, sometimes over 50 lbs. on truck day, constant fast pace walking from one side of the store to another. Interviewer: “On a scale of 1 to 5, with 5 meaning very physically demanding and 1 meaning not at all physically demanding, how physically demanding would you say your job is” (Argosy 2015)? Interviewee: About 2.5. Interviewer: “Are there physical demands you were unaware of prior to accepting your position” (Argosy 2015)? Interviewee: I was aware that I would have to be able to lift 50 lbs. I didn’t realize how much running around was involved. Interviewer: How do you physically feel after a normal day at work? Interviewee: Depending on the time of year it varies. During the slow season I feel sluggish from lack of activity and during the busy season I feel sore from running around, lifting, climbing, etc. Interviewer: Does the physicality of your job affect how well you are able to perform? Interviewee: No Interviewer: Do you or have you ever over exerted yourself at work...
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...Physical Ability Test Plan Individual Assessment questionnaire: 1. Prior to being hired were you asked to take any physical ability test? Yes, the position required me to lift up to 70 pounds, I also had to operate a manual transmission U.P.S. vehicle, and forklift test. 2. What do you perceive to be the physical demands of your job? The demands are injuries, stress, physical strain, and working harder and longer hours. 3. On a scale of 1 to 5, with 5 meaning very physically demanding and 1 meaning not at all physically demanding, how physically demanding would you say your job is? I say 4, because getting a strain, sprain, or rupture to your knees, back, or shoulder happens to often, considering when delivering up to 500 packages in a day, and I make about 20 stops an hour. 4. Are there physical demands you were unaware of prior to accepting your position? Yes, the stamina, body movement, and your endurance that you will need to fulfill the long hours working, and the continuous tracking of packages, and there is a high interaction with customers. 5. Do you believe physical ability tests should be given to individuals being considered for your type of work? If yes, what types of physical tests would you recommend? I would recommend a manual dexterity test, static strength test, and reaction time test. 6. This job will require the ability to perform strength, stamina functions for moderate to extended periods of time...
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...were to consistently find that the lower rated employee had out preformed the higher rated employee, she would need to reevaluate using SSI assessment process. Beyond this she could use meta-analysis, a form of validity generalization that is gaining acceptance. This will allow her to gather data from individual studies that examine the results of assessment center successes. The purpose is to obtain statistical confirmation of results and conclusions. It is assumed that by using this instead of paying for a complete evaluation of SSI and each of their tests would save the company money. Vin Pomme does bring up a good point. Although assessment centers have higher success rate in predicting job performance than just personality and cognitive ability test, the increase is fairly small, and with room for error the cost may outweigh the slightly higher success rate. Pamplemousse could consider have the personality and cognitive test...
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...A Case Study in Staffing (Note that this Case Study was included in the First Edition of the text, but was removed from the Second Edition for space considerations). Metropolitan Motor Company (MMC) decided to open a new assembly plant in southwest Tennessee for their new compact passenger car line. The plant would require a workforce of approximately 1700 production workers, 370 supervisors and managers, 125 engineers and engineering technicians, and 110 administrative and office personnel. The cafeteria and security functions would be outsourced to independent contractors. Below, we describe the sequence that was used to staff the hourly production positions in this new facility. Before announcing the location of the facility, MMC did some investigation of the educational characteristics of the labor force in Tennessee, as well as a review of the secondary school system in a five county area surrounding the plant site. It decided to give first priority in employment for entry level and skilled positions to residents in the five county area, then to Tennessee residents, and finally to anyone, regardless of place of residence. The VP of corporate HR took several trips to talk to state and local officials about locating the facility in the area. State Department of Labor officials agreed that the state employment offices would accept and screen applications for entry level positions, using criteria developed by MMC. To ensure an adequate pool of applicants, MMC posted...
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...DRAFT Model Assignment Issued September 2010 OCR Level 3 Nationals in Public Services Unit 15: Physical Fitness for Public Services The scheme codes for these qualifications are: OCR Level 3 National Introductory Diploma in Public Services 0XXX OCR Level 3 National Diploma in Public Services 0XXX OCR Level 3 National Extended Diploma in Public Services 0XXX The Ofqual Unit Number for this unit is: Unit 15: Physical Fitness for Public Services X/XXX/XXXX This OCR model assignment remains live for the life of these qualifications. Please note: This OCR model assignment may be used to provide evidence for the unit above. Alternatively, centres may wish to adapt this assignment or devise their own assignment for the purposes of assessment. It is the centre’s responsibility to ensure that any adaptations made to this assignment allow candidates to meet all the assessment criteria and provide sufficient opportunity for candidates to demonstrate achievement across the full range of grades. ALL THESE MATERIALS MAY BE PHOTOCOPIED. Any photocopying will be done under the terms of the Copyright Designs and Patents Act 1988 solely for the purposes of assessment. Contents | |Page Number(s) | |CANDIDATE INFORMATION ...
