Employee Testing and Types of Tests .

1. A presentation on :-
Employee Testing
Presented to :-
Mrs. Anupama Paliwal
Asst. Professor
Presented By:-
Aditi Agrawal

2. Content :-
Who is an employee…?
What is testing…?
How to validate a test…?
What a test measures…?
What is employee testing…?
Why it is important…?
Types of employment test..?

3. Who is an employee…?
1. A person who works for another in return for financial or other compensation.
2. A person who is hired to work for another or for a business, firm, etc, in return for payment.
3. An employee is anyone who has agreed to be employed, under a contract of service, to work
for some form of payment. This can include wages, salary, commission and piece rates.
This includes :-
• people who have been offered and have accepted a job
• fixed-term employees
• seasonal employees
• casual and part-time employees

4. What is a test…?
 A test is a standardized series of problems or questions that
assess a persons knowledge, skills, abilities, or other
characteristics.
 A procedure intended to establish the quality, performance, or
reliability of something, especially before it is taken into
widespread use.
 A procedure, reaction, or reagent used to identify or characterize
a substance or constituent .

5. How to validate a test …?
Step 1 :- Analyze the job.
Step 2 :- Choose the test.
Step 3 :- Administer the test.
Step 4 :- Relate test scores and criteria.

6. What a TEST measures..?
Cognitive
( Mental Abilities)
Motor and
Physical Abilities
Personality
and
Interest
Achievement

7. What is employee testing…?
1. Employment testing is the practice of administering
written, oral, or other tests as a means of determining the
suitability or desirability of a job applicant.
2. The ​process of ​testing ​employees to see if they have
the necessary ​skills to do a ​job successfully.

8. Why it is important…?
• It leads to saving in decision making process.
• The job requires attributes that are hard to develop or change.
• Hard-to-get information can be obtained more easily and efficiently.
• Employees are treated consistently.
• Reduces the costs of making a wrong decision.

9. Types of employment tests :-
1) Assessment centers
2) Job knowledge test
3) Cognitive ability test
4) Personality test
5) Physical test
6) Integrity test
7) Simulations
8) Interviews

10. Description :-
 ASSESSMENT CENTER is a technique used in the selection of candidates for a job in an
organization. It is most often used to help determine which employees have the potential to be
promoted into management positions. It employs a variety of techniques and multiple observers in a
closed setting.
 JOB KNOWLEDGE TESTS typically use multiple choice questions or essay type items to evaluate
technical or professional expertise and knowledge required for specific jobs or professions.
Cont…

11.  THE COGNITIVE ABILITY TEST is another name for aptitude tests or intelligence tests.
When the term cognitive ability test is used in a psychometric assessment context, it usually means
all sort of numerical reasoning, verbal reasoning, abstract reasoning, and mechanical
reasoning tests.
 PERSONALITY TEST is a questionnaire or other standardized instrument designed to reveal
aspects of an individual's character or psychological makeup.
Cont…

12.  PHYSICAL TEST is a qualitative or quantitative procedure that consists of determination of
one or more characteristics of a given product, process or service according to a specified
procedure.
 INTEGRITY TEST is a specific type of personality test designed to assess an applicant's
tendency to be honest, trustworthy, and dependable. A lack of integrity is associated with such
counterproductive behaviors as theft, violence, sabotage, disciplinary problems, and absenteeism.
Cont…

13.  SIMULATION is the imitation of the operation of a real-world process or system over
time. The act of simulating something first requires that a model be developed; this model
represents the key characteristics or behaviors/functions of the selected physical or abstract
system or process.
 INTERVIEW is a conversation between two or more people where questions are asked by
the interviewer to elicit facts or statements from the interviewee. Interviews are a standard
part of qualitative research.