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A Quick Guide to Human Resource Testing by Marian Power

By Marian Power

This can be a speedy reference consultant for human assets practitioners who use or plan to exploit evaluation tools in any context. It comprises causes, tips, case reports and proposals to assist practitioners get the main out in their HR trying out.

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The test contains two parts: Part 1 requires hand and finger movements in which speed rather than accuracy contributes to a high score; Part 2 also requires hand and finger movements, but with an emphasis on accuracy. General norms and speed and skill percentiles are given in a revised manual. Modern Occupational Skills Test (MOST) R Timing 8–15 minutes per test Qualification level Medium Australian norms Yes (some items adapted for Australian use) Scoring By hand Purpose Assesses various skills important in clerical work and other related positions.

The measure is suitable for the assessment of all major disability groups, including people with multiple disabilities. Its ratings for people with disabilities are totally comparable with ratings for people in the general population and show the level of performance or freedom from barriers. qxd 1/4/05 10:09 AM Page 39 Appendix IV Personality R O R O C O Emotional Intelligence Questionnaire (EIQ) Timing Untimed (20–30 minutes) Qualification level High Australian norms No Scoring Computer-generated report Purpose Obtains a detailed profile of the seven key emotional competencies that are helpful in predicting an individual’s potential to succeed in the future, plan individual development initiatives more effectively and incorporate the results into team-building, coaching or mentoring programs.

Test information can be useful in assessing training needs or in managing career development programs. The purposes of such testing should be explained clearly to staff – their voluntary participation will provide more useful results. Q A Q A Q A Q A Q A Q A Can I test to decide which of my current staff should be offered redundancy? This would be an inappropriate use of testing. Unless staff facing redundancy were to request testing to assist in issues described in the previous Question/Answer, many other sources of information would be available to you to assist in making this difficult decision.

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