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Question: How organizations and vendors change their certification programs to test for skills and knowledge: Issues arising from the changes.
Organizations and vendors can change reliance on education and experience certification, which are often poor predictors of work performance, and they do not provide enough information on the capability of new candidates to pull up from the first day. Entry-level candidates as well as previously recruited employees need to keep up their basic skill in order to warrant optimum performance in their work. Reynolds (2014) states that, organizations and vendors can use talent measuring tests to identify people with the required skills as well as those who need training in order to increase their productivity. This internal certification will require every organization to establish a special department with a central role of testing skills and core knowledge of their employees.
Reynolds (2014) argues that, the main purpose of certification is to quantify a person’s understanding of the functionality of the vendor’s product, that is, one should meet all the requirements listed by the vendor as the job description in order to achieve validation. In view of this, the vendor, who is the creator of the product is the only better placed entity to develop a certification training program and an exam to measure the candidate’s knowledge about the product since it is virtually impossible for any one party to have a baseline level of knowledge for every single technology out there. This is because almost every available technology has a vendor who designed it or created the product. It is also equally impossible to expect that every organization would use similar technology and require similar skill sets. In this regard, organizations and vendors are required to perform certification of their employees as opposed to hiring external bodies in order to effectively measure the competence of their workforce.
Question: Arguments against certification: How certifying bodies should address them.
Though certification is critical to any organization, there are still arguments opposing it as the best way to gauge competence of a candidate. Reynolds (2014