ISO establishes requirements and guidance for the client working with the service provider to carry out the assessment of an individual, a group. ISO (E). First edition. ISO. INTERNATIONAL. STANDARD. This document is a preview generated by EVS. ISO (E). First edition. ISO. INTERNATIONAL. STANDARD. This is a free 5 page sample. Access the full version online.
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ISO ISO Assessment service delivery – Procedures and methods to assess people in work and organizational settings. View Account▹ · Home; BS ISO Secure PDF. ℹ Printed Edition + PDF; Immediate download; $; Add to Cart. ISO establishes requirements and guidance for the client working with the service provider to carry ISO enables the client to base its decisions on sound assessment results. Download PDF.
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ISO Calculating uncertainties in microbiological testing is one of the activities that are more complex to laboratories. But today water microbiology laboratories have a new document, ISO Based on federal guidelines and professional standards, SHL generally recommends that assessments be selected and implemented following these four key steps: Understand and Document the Job Requirements Establish the Validity of Assessments for the Specific Job Implement Assessments Effectively Evaluate and Optimize the Effectiveness of the Assessments This white paper provides an overview of these steps, including background information on their importance.
Understand and Document Job Requirements The first key component in designing an effective hiring system involves clearly understanding and documenting the requirements of a job by conducting a job analysis. A job analysis will permit the employer to identify and document the primary work activities, competencies, knowledge, skills, abilities, and other characteristics KSAOs required for successful job performance. Conducting a job analysis may include asking job experts e.
Job experts from various facets of the job should be selected e. Data should be analyzed to determine competencies required for successful performance on the job and to further identify which of those competencies new candidates need to bring to the job compared to those on which they will be trained.
Additionally, important work behaviors should be identified from analysis of survey data.
Establish the Validity of Assessments for the Specific Job A key component in developing a sound assessment program is to formally establish the job relatedness or validity of any assessments chosen. There are several accepted methods of establishing validity evidence, although a given approach may be more or less appropriate depending on the particular situation and client needs.
Using a validated assessment is paramount not only for supporting the legal defensibility of a hiring system but also for providing support that the solution precedes a return on investment. Job analysis results and assessment recommendations should be documented within a detailed technical report that establishes the foundation for the job-relatedness of the assessment s in the event of a legal challenge.
The legal issues surrounding assessments in employment situations are complex.
For example, if an assessment screens out a disproportionate number of candidates from any protected group i. A valid assessment will provide information about job candidates that is related to their ability to be successful in the job; therefore, if an assessment can be established as valid and job-related, the use of the assessment will usually meet validity requirements as detailed in Section 14 of the Uniform Guidelines.
The feasibility of each approach may depend on the assessment in question, the validity evidence that has already been accumulated for that assessment, and the nature of the job or setting in which the assessment may be used.
Content Validity A content-related validity strategy focuses on demonstrating that the content of the assessment is relevant to the work requirements on the target job. For example, a word processing skills assessment can be validated for an administrative assistant job by showing that the operation of word processing software, as measured by the assessment, is an important work requirement of the job. The focus of this validation strategy is on demonstrating the correspondence between the tasks or competencies required by the assessment and the tasks or competencies performed on the job.
SHL typically establishes this link between assessment content and job requirements based on carefully documented judgments made by subject matter experts e. Criterion-Related Validity Another indicator of validity is the degree to which assessment scores are related to an important outcome for the job or organization — typically some measure of employee performance on the job or an organizational outcome such as job tenure. If a significant relationship is observed, candidates with more favorable scores will be expected to demonstrate better performance on the job.
Feasibility of this validation approach depends on a number of factors e. Validity transportability is described in Section 7 of the Uniform Guidelines and is appropriate when: substantial evidence of criterion-related validity has been established in other organizations, and there is substantial similarity between the job in question and the jobs that were included in the original criterion-related validity studies.
When developing a new selection system for a target job, job analysis information gathered for that target job is compared to job analysis information gathered in prior SHL validity studies.
If a clear relationship can be established between the jobs, then validity evidence e. Implement Assessments Effectively While job analysis and validation are critical components to an effective and defensible selection system, consistent and appropriate implementation of the assessment process is also important.
Consistency improves defensibility, and without a consistent and fair application of a selection program, return on investment can be compromised, and legal challenges are more likely to occur and less likely to be successfully defended. Training and Administration Effective and consistent implementation includes training administrators to follow specific assessment guidelines.
In general, all candidates should participate in the assessment under similar conditions e. Test administrators also should recognize the need for potential accommodations should a situation arise under the Americans with Disabilities Act.
Using Assessment Scores for Selection Decisions There are multiple strategies for using assessment scores in making decisions about whether a given applicant should be hired or advance to the next stage of a selection process. In any event, the procedures for using assessment data in the context of the entire selection process should be established as organizational policy and followed consistently.
Ultimately organizations are free to set their own hiring policy, but they should first analyze how assessment results should be used to make hiring decisions. Using Assessment Scores with Other Selection Procedures While assessments are important for identifying talent for an organization, they should be used in the context of other important parts of a hiring process. For example, organizations may utilize background checks, minimum qualifications screening, or interview procedures that are an integral part of an overall hiring decision.
The more job-related information that is used to make hiring decisions, the more likely it is that those decisions will be effective.
Further, all elements of the selection process should be applied consistently across candidates to enhance fairness of the entire process.
Implementing Assessments in Different Languages Companies are increasingly moving across geographies to grow their businesses and respond to challenges and opportunities.
Within a single market, companies are increasingly more likely to face the need to conduct assessments in a variety of languages. The need for well-developed assessments that have demonstrated psychometric equivalence has never been greater in order to compare candidates across countries and cultures Hambleton, When tests are used for assessing individuals from different groups e.
Tests that meet these guidelines have been developed, reviewed, and translated while being sensitive to issues of content, culture, and language. These steps help ensure the uniformity of quality of tests adapted for use in different cultures and languages, and permit comparison of candidates who tested across language versions. Evaluate and Optimize the Effectiveness of the Assessments The most successful selection systems are monitored, evaluated, and refined over time to ensure company objectives are being met.
Many organizations find that as their business environment changes, some procedures that were previously implemented no longer enable them to successfully meet hiring objectives e. Similarly, as jobs and job requirements change, assessments may need to be modified to reflect these changes, typically based on an updated job analysis procedure.
Also, evaluating the entire assessment program helps identify areas where administrators are not consistently following established guidelines so that additional training or education can occur. Ultimately, evaluation and refinement after a selection solution is implemented enables an organization to optimize its hiring process.
Selection assessments can also be optimized over time based on evaluating their impact on relevant business outcomes then adjusting the assessments to maximize the positive impact on these outcomes. As discussed in a previous section, assessment scores can be evaluated with respect to their statistical relationship to key business metrics e.
Based on this evidence, adjustments can be made to enhance the impact of the assessments on these metrics, such as adjusting weighting or passing scores for various assessment components or adding or removing specific assessment content as appropriate. Effectiveness of the hiring process should also be examined over time for ongoing legal compliance. As legal requirements may change over time, selection processes should be evaluated and revised as necessary to ensure that they remain legally appropriate.
Also, federal guidelines and federal and state laws require monitoring of the impact of the assessments and hiring decisions on protected groups e. Results of these impact studies help identify situations when the organization may choose to make modifications e.