Occupational & Organizational testing

1. OCCUPATIONAL AND
ORGANIZATIONAL
TESTING
Presented by: Rabia Javed Iqbal

2. OCCUPATIONAL AND
ORGANIZATIONAL TESTING
• Business organizations use a variety of tests as aids in hiring,
placing, or promoting employees. Tests can help human
resource professionals find the right person for the right job as
well as advance an employee along a career path that makes
the best use of his or her talents and strengths.
• Occupational testing: a test designed to measure potential
ability or actual proficiency in a given occupation.

3. TESTS USED IN ORGANIZATIONAL
SETTING
Following are the tests used in organizational setting.
• Pre-employment testing
• Performance tests
• Tests for specific types of job
• Personality inventories
• Five-factor Model of Personality (NEO Personality Inventory)
• The Hogan Personality Inventory (HPI)
• Integrity Testing
• Performance Impairment Tests
• Performance Appraisal

4. PRE-EMPLOYMENT TESTING
The Employment Interview
• Traditional – “getting to know you function.” …Biased by sex, age,
race, and physical attractiveness.
-This bias has been attributed more to the interviewer than to the
process
• Structured – standardized, allows scoring. Higher inter-rater
reliability.
• Focus on behavior – what you have done or can do rather than how
you feel about…
Each candidate receives the same questions in the same order.
Example : Human Resources Professional Job Interview

5. PERFORMANCES TESTS
• High-fidelity tests replicate the job setting as realistically as
possible.
Assessment Centers – large scale replications of the job that require
candidates to solve typical job problems by role playing or
demonstrating proficiency.
• Low-fidelity tests simulate the job task using a written, verbal, or
visual description.
Video tests – candidates are shown typical job situations and asked
to choose his/her response from multiple choice format.

6. TESTS FOR SPECIFIC TYPES OF
JOBS
EXAMPLE: CIVIL SERVICE EXAMS

7. PERSONALITY INVENTORIES
• Examine traits found useful in predicting job
success: conscientiousness, extraversion, emotional
stability, etc.
• E.g., The 16PF Questionnaire (developed by
Raymond Cattell) gives a profile.

8. FIVE-FACTOR MODEL OF PERSONALITY
(NEO PERSONALITY INVENTORY)
(also referred to as the “Big Five Personality Factors").
• NEUROTICISM (how well balanced you are emotionally and to what extent you are affected by
stress.)
• EXTRAVERSION (how you interact with other people and the extent to which you seek stimulation
from others.)
• OPENNESS TO EXPERIENCE (how open you are to experiencing the world around you.)
• AGREEABLENESS (how you tend to behave in relationships with others & how you treat them)
• CONSCIENTIOUSNESS (how dependable, organized and self-disciplined you are. It also looks
at how well you can control your impulses.)

9. THE HOGAN PERSONALITY
INVENTORY (HPI)
The Hogan Personality Inventory (HPI) is a measure of normal
personality and is used to predict job performance. The HPI is
an ideal tool to help you strengthen your employee selection,
leadership development, succession planning, and talent
management processes.

10. INTEGRITY TESTING
• Physiological measures
• Paper-and-pencil tests
• Physiological – polygraph tests
• Paper-and-pencil integrity tests predict
counterproductive behaviors .But highly susceptible
to faking.

11. PERFORMANCE IMPAIRMENT TESTS
An alternative to chemical analysis for the presence of
drugs.
Can use a simulation to detect impairment in motor
skills or hand-eye coordination.
Can be done quickly and easily in the workplace as
opposed to taking the employee off the work site for drug
testing.

12. PERFORMANCE APPRAISAL
• Ranking employees (best to worst)
Forced distribution to get a normal curve, using categories such as
“outstanding,” “above average,” etc. – prevents the ranker from assigning
all people to one category.
• Rating employees
graphic rating scale- each of the scales represents a dimension, such as
quality or quantity of work. Guided by anchors.
Behaviorally anchored rating scales (BARS) use on-the-job behaviors as
anchors for the rating scale.
Behavioral checklist - rating frequency of important behaviors.

13. CAREER ASSESSMENT
Career assessment is the evaluation process of an individual's personal
attributes like skills and expertise, interests, motivations, values, and
personality traits for helping them to find a suitable career. It is a test of
measurement of an individual's potential to play a critical role in a
particular job position.
• Life style choice
• Learning style
• Work values
• Unique Qualities
• Brikman test

14. LIFE STYLE CHOICES
• I would like to peruse a career in law enforcement
• My top career cluster is law/public safety
• My top 5 satisfactions are recognition, power and authority, knowledge,
helping society, and profit gain.

15. LEARNING STYLE
• My preferred learning style is kinesthetic/tactile
• This is my most efficient method of informational
intake

16. WORK VALUES
• Working Conditions — Occupations that satisfy this work value
offer job security and good working conditions.
• Recognition — Occupations that satisfy this work value offer
advancement, potential for leadership, and are often considered
prestigious.
• Achievement — Occupations that satisfy this work value are results
oriented and allow employees to use their strongest abilities, giving
them a feeling of accomplishment

17. UNIQUE QUALITIES
• My Holland code is: ERI
• E= enterprising
• R= realistic
• I= investigative
One of the most important things I would want in a job is personal-
satisfaction

18. BIRKMAN TEST
The Birkman Method Test is one of the most in-depth
personality tests available, as it measures both how people
behave and why they behave in those ways. It uses a system of
assigning colours to personality types – so if you’ve ever heard
people refer to themselves as ‘reds’ or ‘blues’, it derives from
this test.

19. BIRKMAN TEST