Candidates face testing time

Article Abstract:

Personality, aptitude and role-playing tests are increasingly used by employers to bring objectivity into recruitment as interviews are the least reliable way of recruiting. The Local Government Management Board discovered that over half of local authorities use psychological testing to ascertain further information about candidates. Tests should be monitored, evaluated and validated to provide evidence of effectiveness. Personality tests are used for selecting the most senior staff to assess whether the candidate fits the profile of the type of person required for the job. Aptitude tests are used for many technical and managerial posts.

Psychological aspects, Testing, Employee recruitment, Employee selection, Interviews, Employment tests

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Still searching for management's Holy Grail

Article Abstract:

Institute of Manpower Studies research into performance-related pay found that performance-related pay (PRP) schemes are more useful when part of a total system. They only motivate 20% of employees. Some departments of the same firm may have a teamwork philosophy. The study, published by the Institute of Personnel Management, shows employees' dissatisfaction with PRP because of the emphasis on financial achievements, the recession and the bureaucracy involved.

Research, Management, Human resource management, Employee performance appraisals, Performance appraisals, Employee development

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Market forces a new approach to customer

Article Abstract:

The Chartered Institute of Marketing has 25,000 members, 4% of whom are redundant in 1993. The majority of marketing employees work in the south of England, where most jobs were lost in the 1990's. Average salaries are 27,880 pounds sterling, but lower for women. Most marketing professionals are graduates and half speak a foreign language. Companies expect market research to identify target markets accurately before funding promotions.

Economic aspects, Marketing, Employment, Marketing industry, Recessions

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