TAILIEUCHUNG - Practical Applications and Recommendations Global Reality_7

Tham khảo tài liệu 'practical applications and recommendations global reality_7', kinh doanh - tiếp thị, quản trị kinh doanh phục vụ nhu cầu học tập, nghiên cứu và làm việc hiệu quả | Global Selection 159 being used often with the wrong clients in the wrong way and in inappropriate settings it is worth assessing the current state of the art in developing tests. In a personal conversation with one of the authors in March 2009 a seasoned test development expert for an MNC testing firm described the steps he takes to develop a test along with some of the pitfalls he faces. The following passage is based on this discussion S. Keely personal communication March 22 2009 . Typically the first step in developing a new test is to determine the goal. Often that will be to develop a test for an MNC that wants to select 20 entry-level managers in 14 different countries. These managers should be able to eventually advance in the company possibly even out of the country so they should be relatively equivalent to each other when selected. Making the test equivalent across cultures is the challenge so the following steps should be considered 1. Write the test in English the MNC is based in an Englishspeaking country but as English is spoken by more managers across the world than any other language this is the norm anyway . 2. Translate the test into the local languages for each country verbatim. 3. Revise the test to fit the local culture with the aid of an HR professional and a psychologist from that culture. Since there are many differences between languages and cultures there are always problems here. First some terms do not exist in some languages. Even figuring out the Mandarin characters for words like executive coaching was difficult a few years ago when the term was not common. Also in China mentioning a personal checking account in a numerical test will confuse people so this terminology must be avoided. Second some concepts are simply understood differently across cultures. For example there is no such thing as a good loser in Italian a loser is a loser. Thus a scale measuring competitiveness may need revision to reflect that. 4. Back-translate the .

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