Assessment in an Industrial Context

Table of Contents

Introduction 3

Five Core Competencies 3

Process of appointing a suitable candidate 5

Role of situational, personality and interest measures 7

Situational tests 7

Personality measures 8

Interest measures 12

Conclusion 13

Addendum A 14

References 15

Recommendation on Candidate (Section B) 16

Introduction

Organisations are placing increased pressure and expectations on HR personnel to appoint competent and successful candidates who suitably mould with the organisation’s strategy and leadership which are mutually pivotal to an organisations success and profitability.

To optimise the selection process and ensure the strongest and most suitable candidates are identified, we have proposed a process of individual assessment which includes the identification of core competencies, defining the job description and the application of suitable psychological testing.

The rationale of psychological testing in the work setting is to differentiate between individuals based on certain characteristics such as personality, interests, values and potential. The outcomes of the assessments are utilised as a predictor for job and environment suitability.

The individual assessment process commences with the characterisation of the core competencies which are the foundation for the development of an accurate job description, which is vital for correct candidate selection.

Five Core Competencies

Govender and Parumasur (2010) explain that “competencies are the knowledge, skills and attributes you can develop in every aspect of your life”.

The measurement of competencies ensures that an individual’s behaviour aligns with the organisations strategic and operational needs. According to Foxcroft, “individuals are compared in relation to the required output standards of the job”.

Based on the Situation Specific Evaluation Expert system (SPEEX) developed by Dr P J...