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{{infobox4
|list1=
<ul>
<li>[[MBS Method]]</li>
<li>[[Employee selection]]</li>
<li>[[Occupational Personality Questionnaire]]</li>
<li>[[Job analysis]]</li>
<li>[[Team selection techniques]]</li>
<li>[[Stress interview]]</li>
<li>[[Predictive Index System]]</li>
<li>[[Competency modeling]]</li>
<li>[[Letter of advice]]</li>
</ul>
}}




'''[[Work]] sample test''' - generally it is a research [[method]] applied in the field of Human Resources and known for decades. The aim of this method is to match the [[employee]] or the applicant with the best possible job position. These tests check whether the employee's '''[[behavior]]''' and his '''abilities''' are consistent with the required characteristics by the specificity of the work. It is also used in '''applied psychology'''.

A work sample test is an assessment method used by employers to evaluate a potential employee's ability to complete tasks that are similar to the ones they are expected to perform on the job. This type of test provides employers with a better understanding of how an individual may respond to certain tasks and challenges in the [[workplace]]. Work sample tests typically consist of a series of tasks that are similar to the ones the potential employee will be expected to carry out on the job. The employer then assesses the individual's performance in each task and evaluates their overall performance.

Work sample tests can be used in a variety of settings, such as recruitment, selection, and [[training]]. They can be used to help employers identify the most suitable candidates for a particular job, as well as to evaluate the effectiveness of existing employees. Work sample tests can also be used to assess the [[skills and abilities]] of potential employees, as well as their overall suitability for a role.

Work sample tests are typically used in combination with other methods of assessment, such as interviews, psychometric tests, and aptitude tests. By combining these methods, employers can gain a more comprehensive understanding of an individual's abilities and suitability for a role. The tasks used in work sample tests should be realistic and closely resemble the tasks that the potential employee will be expected to complete on the job. The results of the test can then be used to make informed decisions about hiring or training the individual.

==Characteristics==
[[File:work_sample_tests.png|400px|right|thumb|Fig.1. Place of work sample tests in assessment process]]
In a nutshell, the work sample test is a kind of '''simulation'''. It consists on performing tasks by the employee, which reenact the realities of his work in potential position. This [[process]] reveales not only skills of the employee, but also his aptitudes, therefore it enables to predict if the person is '''suitable''' for work and can cope with practical difficulties in the future. There are different '''types''' of work sample tests, for example (Callinan M., Robertson I. T. 2000, pp. 248-255):
* trainability test
* situational test
* job [[knowledge]] test
* assessment centre exercises

It should be also mentioned that this method applies to both the '''psychological''' and '''physical''' aspects of the job. Usually, the work sample test consists of more exercises than one to check the [[employee performance]] in various fields of work. However, it must be borne in mind that results in not all areas are adequately reliable, therefore other factors should also be taken into account in the assessment process (Bobko Ph., Buster M., McFarland L. 2005, pp. 1010, 1031). What is interesting, the work sample tests are also useful in psychological '''experiments''' in studies about different human abilities. Besides this kind of test, there are other methodes using in '''personnel selection''' and '''organizational assessment''', for example the reasonig test (Kersting M., Stoeber J. 2007, p. 3).

==Example of Work sample test==
A work sample test typically consists of tasks that are similar to the ones the potential employee will be expected to carry out on the job. Examples of tasks that may be included in a work sample test include:
* '''Answering [[customer]] [[service]] enquiries''': This task involves the individual responding to customer queries and providing them with the necessary [[information]].
* '''Writing a report''': This task requires the individual to create a report based on the given specifications.
* '''Analyzing data''': This task involves the individual analyzing data and drawing conclusions from it.
* '''Solving an engineering problem''': This task requires the individual to solve an engineering problem based on the given parameters.

By including these types of tasks in a work sample test, employers can gain an understanding of how the individual is likely to perform in a similar role. The results of the test can then be used to make informed decisions about hiring or training the individual.

==Types of Work sample test==
* '''Performance''': Performance tests are used to evaluate an individual's ability to perform certain tasks. These tests may involve the individual completing a number of tasks in a certain time frame and can be used to assess their speed, accuracy, and overall performance.
* '''Case study''': Case studies are used to evaluate a potential employee's problem-solving skills and ability to think creatively. These tests typically involve the individual being presented with a scenario and asked to come up with a solution.
* '''Written''': Written tests are used to assess an individual's knowledge of a particular subject or area. These tests may involve answering multiple-choice questions or writing essays.
* '''Simulation''': Simulation tests are used to evaluate an individual's ability to respond to certain scenarios in a realistic manner. This type of test may involve the individual playing a simulated role in a business setting and being asked to complete tasks associated with that role.

==When to use Work sample test==
* '''When recruiting''': Work sample tests can be used during the recruitment process to assess the skills and abilities of potential employees. This can help employers to identify the most suitable candidates for the role and ensure that they are hiring the right person.
* '''When selecting''': Work sample tests can also be used during the selection process. This can help employers to decide whether a candidate is suitable for a particular job and evaluate their overall suitability for the role.
* '''During training''': Work sample tests can be used to assess the effectiveness of existing employees' training. This can help employers to identify areas where employees require additional training, as well as areas where their performance could be improved.

