Physcology test - pratik negi

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Physcology test - pratik negi

  1. 1. CIP ON WORK AND PSYCHOLOGY Submitted To Proff – I.S Singh Sir Different psychology test conducted At the time of Selection process of an employee By— Pratik Negi PGP-SS/09-11/HR
  2. 2. Work psychology Page 2 Selection– Selection is a rational and a set of procedure by which the employer collect information about individuals seeking job and use the information to make employment decisions. The purpose of selection is to help an employer identify the most qualified individual for the job. Generally the term selection is referred to the initial hiring of the employees for promotion or transfer to other jobs. The responsibility for making such an decision usually is shared by human resources or personnel department staff and the manager of the department. Organization in the employment environment Employee selection in any organization is open to influence from outside, as indicated in the figure below a number of environmental factors can effect an organization effort to hire and retain a workforce. These include national and economy, law and political climate, organization labor, culture and subculture, science and technology and behavioral and social science. in addition to it the availability of labor supply, customer and competitor within the community are special factors for employee selection. FACTORS influencing SELECTION ORG - Labor Customers Culture and sub culture Behavioral and social science Available labor supply Law and political climate National and global economy Competitors Organizations Science and technology
  3. 3. Work psychology Page 3 General Steps of Selection methods – [predicting job success] 1} Basics of selection measurement o Psychological measurement in employee selection { becomes important } o Requirement of effective selection measures. o Validity of selection measures o Using measurement in selection decision making 2} Test of ability and knowledge  content of selection test  Mechanics of testing  Standardized adaptability test 3} Test of personality and character Personality testing and selection Testing of integrity and honesty 4} Applications and other personal back tracking 5} Interviews, GD and other criterions 6} Assessment centers and other simulation [GENERAL STEPS IN EMPLOYEE SELECTION WOULD BE AS UNDER]
  4. 4. Work psychology Page 4 What is the need to check the physhology? Psychometric test? 'A psychological test is any procedure on the basis of which inferences are made concerning a person's capacity, propensity or liability to act, react, experience, or to structure or order thought or behaviour in particular ways'. Why use psychometrics in an employment setting? The main advantages of using psychometric tests are:  Objectivity - they dramatically reduce bias and personal perspective.  Clarity - they provide a robust framework and structure.  Equality and fairness for all individuals (tests are standardized so that all individuals receive the same treatment).  Increase the likelihood of being able to predict future job performance (they have a high level of ‘predictive validity’).  The identification of training needs.  Encourage employers to do thorough job analysis in order to identify appropriate skills and abilities. This helps to ensure that candidates for a position are assessed on skills only relevant to the job.
  5. 5. Work psychology Page 5 Some uses of psychometric tests are:  Selection of candidates to jobs  Personal development/identification of training needs/staff development  Careers guidance  Building and developing teams Psychometric testing is now used by over 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK. Information technology companies, financial institutions, management consultancies, local authorities, the civil service, police forces, fire services and the armed forces all make extensive use of use psychometric testing. As an indicator of your personality, preferences and abilities, psychometric tests can help prospective employers to find the best match of individual to occupation and working environment. As a recruitment and selection tool, these tests can be applied in a straightforward way at the early stages of selection to screen-out candidates who are likely to be unsuitable for the job. They can also provide management with guidance on career progression for existing employees. What do psychometric tests measure? Psychometric tests may measure aptitude, personality or interests:  Aptitude Tests – these measure how people differ in their ability to perform or carry out different tasks. (these are the type you are most likely to find at the first stage of a selection process).  Interest Tests – these measure how people vary in their motivation, in the direction and strength of their interests, and in their values and opinions (these are less likely to be used on new graduates but are sometimes).  Personality Tests – these measure how people differ in their style or manner of doing things, and in the way they interact with their environment and other people (personality).