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...Question 1 Do you think the test of “selling ability” might be at fault? For instance, could it be that this test is not really valid? How would you find out if it is or is not? Yes. People differ greatly with respect to their abilities and specific skills. Abilities can be defined as mental and physical capacities to perform various tasks whereas skills are dexterity at performing specific tasks, which has been acquired through training and experience. There are two types of abilities; intellectual abilities (or intelligence), which involve the capacity to perform various cognitive tasks and physical abilities, which refer to the capacity to perform various physical actions. Intellectual abilities or Intelligence * Cognitive intelligence – able to understand complex ideas, adapt effectively to the environment, learn from experience, engage in various forms of reasoning and overcome obstacles by careful thought. * Practical intelligence – adeptness at solving the practical problems of everyday life * Emotional intelligence – cluster of skills relating to the emotional side life Physical abilities * Involves people’s capacities to engage in the physical tasks required to perform a job. * Social skills – capacity to interact effectively with others. Therefore, to test a person based on the “selling ability” test in order to find agents that will generate high levels of sales might not be appropriate and suitable approach as different people will have different...
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...Now let’s talk about ability. Employees need to have certain abilities that will make them a valuable addition to an organization. But when talking about ability, we know that we weren’t all created equal in our abilities. No matter how talented you are, it’s unlikely for you to act as well as Scarlett Johansson (the black widow in the Avengers), play basketball as well as LeBron James (the famous NBA basketball player), or write as well as the author of Harry Potter, J.K. Rowling, etc. Hence, from management’s standpoint, it’s very important to use the knowledge that people differ to increase the likelihood an employee can or will perform his or her job well. Organizations need to identify key abilities of employees that will lead to success, and managers need to understand what abilities will lead to a good job fit with certain employees. So, what does Ability mean? Ability is an individual's capacity to master numerous tasks in a job. Intellectual and physical abilities are two key types of traits that organizations look for employees to have depending on the job requirements. (p5) First of all, let’s talk about Intellectual Ability. Companies view intellectual ability as one of the most valuable attributes in employees. This ability deals with mental capabilities such as thinking, reasoning, problem solving, etc. which are all important elements of worker skill in companies. Certain jobs require more intellectual ability than other types of jobs. For example, a factory...
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...------------------------------------------------- Table of Contents No. | Content | Page no. | 1 | Introduction | 3 | 2 | Concept and Meaning | 4 | 3 | Job Analysis | 4 | 4 | Types of Selection Tests | 6 | 5 | Selection Tests | 7 | 6 | Advantages and Disadvantages | 12 | 7 | Summary and Conclusions | 14 | Introduction` Organizations today compete fiercely in the war for recruiting and hiring the best talent available in the market, investing enormous amount of money, time and other resources in advertising and recruiting strategies. Organisations recognize that one of the most important resources - if not the most important - is human resources. Organisations use several ways, methods and tools to select and hire human resources. But it is now a proven fact that organisations using scientifically proven assessment tools to make selection decisions, show significant increase in productivity, increased cost savings and decrease in attrition and other critical organizational problems. Most organizations use what is commonly known in Management circles as a funneling approach to selection, where more informal tools and procedures are used initially to reduce the pool of candidates to a manageable number of individuals who are then be put through a more extensive assessment process. Common initial screening devices include resumes, application blanks and reference checks, which...
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...Q1. Briefly describe how the physical properties of materials used to produce tablets influence flow ability. Construct a chart of the flow studies and comment on the results. There are a variety of properties that will affect the flow ability of a tablet, some of these factors will include physical properties such as particle size and the amount of fine particles. The size of the particles can be a significant factor in influencing the overall flow ability, as when the particles become too small (below 50 m), there will be no flow as the cohesive forces between the particles will be greater than the driving force. There will also be no flow for particles that are too large (above 1200 m), as the resistance force will be greater than the gravitational...
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...SHRM FOUNDATION’S EFFECTIVE PRACTICE GUIDELINES Selection Assessment Methods A guide to implementing formal assessments to build a high-quality workforce Elaine D. Pulakos SHRM FOUNDATION’S EFFECTIVE PRACTICE GUIDELINES Selection Assessment Methods A guide to implementing formal assessments to build a high-quality workforce Elaine D. Pulakos This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations. This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM©). The interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the SHRM Foundation. ©2005 SHRM Foundation. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system or transmitted in whole or in part, in...
