Subject : Human Resources  Management Topic : TEST
TEST <ul><li>A test is designed to measure such skills and abilities in a worker as are found by job analysis to be essent...
Characteristics of a good test <ul><li>Assumption </li></ul><ul><li>Preparation </li></ul><ul><li>Objectivity </li></ul><u...
Types of tests   <ul><li>Intelligence tests  - Tests of general intellectual abilities or mental ability tests </li></ul><...
<ul><li>Personality tests  - Includes traits like self confidence ,sympathy ,self confidence etc….  </li></ul><ul><li>Inte...
<ul><li>Performance tests  -This test requires interpretation of problems or situations.  </li></ul><ul><li>G.K tests  - N...
<ul><li>Perception tests  - At times, perception test can be conducted to find out beliefs, attitudes, mental </li></ul><u...
<ul><li>Achievement tests  - It is basically a measure of what a person has learned. </li></ul>
Advantages of tests <ul><li>Tests can be used to check on the reported experience of the applicant. </li></ul>
<ul><li>They can also be used as a basis for objective comparison between applicants  </li></ul><ul><li>Tests are commonly...
<ul><li>Personality test can throw light on the character of the candidate  </li></ul><ul><li>They can be used for guiding...
<ul><li>If conducted properly, they can reduce the work of oral interviewers  </li></ul><ul><li>Tests like I.Q. tests enab...
<ul><li>The tests can be used to discriminate the suitable candidates from the unsuitable ones  </li></ul><ul><li>Tests, i...
Developing a test programme   <ul><li>In order for any selection test to be useful, an employer should be fairly sure that...
<ul><ul><li>Deciding the objectives of the testing  programme </li></ul></ul><ul><ul><li>-  Choosing the tests </li></ul><...
Case Study <ul><li>Employee data is spread across multiple systems.  </li></ul><ul><li>Eg: contract information is in mail...
<ul><li>With multiple offices, information is spread across the globe and this required coordinating with the regional HR ...
Solution <ul><ul><li>Onsite discussions for requirement   </li></ul></ul><ul><li>Elicitation. </li></ul><ul><ul><li>Docume...
Upcoming SlideShare
Loading in …5
×

Tests

554 views

Published on

Published in: Technology, Education
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
554
On SlideShare
0
From Embeds
0
Number of Embeds
3
Actions
Shares
0
Downloads
13
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Tests

  1. 1. Subject : Human Resources Management Topic : TEST
  2. 2. TEST <ul><li>A test is designed to measure such skills and abilities in a worker as are found by job analysis to be essential for successful job performance. </li></ul>
  3. 3. Characteristics of a good test <ul><li>Assumption </li></ul><ul><li>Preparation </li></ul><ul><li>Objectivity </li></ul><ul><li>Imprecise </li></ul><ul><li>Validity </li></ul><ul><li>Reliability </li></ul><ul><li>Standardization </li></ul><ul><li>Qualified people </li></ul><ul><li>Usefulness </li></ul>
  4. 4. Types of tests <ul><li>Intelligence tests - Tests of general intellectual abilities or mental ability tests </li></ul><ul><li>Aptitude tests -Tests which measure skills and ability and measure whether an individual has the capacity to learn a job efficiently </li></ul>
  5. 5. <ul><li>Personality tests - Includes traits like self confidence ,sympathy ,self confidence etc…. </li></ul><ul><li>Interest tests - It is used to discover a person’s areas of interest and to identify the kind of work tat will satisfy him </li></ul>
  6. 6. <ul><li>Performance tests -This test requires interpretation of problems or situations. </li></ul><ul><li>G.K tests - Now a days, G.K Tests are very common to find general awareness of the candidates </li></ul><ul><li>in the field of sports, politics, world affairs, current affairs, etc. </li></ul>
  7. 7. <ul><li>Perception tests - At times, perception test can be conducted to find out beliefs, attitudes, mental </li></ul><ul><li>Sharpness etc… </li></ul><ul><li>Situational tests -The candidates is asked to either cope with a situation or solve critical situations of the job </li></ul>
  8. 8. <ul><li>Achievement tests - It is basically a measure of what a person has learned. </li></ul>
  9. 9. Advantages of tests <ul><li>Tests can be used to check on the reported experience of the applicant. </li></ul>
  10. 10. <ul><li>They can also be used as a basis for objective comparison between applicants </li></ul><ul><li>Tests are commonly used to judge candidates properly and can help in selecting not the best, but the most suitable candidate </li></ul>
  11. 11. <ul><li>Personality test can throw light on the character of the candidate </li></ul><ul><li>They can be used for guiding and counseling persons seeking various jobs. </li></ul>
  12. 12. <ul><li>If conducted properly, they can reduce the work of oral interviewers </li></ul><ul><li>Tests like I.Q. tests enable to find out the mental capacity of the candidate to deal with any eventuality </li></ul>
  13. 13. <ul><li>The tests can be used to discriminate the suitable candidates from the unsuitable ones </li></ul><ul><li>Tests, if systematically conducted, are more objective and reliable as compared to Other personal assessment techniques </li></ul>
  14. 14. Developing a test programme <ul><li>In order for any selection test to be useful, an employer should be fairly sure that scores on the test are related in a predictable way to performance on the job . </li></ul><ul><li>The following steps are generally involved in establishing a sound testing programme. </li></ul>
  15. 15. <ul><ul><li>Deciding the objectives of the testing programme </li></ul></ul><ul><ul><li>- Choosing the tests </li></ul></ul><ul><ul><li>Administering the test </li></ul></ul><ul><ul><li>Relating the test scores and criteria </li></ul></ul><ul><ul><li>Cross-validating and revalidating </li></ul></ul><ul><ul><li>Analyzing the results of tests </li></ul></ul>
  16. 16. Case Study <ul><li>Employee data is spread across multiple systems. </li></ul><ul><li>Eg: contract information is in mailing database, training details in training database etc. HR does not have consolidated information at any given point in time. </li></ul><ul><li>Employees work from various locations that are not same as their head count location. HR was unable to keep track of headcount and movements. </li></ul>
  17. 17. <ul><li>With multiple offices, information is spread across the globe and this required coordinating with the regional HR teams spread across different timelines. </li></ul>
  18. 18. Solution <ul><ul><li>Onsite discussions for requirement </li></ul></ul><ul><li>Elicitation. </li></ul><ul><ul><li>Documenting requirements in the form of use cases. </li></ul></ul><ul><ul><li>Requirement analysis and Domain Modeling. </li></ul></ul><ul><ul><li>Writing test case scenario's. </li></ul></ul><ul><ul><li>Design and reviews of front and prototype of the application. </li></ul></ul>

×