Assessment techniques in the selection process as predictors of job performance in the production division of Philip Morris Philippines Manufacturing Inc.

• Main Author: Marquez, Charina Rosales
• Format: text
• Language: English
• Published: Animo Repository 2005
• Subjects: Performance; Job evaluation; Cigarette industry; Employee selection; Personnel management; Psychology
• Online Access: https://animorepository.dlsu.edu.ph/etd_masteral/3274; https://animorepository.dlsu.edu.ph/context/etd_masteral/article/10112/viewcontent/CDTG003878_P.pdf
• Institution: De La Salle University

The study determined whether or not the assessment techniques in the selection process of job candidates applying for technical positions could predict job performance in the production division of Philip Morris Philippines Manufacturing Inc. (PMPMI). Particularly, it recognized the relationship that exists between the results of certain assessment techniques such as technical testing, production assessment center, and structured panel interview and actual job performance of PMPMI's production employees. It, likewise, identified which among the assessment techniques in the selection process is the best predictor of job performance. Lastly, it led to the extraction of several improvements that was proposed for both selection assessment techniques and PMPMI's performance appraisal system or Managing and Appraising Performance (MAP). The relationship between assessment techniques and job performance highlighted the core domain of this study. Thus, it utilized correlational research design. A sample size of 172 out of a total population of 300 was selected as subjects based on a certain set of inclusion criteria. Instruments comprised of technical testing's score tabulation sheet, production assessment center's behaviorally-anchored rating scales and candidate assessment report, structured panel interview guide, and MAP performance appraisal form. Furthermore, this study established a correlation between the scores obtained by the production employees in the assessment techniques and their actual job performance as reflected in their MAPs through Pearson r. Having identified which among the three (3) assessment techniques is the best predictor of job performance was obtained through multiple regression. Concurrent validity under criterion-related validation was examined in determining the accuracy of the predictions. Results revealed that out of the three (3) assessment techniques in the selection process, only two (2) were reported to be correlated and are effective predictors of job performance. Specifically, production assessment center and structured panel interview came out as significantly correlated with actual job performance. Among the two (2) techniques mentioned, it was the structured panel interview that emerged as the strongest in predicting job performance based on the employees' MAP ratings. The proposed improvements for assessment techniques included enhancement of the technical test through validity study, and inclusion of trade test as a contingency to the technical test. With the existing performance appraisal system of PMPMI, the incorporation of a 360-degree feedback approach was proposed.