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...organization and this employment function is statedhere for Unilever’s practices. 5.1: Reception of application After accomplishing the recruitment process, Unilever go to the selection process wherethey start the process with the reception of application form filled up through internet onlineform. After scrutinizing the data, they select applications for written test. 5.2: Evaluating reference and biographical data At the second stage of evaluating the data, they verifies the validity authenticity of theinformation presented on the form as well as reference of the employee through references. 5.3: Employment test This written test measures the candidates1. Analytical ability2. Computation ability3. Verbal skill4. Written skill5. General knowledgeMore above 65% marks ensures applicants pass. 5.4: Assessing candidate through interview Mainly three steps are followed in the selection procedure. In the first stage the candidatesare invited for a viva with sales and training manager, Dhaka in his Gulsan office. A humanresource manager also exist there. In this viva the candidates situation handle ability ismeasured. 46 Second phase: It is the viva with the general sales and operation manager ( GOSM), and trade marketingmanager .in this stage individual skill is measured. The question tries to measure out thefitness of the candidate for the post. Third phase: In this stage the applicant face the HRD customer development team (CDT) this phasemeasure...
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...full potential. When we are talking about potential within athletes we are concerning ourselves more so with their ability to perform efficiently on and off the field. Whether it is through strength, cardiovascular, and muscular endurance, all athletes are required for the extra push, and in some cases the “abnormal extra” when performing at the professional level. The ability to achieve further optimal gain within physical standards require the athlete to understand where exactly he or she is currently performing. This gives the athletes or coaches clarity as to where exactly a particular individual...
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...your education and experience, voulunteering, clubs/organizations. Interviews are questions that the interviewees ask about a person’s skills, abilities, and work ethic. They may ask you to tell them a little information about yourself such as basic background information, age, where you graduated, last job, likes and dislikes about your job, why you leave, or how many years you worked at your last job. Paper and pencil test can be used to assess job related knowledge and ability or skill qualifications. This can be assessed using paper and pencil test. Paper and pencil gives knowledge of office procedures ability to follow directions, to the ability to solve numerical problems. A physical Ability test is an important part of getting a job. It matches workers to the physical demands and essential function. Such as lifting strength, rope climbing is requiring for jobs such as firefighters. Performance test is the ability to do the job. Electronics repairman may undergo a job performance test to ensure he or she can properly repair items for a company. A medical assist may undergo a job performance test to ensure that he or she can set appointments, handle invertory, and even assist the doctor with basic medical needs. A reference is person who is willing to talk to a potential employer about your job skills, abilities, background, and general character. 2. The source of differences in ethics between people, companies and nations. People have a certain level...
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... Physical fitness is a high priority for every soldier and has a direct influence on the overall readiness of an organization. The Army requires each soldier to have the ability to pass a physical fitness test twice a year, while remaining in height and weight standards at all times. In my current organization, there is a problem with both soldiers having the ability to pass a physical fitness test as well as remaining in accordance with the Army’s Body Fat Program. Physical training is an individual responsibility, however commanders can implement training programs to help soldiers on every level meet the Army’s physical fitness standards. The Problem The Army’s physical fitness test consists of three events: push-ups, sit-ups, and a two-mile run in an allotted amount of time. Age and gender determine the number of repetitions that must be completed in two minutes and the amount of time allowed to complete the two-mile run. There are alternate events such as the walk and bicycle for soldiers that may have physical limitations that prevent them for complete the standard physical fitness test. Each soldier personal characteristics and abilities are unique when it comes to physical fitness; therefore the physical fitness program has to target various fitness levels. It is up to leaders to identify soldier’s strength and weakness and develop fitness plans to help soldiers succeed. The Army publishes manuals that provide a baseline for physical training, however...
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...of questions, which also would be called situational interview questions in which the employer will ask you questions that will show him/her how you would respond/act in a certain scenario in your working environment. Or they can choose to have a “unstructured interview”, which then the employee will just engage in a conversation with the employee. 3) Another possibility would be “Paper and pencil tests”. There are two popular tests used in the testing stage, ability tests and personality tests. The ability tests indicates if you have the skills necessary for the job, examples would include verbal comprehension and numerical skills. The personality test measure personality traits relevant to the job. Some jobs give an honesty test to determine how trustworthy they are. 4) “Physical ability tests”, is used for jobs requiring physical ability. Such as a police officer, fire fighter or a mailman. 5) “Performance tests”, measure an applicant’s ability and knowledge doing actual job tasks. Examples would include a secretary would have to do a keyboarding test, which would show how quick and accurate they are at typing. 6) “References” most jobs will require you to submit references. Which would include past job...
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