Miniature job training and evaluation approach mean training candidates to perform several of the job’s tasks and then evaluating the candidates’ performance prior to hire. According to this approach, if a person under demonstration can learn and perform the sample of tasks, s/he can learn and perform the job itself. This approach tests applicants with actual samples of the job, so it’s inherently content relevant and valid. The big problem is the expense involved in individual instruction training.
Miniature job training and evaluation approach refer to training candidates for performing a sample of the tasks included in their jobs and then evaluating their performance for recruitment.
Miniature job training and evaluation approach was developed by Siegel and Bergman (1975). This approach is based on demonstrating the ability of the candidates to learn the job’s parts. It will predict the total success of their job.
Siegel and Bergman (1975) performed the study on low aptitude U.S. Navy recruits. They failed in the standardized paper and pencil admission test for machinist’s mate school. That test had 3 parts: 1) a general classification test, 2) an arithmetic test, and 3) a mechanical test.