==Advantages of Work sample test==
It has to be highlited that popularity of the work sample tests is caused by confirmed high '''predictive validity''' by many researchers. Moreover, the tasks which correlate with the job requirements are perceived by applicants as fair. Interestingly, researches shows that these tests are righteous also to ethnic diversity and have no racial impact on performance results. Among the most important '''advantages''' of the work sample test, there should be mentioned such as (Callinan M., Robertson I. T. 2000, p. 248):
* [[capability]] of job preview
* positive [[attitude]] of the applicants
* [[reliability]] of results

It provides a better understanding of how the potential employee would respond to tasks in the workplace: Work sample tests provide employers with a better understanding of how an individual may respond to certain tasks and challenges in the workplace. By completing realistic tasks that closely resemble the ones they will be expected to carry out on the job, potential employees can show employers how they would approach these tasks and how successful they would be in completing them.

It can be used to assess the suitability of potential employees for a role: Work sample tests can be used to assess the skills and abilities of potential employees, as well as their overall suitability for a role. By providing potential employees with tasks that closely resemble those they will be expected to complete on the job, employers can gain a better understanding of how they would respond to these tasks and how successful they would be in completing them.

It can be used in combination with other methods of assessment: Work sample tests are typically used in combination with other methods of assessment, such as interviews, psychometric tests, and aptitude tests. By combining these methods, employers can gain a more comprehensive understanding of an individual's abilities and suitability for a role.

==Limitations of Work sample test==
On the other hand, researches notice, that there are some '''limitations''' of this approach. First of all, it only makes sense in case of applicants who already have professional experience. Besides this, working out the entire procedure of the work sample test generates additional '''costs''', not only that financial ones. It is also '''time-consuming''', because the tasks for each position should be different thus it requires an individual approach and qualified specialists in specific area so that they could create properly tasks for the employees (Callinan M., Robertson I. T. 2000, p. 249).
* Firstly, work sample tests are limited in the amount of information they can provide. As they are based on performance in a single task, they cannot provide an overview of an individual's overall skills and abilities. 
* Secondly, work sample tests can be time consuming and costly to develop and administer. 
* Thirdly, the results of the test can be affected by a variety of factors, such as the individual's familiarity with the task, the level of difficulty of the task, and the individual's level of [[motivation]].

==Other approaches related to Work sample test==
* '''Simulation''': Simulation involves creating a realistic [[environment]] in which a potential employee can demonstrate their skills and abilities. This type of assessment can be used to evaluate an individual’s ability to react to different scenarios and how they may handle a variety of tasks.
* '''Performance Testing''': Performance testing is a form of assessment that involves measuring an individual’s performance on a specific task. This type of assessment can be used to measure the effectiveness of existing employees or to determine the suitability of potential employees.
* '''Job Knowledge Tests''': Job knowledge tests are used to assess an individual’s understanding of the job they are applying for. This type of assessment can help employers determine whether an individual has the necessary [[knowledge and skills]] to excel in the role they are applying for.

Work sample tests are an effective assessment method that employers can use to evaluate potential employees or existing employees. This type of test provides employers with a realistic view of how an individual may respond to certain tasks and challenges in the workplace. Work sample tests can be used in combination with other assessment methods, such as simulations, performance testing, and job knowledge tests, to gain a more comprehensive understanding of an individual's abilities and suitability for a role.

==References==
* Ahmed H., Matthews Ph., Rhydderch M. (2012), ''[https://onlinelibrary.wiley.com/doi/pdf/10.1111/j.1365-2923.2012.04303.x Can knowledge tests and situational judgement tests predict selection centre performance?]'' "Medical [[Education]]", Vol. 46, Issue 8, pp. 777-784
* Bobko Ph., Buster M., McFarland L. (2005), ''[http://home.ubalt.edu/tmitch/645/articles/A%20META-ANALYSIS%20OF%20WORK%20SAMPLE%20TEST.pdf A meta-analysis of work sample test validity: updating and integrating some classic laterature], "Personnel Psychology", Vol. 58, pp. 1009-1037
* Callinan M., Robertson I. T. (2000), ''[https://pdfs.semanticscholar.org/73b4/44dd62bad0531227a4acde580c783ac8a501.pdf Work Sample Testing]'', "International Journal of Selection and Assessment", Vol. 8, No. 4, pp. 248-260
* Campion M., Kung M. M.-C., Lievens F., McCarthy J., Sinar E. F., Van Iddekinge C. H. (2013), ''Do candidate reactions relate to [[job performance]] or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance'', "Journal of Applied Psychology", Vol. 98, pp. 701-719
* Kersting M., Stoebera J. (2007), ''[https://kar.kent.ac.uk/2314/1/Stoeber_%26_Kersting_Testees_2007.pdf Perfectionism and aptitude test performance: Testees who strive for perfection achieve better test results]'', "Personality and Individual Differences", Vol. 42, pp. 1093-1103

{{a|Agnieszka Wierzba}}

[[Category:Human resources management]]