Home>AS Standards>AS 2542.1.3:2014 pdf free

AS 2542.1.3:2014 pdf free

AS 2542.1.3:2014 pdf free.Sensory analysis Part 1.3: Methodology – Selection,training and monitoring of selected assessors and expert sensory assessors
Internal candidates are recruited from their office, plant or laboratory staff. It is advisable to avoid those persons who are too personally involved with products or projects being examined, in particular those involved at the technical or commercial level, because they may cause the results to be biased.
In this type of recruitment, it is vital that the organization’s general management and hierarchy provide their support and make it known that sensory analysis is considered as forming part of everyone’s work.This can be made known at the hiring stage of the personnel.
It is highly desirable that a panel has at least 10 selected assessors. At least two or three times the number of persons actually required to constitute the final panel should be recruited, e.g. in order to obtain a panel of 10 persons, 40 to 60 persons should be recruited and a minimum of 20 persons should be selected.
Strong dislikes for certain foods and beverages, in particular those which it is proposed to assess,together with any cultural or other reasons for not consuming certain foods or beverages, should be determined. Candidates who are adventurous in their eating habits often make good assessors for descriptive analyses.
The initial sensory perceptions of the candidates have to be interpreted and expressed, requiring certain physical and intellectual abilities, in particular the capacity to concentrate and to remain unaffected by external influences. If the candidate is then required to evaluate only one type of product, knowledge of all aspects of that product may be beneficial. It is then possible to choose expert assessors from those candidates who have shown an aptitude for sensory analysis of this product.
The ability of candidates to communicate and describe the sensations they perceive during an assessment is particularly important when considering candidates for descriptive analyses. This ability can be determined at the interview and again during screening tests.AS 2542.1.3 pdf free download.

Related standards