HR Pulse - Fall 2007 - (Page 40)

The data entry, Microsoft Windows, math, Microsoft Excel, Microsoft Word and typing skill tests were relatively easy for the test takers. The results indicated that the majority of the test takers passed these tests. ables, SPSS was the best choice as a tool for this quantitative analysis. Results of the Study The outcome of the study indicated that the behavioral survey did not accurately predict performance or retention. The skill testing was more predictive of performance and retention but not enough to support a decision to hire an individual into a specific position; especially since one of the most critical tasks a business owner or manager makes is hiring the right person for the job (Rosse & Levin, 1997). On a yearly basis, all employees received a performance evaluation. Figure 1 (see page 37) indicates what was already known by hospital management that the average performance evaluation score was 3.4 on a 5.0 scale. The job candidates that completed the behavioral survey, and were subsequently hired, did not score above the previously established average when evaluated for performance. This figure also supports the fact that 40 percent of the individuals hired performed below the established average performance score. Furthermore, the behavioral survey did not have a positive affect on retention. Figure 2 (see page 37) indicates the distribution of the test takers according to the months of service prior to termination or resignation. The average number of months of service was definitely less than one year. It actually was less than ten and a half months. Therefore, the survey was not a good predictor of length of service. The regression analysis supported that the behavioral survey did not identify better performers. The only positive part of the regression analysis was that performance was a good predictor of months of service. However, it is reasonable to assume that, if an employee is performing well and not having any problems on the job, he or she may stay longer. Taking this theory into consideration, the fact that the better an individual performed, the longer they stayed may be the only reason the regression analysis indicated the survey was a good predictor of months of service. The study indicated that gender or ethnicity did not affect the outcome of the behavioral survey or the skill tests. This is positive, because it means that disparate treatment was not present in the assessment process. Moreover, the study did not show a statistically significant difference in SPSS is the industry-standard advanced statistical package used today in quantitative research (SPSS, 2004). Due to its extensive capabilities, it can analyze data using numerous methods and based upon a variety of variables. Since this study included extensive data and multiple vari- 40 HR Pulse Fall 2007 ✓ ✓ ✓ 298018_JAMACareerNet.indd 1 10/13/06 7:50:16 AM http://www.jamacareernet.com http://www.jamacareernet.com

Table of Contents Feed for the Digital Edition of HR Pulse - Fall 2007

Contents Executive Director’s Letter President’s Message HR Leader Profile: Lisa McDaniel Spotlight on Community Citizenship Culture of Engagement How Transparent Should Healthcare Compensation Be? The Value of Assessment Testing in the Recruitment Process Technology Dramatically Changes FMLA Compliance Creating a Magnetic Culture™ Taking It to the Hill: An Advocacy Update 401(k) / 403(b) Fee Lawsuits – Are You the Next Target? Compensation Offers – A Better Process Find It Again Pulse Points Who, Why and Where Conference Highlights Schedule at a Glance Keynote Speakers Social Events Conference Sponsors Exhibitors Index to Advertisers

HR Pulse - Fall 2007

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