  6. 6. Work psychology Page 6 A psychometric test must be:  Objective: The score must not affected by the testers’ beliefs or values  Standardized: It must be administered under controlled conditions  Reliable: It must minimize and quantify any intrinsic errors  Predictive: It must make an accurate prediction of performance  Non Discriminatory: It must not disadvantage any group on the basis of gender, culture, ethnicity, etc. Potential Problems in Personality Testing There are several potential problems associated with the use of personality tests. The most serious are 1. Validity 2. Reliability 3. lack of job relatedness 4. invasion of privacy 5. faking by test takers 6. Labeling of test takers What are different means and Measures that are used to check it. QPQ32r measure The OPQ32r is designed to be used at every stage of the employee lifecycle, from recruitment and selection, to development and succession. The depth of insight and range of available reports means the OPQ32r is an excellent choice in multiple contexts from graduate recruitment to leadership development. A range of targeted, user-friendly and professional reports are available, providing clear, concise, graphical summaries of performance against job competencies. Most of these reports are designed for use by line managers. SHL OPQ Tests SHL tests, including the SHL OPQ (Occupational Personality Questionnaire) and SHL ability test are successfully used for occupational testing worldwide, providing robust psychometric tools for recruitment, candidate assessment and selection, personal development and career development purposes. SHL were previously known as Saville and Holdsworth. The Occupational Personality Questionnaire invites candidates to describe their behaviour, preferences and attitudes, in relation to different aspects of their working life. The candidate's responses are then compared against those of a large relevant comparison group to give a profile of the candidate's perceived preferences for different ways of behaving at work
  7. 7. Work psychology Page 7 Bennett Mechanical Comprehension Test, Forms S and T) The BMCT is designed to measure the ability to perceive and understand relationships of physical forces and mechanical elements in practical situations. It contains 68 questions presented as black and white illustrations. Each requires the understanding and application of some physical law or mechanical operations. IQ/achievement tests IQ tests purport to be measures of intelligence, while achievement tests are measures of the use and level of development of use of the ability. IQ (or cognitive) tests and achievement tests are common norm-referenced tests. In these types of tests, a series of tasks is presented to the person being evaluated, and the person's responses are graded according to carefully prescribed guidelines. After the test is completed, the results can be compiled and compared to the responses of a norm group, usually composed of people at the same age or grade level as the person being evaluated. IQ tests which contain a series of tasks typically divide the tasks into verbal (relying on the use of language) and performance, or non-verbal (relying on eye–hand types of tasks, or use of symbols or objects). Examples of verbal IQ test tasks are vocabulary and information (answering general knowledge questions). Non-verbal examples are timed completion of puzzles (object assembly) and identifying images which fit a pattern (matrix reasoning). Manchester Personality Questionnaire (MPQ14) 120 item personality test provides a profile on 14 primary dimensions as well as a "big 5" dimensions summary profile. Scales include: Originality, Rule Consciousness, Openness to Change, Assertiveness, Social Confidence, Empathy, Communicativeness, Independence, Rationality, Competetitiveness, Conscientiousness, Perfectionism, Decisiveness, and Apprehension. Advanced Managerial Tests The tests are designed to measure the verbal and numerical abilities required of middle and senior managers. Consequently they are recommended for use with those with an educational level of good GCSE or ‘A’ level and above. Four sub-tests are provided, two numerical and two verbal. The tests measure word usage and grammatical understanding (VMT1); the ability to solve decimals, percentages, averages and ratios (NMT2); the ability to understand and critically evaluate written passages (VMT3), and the ability to make inferences and decisions from numerical data, graphs, charts and tables (NMT4). The sub-tests can be used individually or as a battery. The tests have between 30 and 35 items, which are responded to by means of multiple-choice selection. The tests take either 20 min. (VMT1 and NMT2) or 35 min. (VMT3 and NMT4) to complete and the use of calculators is stipulated. In keeping with their claim to be occupationally relevant, they are business-orientated in style.
