Regarding your question, what I can do best is to express my observation on trend and also my opinion (however 100% wrong it may be) on the matter.

As for as administration part of recruitment test is concerned it is generally done by recruitment and selection staff. But then data goes to training department also as it facilitates programme designing. I have not even heard of any single company where HRD people hold the responsibility of administering tests. Sometimes HRD people shoulder this responsibility but that is only as ad-hoc basis.

My opinion regarding the practice is that it is alright to get the test administered by HRD department provided they have manpower available for that because data is mostly used by this very department.

Thanks

Debbie

Different companies follow different practices. My observations has been that in many hard core training centric organisations , the responsibility of pre-recruitment testing lies with training.

As a training professional I endorse this format. The quality of manpower recruited is an input for training.After the training ( processing), the output will be far better , if the quality of input is good.

In contemporary corporate environment , training is not just about delivery a session , but more about impacting the over all organisational performance. Through OJT, Performance management & coaching & offcourse R&R.

When we talk about trainng effectiveness , one of the parameters that largely impacts the training outcome is the quality of manpower that undergoes training. Training is a stakeholder in the recruitment process.Hence there should be no issue if the pre-recruitment assessments is handled by the training organisation.

pOOrnima

As a practice any full-pledged training program ends with the assessment of both the program and the participants, unless it's a knowledge sharing session or a brief talk kind of.

Here the T&D team designs the assessment approach to assess not only the participant's intake of knowledge from the program but also set various parameters for assessing the training effectiveness (ofcourse at regular intervals). Regarding the tests during Recruitment, it is desirable that T&D plays an advisory role than operational role. Here, T&D can develop the assessment tool required, be it a technical test or psychometric that can be used to test the prospective employees. In regular accountability T&D evaluates the existing employees and here they evaluate the prospective employees, where a skill deficit for a position can easily be identified. If given a serious thought by the organization, this effort will be another tool for TNI.

Cheers

rajasekar