Physical Assessment Development
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Proposal for Candidate Assessment plan: Demison Inc.
Amy-Louise Bellows
Iona College
Proposal for Candidate Assessment Plan: Demison Inc.
As Goleman (1981) explained in a popular article, “Competencies are defined, not as aspects of a given job, but as special characteristics of people who do the job best” (p.39). Demison Inc. is looking for candidates who can become fully competent in the diverse labor work that their clients require. Assessing the potential employees that are able to perform the physical tasks competently is a multi-step process.
In order to assess the physical demands of the job, we will implement four phases. First, interviews will be conducted with at least a dozen Demison Inc. high performers who have been consistently working for no less than 3 consecutive years. Selecting only the employees who have continuously worked for this minimum time period will ensure that the feedback is from a reliable a sustainable source, and will exclude the under performers as well as the high performers who may burn out due to over-strain. The interviews will collect information regarding the work environments such as the typical temperatures, the length of the work day, and noise levels. They will also gather information regarding the types of physical tasks involved (i.e. lifting, walking, continuous movement), the frequency of those tasks, and the equipment involved. Next, I will observe the workers and record the activities that are required for performance in a typical day. Since Demison Inc. assigns workers out to many different types of labor, one day will be spent observing each type of labor. The information in the interviews will be supported with records of observed frequency of tasks and categorizations of physical effort. These categorizations include lifting, running, walking, stretching, wearing equipment, continuous movement and pace (repetitions per minute). This step must be
Proposal for Candidate Assessment plan: Demison Inc.
Amy-Louise Bellows
Iona College
Proposal for Candidate Assessment Plan: Demison Inc.
As Goleman (1981) explained in a popular article, “Competencies are defined, not as aspects of a given job, but as special characteristics of people who do the job best” (p.39). Demison Inc. is looking for candidates who can become fully competent in the diverse labor work that their clients require. Assessing the potential employees that are able to perform the physical tasks competently is a multi-step process.
In order to assess the physical demands of the job, we will implement four phases. First, interviews will be conducted with at least a dozen Demison Inc. high performers who have been consistently working for no less than 3 consecutive years. Selecting only the employees who have continuously worked for this minimum time period will ensure that the feedback is from a reliable a sustainable source, and will exclude the under performers as well as the high performers who may burn out due to over-strain. The interviews will collect information regarding the work environments such as the typical temperatures, the length of the work day, and noise levels. They will also gather information regarding the types of physical tasks involved (i.e. lifting, walking, continuous movement), the frequency of those tasks, and the equipment involved. Next, I will observe the workers and record the activities that are required for performance in a typical day. Since Demison Inc. assigns workers out to many different types of labor, one day will be spent observing each type of labor. The information in the interviews will be supported with records of observed frequency of tasks and categorizations of physical effort. These categorizations include lifting, running, walking, stretching, wearing equipment, continuous movement and pace (repetitions per minute). This step must be
References: Goleman, D. (1981, January). The new competency tests: Matching the right people to the right jobs. Psychology Today, 35-46. Hogan, J. C. (1991). Physical abilities. In M.D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology. (Vol. 2, pp. 753-831). Palo alto, CA: Consulting Psychologists Press. Jackson, A. S. (1971). Factor analysis of selected muscular strength and motor performance tests. Research Quarterly, 42, 164-172. Lanning v. Southeastern Pennsylvania Transportation Authority, 181 F.3d 478, 482-484 (3rd Cir. 1999). Myers, D. C., Gebhardt, D. L., Crump, C. E., & Fleishman, E. A. (1993). The dimensions of human physical performance: Factor analyses of strength, stamina, flexibility, and body composition measures. Human performance, 6, 309-344.