  8. 8. Work psychology Page 8 Automated Office Battery The battery was developed to identify the skills needed to work in a automated office environment and is designed for use with potential office staff who will be using automated equipment (e.g. accounts clerks, clerical supervisors, etc.). The battery contains three tests and in 1990 three parallel versions were published which are distinguished by the letter Y in the title: Numerical Estimation (NE-1 and NE-1Y) contains 50 items and takes 10 min.; Computer Checking (CC-2 and CC-2Y) contains 40 items and takes 12 min. and Coded Instructions (CI-3 and CI-3Y) contains 40 items and takes 18 min. Applied Technology Series The ATS contains six tests designed specifically to supplement those available in the TTB (see separate review) and assess skills for working in the high-technology sector of the job market (mechanical and electronic engineering, process control, high-technology production and assembly, computer-aided design operatives, etc.). The six tests fall into two groups. The first three are designed to measure more general aptitudes and are for candidates with just basic formal educational qualifications. These include ‘Following Instructions’ (VTS1, 36 items, 20 min. time limit); ‘Numerical Estimation’ (NTS2, 40 items, 10 min. time limit) and ‘Mechanical Comprehension’ (MTS3, 36 items, 15 min. time limit). The other three tests are more specific and are aimed at candidates with moderate levels of educational attainment (e.g. good GCSEs, good CSFs, or ‘0’ levels). These include ‘Fault Finding’ (FTS4, 36 items, 20 min. time limit); ‘Spatial Checking’ (STS5, 40 items, 15 min. time limit) and ‘Diagrammatic Thinking’ (DTS6, 36 items, 20 min. time limit). The latter three tests employ some fairly novel item types while the former three use more traditional ones MD5 (Mental Ability Test) The test was first developed in 1972 and is described as a test of mental ability for staff selection and placement at managerial and supervisory levels. It is available as a paper- and-pencil test and in a computer administration/scoring/norming format and takes 15 min. to complete. Written material is used, requiring the candidate to write out answers to both verbal/vocabulary and arithmetical items. However, it is stated that the MD5’s prime concern is with the abilities to deduce relationships and to apply the rules governing them. The 57 items are presented in the following combination. Relationships (15 items), symbol relationships (answers as words or parts of words: 16 items), alphabetical sequence relationships (six items), symbol relationships (answers as letters: four items), relationships between numbers and letters or words (five items), symbol relationships (answers as numbers: one item), arithmetical relationships (nine items), and arithmetical procedures (one item).
  9. 9. Work psychology Page 9 IT’S a big business today. It is estimated that as many as thirty per cent of all companies use some form of personality testing. The actual percentage of personality test usage is somewhat difficult to ascertain clearly because surveys tend to inquire about the use of "psychological" tests rather than "personality" instruments per se. Psychological tests include an array of tests such as cognitive ability tests (instruments that measure a person's ability to learn or to perform a job), psychomotor abilities tests (devices that measure strength, dexterity, coordination, and other performance aspects), job knowledge tests (instruments that measure a person's understanding of the duties and responsibilities of a particular position), and vocational interest tests (paper-and-pencil tests that measure a person's interest in various occupations). Among the readily identified users of pre-employment personality tests are such well- known companies as Wal-Mart, General Motors, Yankee Candle Company, Universal Studios Hollywood, Albertson's, Neiman Marcus, Target, Finish Line, Inc., and General Motors. It is estimated that personality testing is currently a $400 million industry that is growing at a rate of eight to ten percent annually. Some 2,500 personality tests are allegedly available in the testing marketplace. Among the most widely known tests are those that have been around for some time such as the Myers-Briggs Type Indicator, the Minnesota Multiphase Personality Inventory (MMPI), and the California Psychological Inventory (CPI). References 1. Test measurement and research methods in behavior science – (AK singh) 2. Employee selection – (lilly M. berry.) 3. www.psychtesting.org.uk 4. www.shl.com 5. www.ksl-training.co.u 6. www.google.com 7. www.psychometric-success.com 8. www.jobtestprep.com 9. www.centraltest.com

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