TAILIEUCHUNG - WHY TESTS ARE A CRUCIAL PART OF P&G'S SELECTION PROCESS

Gamble's approach to employee selection is based on the fact that people are our most important asset, and we are committed to employ the best people we can find. Our selection criteria are particularly demanding because we are committed to build our organization from within, and to hire people who will be effective in a variety of assignments over an entire career. | WHY TESTS ARE A CRUCIAL PART OF P G S SELECTION PROCESS Procter Gamble s approach to employee selection is based on the fact that people are our most important asset and we are committed to employ the best people we can find. Our selection criteria are particularly demanding because we are committed to build our organization from within and to hire people who will be effective in a variety of assignments over an entire career. Our goal in selection is to produce a thorough objective assessment of each candidate s abilities in the factors important for success at P G. Research shows that a combination of interviews and testing will produce a more accurate thorough assessment of a person s abilities than interviewing alone. Data to support this point are abundant. The . Federal Government has concluded this in numerous studies since World War I virtually all major human resource consultants and literature support this point many . court cases have validated this point. Procter Gamble has done dozens of studies which show that tests plus several interviews are the optimum system of predicting long-term job success. P G has used testing in management selection for over 60 years and we have evidence that this has contributed to a superior workforce which is a key competitive advantage. Following are the key reasons that testing is particularly effective 1. Tests objectively focus on factors that count. Tests are designed to measure specific factors which have proved to be essential for job success using measurement scales which focus on those questions are asked the same way each time and each person has the same possible answers from which to select. This gives every applicant a fair unbiased opportunity to demonstrate their capabilities and extraneous and irrelevant data about the person cannot influence the assessment. In addition answers result in test scores which are objectively calibrated relative to the on-job performance of hundreds of .

• Quản trị kinh doanh
• kinh doanh
• quản trị kinh doanh
• quản trị doanh nghiệp
• quản trị nhân sự
• kỹ thuật PR
• dùng internet để kinh doanh
• kinh doanh bằng marketing
• kỹ năng kinh doanh
• nghệ thuật bán hàng
• nghệ thuật tiếp thị
• ngành quản trị kinh doanh
• học kinh doanh
• học làm giàu
• kinh doanh quảng cáo
• sách kinh doanh
• sách doanh nhân ngày nay
• quản lí nhân sự
• kinh doanh tiền tệ
• kinh doanh đa cấp
• quản trị kinh doanh MLM