ACKNOWLEDGEMENT REPORT

In the name of “Allah”, the most beneficent and merciful who gave me strength and knowledge to complete this work. This assignment is a part of our course “HUMAN RESOURCE MANAGEMENT”. This has proved to be a great experience.

I would like to express my gratitude to our course instructor Ms. NELUM; who gave me this opportunity to fulfill this work. She gave me moral support and guided in different matters regarding the topic. She had been very kind and patient while suggesting me the outlines of this assignment. She just did not make our concepts clear but gave us vivid direction and east path to compile this work. We hope that she will continue to guide me in this way in future.

VALIDATION PROCESS

HOW TO VALIDATE A TEST: “LECTURER”

STEP 1: ANALYZE THE JOB:

JOB DESCRIPTION  

Title:  Lecturer/ Senior Lecturer/Reader 

Department: Computer Science

Reports to: Head of Department 

Grade:  Lecturer/Senior Lecturer/Reader, as appropriate

MAIN PURPOSE OF THE JOB:

To carry out research, teaching and administration within the Department, especially in the area of Computer Science 

MAIN DUTIES AND RESPONSIBILIES:

To teach at undergraduate and graduate level in areas allocated by the Head of Department and reviewed from time to time by the Head of Department.

To carry out research and produce publications, or other research outputs, in line with personal objectives agreed in the Staff review process.

To obtain research funding support. To engage with the broader scholarly and professional communities. To supervise or assist  with supervision of  undergraduate,   taught graduate 

(Masters) or research graduate (MPhil/PhD) students. To contribute to the development, planning and implementation of a high 

quality curriculum. To assist   in   the development  of   learning  materials,  preparing  schemes of 

work and maintaining records to monitor student progress, achievement and attendance.

To   participate   in   departmental   and   faculty   seminars   aimed   at   sharing research  outcomes  and  building   interdisciplinary   collaboration  within  and outside the department.

To participate in the development, administration and marking of exams and other assessments.

To provide pastoral care and support to students. To  participate   in   the   administration  of   the   department’s   programmes  of 

study and other activities as requested.

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To   contribute   to   departmental,   faculty,   or   UCL-wide   working   groups   or committees as requested.

To maintain own continuing professional development. To actively follow and promote UCL policies, including Equal Opportunities. To  maintain  an  awareness  and  observation  of  fire  and  health  and  safety 

regulations.

JOB SPECIFICATION:

The person appointed is likely to have the skills and experience listed below. 

1. KNOWLEDGE:

Essential:  A strong knowledge of the subject area combined with a broad subject background enabling contributions to teaching programmes

2. SKILLS:

Essential:  Excellent interpersonal, oral and written communication skills.

Proven record of ability to conduct high quality research which is reflected in the authorship of high quality publications, or other research outputs, in the areas of computer science.

Desirable:  Proven record of ability to manage time and work to strict deadlines.Evidence of ability to teach and to supervise academic work by undergraduates, masters and doctoral students

3. APTITUDE:

Essential:  Ability to work collaboratively

4. QUALIFICATION:

Essential:  PhD

Desirable:  Membership of a relevant professional organisation

5. EXPERIENCE:

Essential:  Research in computer science

Desirable:  Assessment of student work.

Curriculum design.

Engagement with scholarly/professional community

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Pastoral care of students. 

6. QUALITIES:

Essential: Commitment to academic research

Commitment to high quality teaching and fostering a positive learning environment for students

                          Commitment to continuous professional development

                          Commitment to public communication 

    Commitment to UCL’s policy of equal opportunity and the ability to work 

harmoniously with colleagues and students of all cultures and backgrounds.

  STANDARD OF SUCCESS:

 The lecturer must have to meet the standard if he\she want success. 

Sense of Humor

A Positive Attitude 

High Expectations 

Consistency 

Fairness

Flexibility

STEP 2: CHOOSE THE TEST:

We like to choose 4 tests and combine them into a test battery.

TESTS ARE:

“OCCUPATUINAL PERSONALITY QUESTIONNAIRER”(OPQ TEST)

The  OPQ32   is   used   to   check   the   candidate's   consistency   but   predominantly   to understand his motives and character. What are the candidates' preferences, what are his strengths and weaknesses? 

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The test comprises over 100 questions that examine 32 different qualities. It is highly complex and is administered on a computer. The candidate is presented with a block of four statements and must choose which of the statements most describes him and which of the four statements best describes him and which of the statements least describes him.

“CLERICAL SKILLS TEST”

Clerical testing measures the prospective employee's skill at job-relevant tasks for the lecturer we need to know their skills are: 

Writing skills, Filing skills, Analyzing skills, Checking skills, typing skills. Communicating skills interpersonal skills.

“16 PERSONALITY FACTORS”(16PF TEST)

The sixteen Personality Factor Questionnaire is an estimated and commonly used personality   test.  The  16PF   is   commonly  used  as  a   candidate  assessment   tool   in recruitment   selection processes. It   is  meant   to  expose   traits  which   the  applicant might   not   even  be   aware   of   through   the   use   of   a   long   series   of  well   devised questions, sometimes appearing more than once but with different wordings. 

The   test   includes   around  200  questions   that   are  built   in   the   same   format   .The examinee is asked to choose either the True or False answer choices in response to questions that track his behavior patterns.

“THE DEMONSTRATION”

The Demonstration Teaching (DT) domain is a full-time, supervised. Demonstration Teaching prepares you to tackle the challenges of your own classroom effectively and   with   confidence.   It’s   an   ideal   venue   in   which   to   integrate   the   academic knowledge and teaching skills developed to that point in your program.

STEP 3: ADMINISTER THE TEST:

When we hire a lecturer in our computer science department we would use a

predictive validation technique because I think it is more suitable as compare to

concurrent validation technique to hire a new lecturer. We administer the test of

lecturer before we hire her. Then we hire the lecturer using only existing selection

techniques. After she would have been on the job for some time, we measure her

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performance and communication skill, her ability to convey the message properly to

students, her interaction skill to the students and how she present herself in front of

students and then compare these skills and performance to their earlier test scores.

STEP 4: RELATE YOUR TEST SCORES AND CRITERIA:

     After administering the test, we would relate her score on the test and her job 

performance  as  a   lecturer  using  correlation  analysis  which   shows   the  degree  of 

statistical relationship. We would determine that how much her performance meets 

the test score, if she get 95% or above our criteria would be successful. In this step 

we would determine that either our criteria would be successful on not.

STEP 5: CROSS VALIDATE AND REVALIDATE:

The final step of validation process is to review the system validation periodically. 

The   system   should   be   reviewed   periodically   to   provide   additional   assurance   of 

validation.  Before putting the test into use we again check it by cross validate means 

by again performing the previous  indicated steps 3 and 4 with new lecturer.  We 

would also revalidate the test process periodically. To demonstrate content validity 

we do a careful analysis of lecturer that identifies the required work behavior of the 

lecturer.  Then combine   the  sample  of   these  behaviors   into   test.  We would  also 

maintain documentation outlining the details of how the review is to be done and 

what the review should cover. The end result of a review would be a summary of the 

review and a recommendation as to what to do next.

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