Such materials, created on the basis of the ideology and principles of quality management, always contain up-to-date information and are therefore considered beneficial. The enterprise undergoes periodic audits: external, conducted by certifying organizations, and internal, carried out by quality departments.
If outdated data is found in the regulations, they taiwan mobile phone number example are updated to comply with current procedures. The HR manager can simply take these documents and reformulate their content in the form of questions, which is the most optimal approach.
Working regulations
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Many organizations do not have quality management systems. The lack of work instructions and clear rules forces HR managers to develop tests based on the experience of senior employees and their bosses.
Example 1
To create a test for store salespeople, the HR manager will start by defining the employee's key responsibilities, such as displaying goods, setting price tags, and consulting with customers. Then he will study the procedures used in each of these areas and master specialized terminology: shelf life, warranty conditions, the concepts of "face" (the amount of goods available on the shelf), SKU (stock keeping unit), etc.
This information should be carefully recorded. The final stage involves developing questions for testing employees and corresponding responses for the survey.
It is best when the initiative to standardize work processes comes from the HR manager. This facilitates the development of tests to assess the qualifications of employees. Sometimes management requires creating testing even without clear regulations.
In such cases, it makes sense to start by consulting with experts. However, this approach has a drawback: employees can only provide information on those aspects of the job that they understand well.
Official documents
In various industries, established state standards for products and services are applied; there are various regulations, such as SanPiNs and safety instructions.
HR managers can rely on these documents when creating tests to assess employee competencies. It is important to realize that such tests will test knowledge of specific instructions and standards, covering only a limited range of their practical application.
Textbooks, books
Some HR managers use textbooks and books to prepare research, but this is far from the best approach. Such tests often do not reflect real working conditions, and professional activity rarely follows textbooks.
Official documents
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Example 2
The HR person was tasked with creating tests for purchasing managers. The company had no official guidelines on this issue, so he used a well-known book on interaction with suppliers to create the tasks.
However, during the testing process, the tasks were ridiculed, as the wording of the questions seemed artificial and did not reflect the real tasks of purchasing managers.
The test differs from a simple list of questions in its standardization: it includes tasks and questions that require standard answers. To create it correctly, you need to know what types of questions are usually used.
What's happened…
The questions are designed to test the level of understanding of the definitions of objects or processes:
What does the image in the painting represent?
What is position reversal?
What are service standards?
What does the abbreviation KM-4 mean?
What is a median strip?
What does the term merchandising mean?
What is customer information management software?
The results of such employee testing help to find out how deeply a person knows terminology, basic concepts, functions of various system elements and much more.