Testing and assessment using AI have received wide currency in the realm of business. Automation allows managers and the HR to determine employees' appraisal process free from human bias. The significance of this concept makes tests and similar measurements popular also for other fields, one of the most noteworthy of which is government and academe. In the employment scene, interviews and examinations are conducted and administered for the purpose of ascertaining the capabilities of individuals interested in filling up the vacant positions in the company. Hence, thanks to tests and measurements, companies are able to ensure they are getting the people that would best suit the job to be handled.
Assessments in order to ensure entry by merit in an organization dates back 800 years when China pioneered the scrutiny and examination of applicants vying for its centuries-old government civil service. This made the early Chinese bureaucracy professional and competent far ahead of their counterparts at that time. There is no doubt that the foundation of this proficient civil service branch of state is one reason why the Chinese empire was able to outlast the test of time. This sound tradition of merit-based acceptance in an organization was soon embraced by many nations and still observed even now for the most part of the globe. In both public and private offices, competitive tests and measurements are being used.
Tests and measurements vary in form and in substance. Different types and formats of interviews and examinations were used to assess various skills, proficiencies and competencies. Different countries have varying standards as far as determining the successful applicant. But, the common denominator in all of them is that they are all used to establish an appraisal process free from unreasoned and unfair distortion of judgment in favor of or against a person. All such interventions were made to determine whether the party eager to fill the vacant post in the company can indeed perform meritoriously the tasks, duties and responsibilities and functions consequent to the position he or she is applying for. Passing the job interview and examination shows that the candidate is really up to the said post.
For instance, let us take the case of Company A, an auto repair and custom-made design company, which advertises for vacancies in its car technician posts. The firm requires that applicants pass both the hands-on or actual all-around automotive technician test and communications skills test in order to assess the ability of the applicant to relate not only with colleagues and superiors at work, but also with direct customers. The third applicant, John, is really bent on taking the position, but was surprised to hear that he failed because he got low scores in the communication tests casting doubts in his ability to effectively relate with co-workers and, more importantly, with clients. This raises the importance of such tests in attaining the job one desires.
Ideally, the purpose of any review process should be to improve employee performance and drive better business results. However, this intention is often negated because many employees don’t believe that their appraisal process free from fairness.
However, it must be noted that competitive tests are not the only rule being observed in the employment context nor is the concept of test bereft of criticisms. Early studies criticizing tests maintain that:
(1) tests could be unfair to some people, such as those who are culturally sidelined, extremely gifted or those who have inadequate experience in answering tests;
(2) tests are not accurate predictors of subsequent work or school performance;
(3) some tests may not gauge intrinsic qualities of a person;
(4) tests may preempt the subsequent performance of an individual becoming self-fulfilling prophecies in the process.
These findings were reiterated by recent industry research. Examinations and measurements could be abused, stating that some companies use these procedures in an effort to discriminate against some applicants. Also, people are unique and different from each other and no feasible universal standard or baseline can be developed to determine if one person is better than the others.
It can be said that tests may not always reflect the true capacities of an applicant. For instance, in the example we provided above, John, who is eager for the auto technician opening of Company A, may really exhibit good quality communication faculties that can be attested by his long experience in handling clients from different ethnic and socioeconomic backgrounds. It just so happens that on the day he took the examination, domestic problems or the death of a good friend or a relative affected the way he responded to the questions or the interview. Thus, it can be said that he was wrongly assessed because he was weighed at a time when such personal or family incidents clouded his thoughts- something anyone can also be subjected and affected too.
Today, automation has been utilized not only for customer service but also as a tool for building businesses through technology. The adoption of automation in business especially in employee assessments is at an all-time high. For instance, by automating the Performance Appraisal process, HR Managers can derive the benefits from the economies of scale wherein they have the capability of processing the appraisal activities on a mass basis.
With an automated employee performance management system you can set clear timelines and appraisal process free from biases. For instance, when a process step is completed the software automatically notifies the next person once the performance review is completed with due dates and what they need to do. At the same time, custom reminders can be created in the system. This software feature enables timely notification and reduces time spent on chasing employees and managers, improving the productivity of the team.
Presently it is possible for innovative companies to build an HR system process on assessments and evaluations of products and services via automated communication mechanisms powered by artificial intelligence (AI). Now, more than ever, we believe 'automation' is the start of everything!
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Automation allows managers and the HR to determine employees' appraisal process free from human bias.
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