SUCCESS MAKING

Manager Development Training: Testing As A Performance Indicator In The Workplace

Copyright (c) 2010 eCornell

Performance testing is a popular topic covered in many manager development training programs. Questions often arise regarding the validity of testing (does it work? Is it ethical?), the methodology of testing (which test should we use?), and the results of testing (what did the test tell us?). Employees who earn a management certificate are generally well-equipped to determine the best way to test and how to analyze the results.

What exactly is testing? Many organizations use testing as a performance indicator. In the selection process, the basic goal of testing is to determine a candidate’s likelihood of success on the job. To assure fairness and avoid discrimination under the law, tests must be validated. Validity refers to the meaningfulness and usefulness of the test. Validity really asks: Does the test relate to the job skills necessary to meet the selection criteria for this position? Is there a clear relationship between performance on the selection “test” and performance on the job? The Equal Employment Opportunity Commission has issued guidelines for employers to follow when testing employees. These guidelines are covered in most manager development training programs. A management certificate from a credible program is often appealing to companies who utilize testing because those with the certificate usually have testing knowledge.

The next question to arise is which test to use. Testing as a performance indicator can take various forms including, but not limited to, traditional paper-and-pencil tests and online tests. Questions asked in a structured interview may be considered tests. Thus, even when candidates respond to questions about how they would handle a particular situation, the question must be based upon job-related criteria.

Many organizations use a keyboard typing test. This test measures the candidate’s accuracy and speed. Again, the employer needs to show that the test actually does measure that skill needed for the job and that the level of performance on the test correlates with job requirements.

Another type of test is an honesty test. Generally, these are paper-and-pencil tests or online assessments. The use of polygraph testing is illegal in most situations and locations. The reviews of honesty tests are mixed. Generally, candidates who pass these tests are less likely to steal than those who fail. This has been recognized as a performance indicator for jobs in areas such as sales, retail, and security.

Some organizations use personality tests. These tests are designed to look for certain behavioral characteristics, such as independence, assertiveness, and self-confidence, which are important for candidates for certain jobs. The characteristics most often tested are extroversion, temperament, and affability. The reviews of these types of tests have also been mixed due to concerns about candidates’ ability to answer questions dishonestly in an effort look good. When using this type of test, employers must demonstrate that the psychological trait being tested is necessary to do the job, and that the test really measures that trait.

If your organization decides to use testing, there are a few important considerations:

All testing must be relevant to or indicative of the requirements for the position. Testing should not be used only as a contributor to the hiring decision. Testing should be used to determine an individual’s potential to succeed in the position, not simply to meet minimum requirements. Testing should create a baseline for an employee’s career plan; otherwise testing is an expensive exercise with no ties to long-range planning. A good way to validate is to give the test to the organization’s current employees. If the best performers score well on the test, then it is probably a valid instrument. Remember, though, that this will only work if there is an accurate job description and a validated performance system in place in the organization.

Finally, it is important to remember that no single test is perfect for every candidate. Therefore, before testing to assess performance, carefully consider the job specifications, the types of skills required to succeed in the position, and the validity of the test. A manager development training program (often resulting in a management certificate) can help you attain the skills necessary to evaluate testing and use testing to benefit your company.

About the Author

David Shoemaker is Vice President of Learning Solutions and Innovation at eCornell. For more information on
manager development training
,
management certificate
, or eCornell, please visit http://www.eCornell.com