The document discusses training and human resource development. It provides information on psychometric testing which is used in recruitment and selection processes. The document outlines what psychometric tests measure, the different types of tests including aptitude tests and personality tests, and examples of popular tests such as 16PF and MBTI. Methods of conducting training programs and evaluating training effectiveness are also discussed.

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What is Training

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 Skill enhancement processes
 , ,Systematic acquisition of attitudes concepts
, ,knowledge roles or skills
 That result in improved performance at work
 ,Short term task oriented and targeted on achieving
,a change of attitude skills and knowledge in a
specific area
 :Development Skill enhancement processes for
.managerial jobs It is a long term investment in
.human resources

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Training Objectives

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Steps of Training Process

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Expected Curve
Actual Curve
GapPerformance/Results
Time
In training terms this means we need to develop programs to fill the Gap

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Activity
Activity Title : - Develop Training System
Activity Description : - Please Identify the top three Training need for your
organisation through a discussion with your employees. Decide the training
method with target group. Also prepare a training calendar and feedback form.
Activity Type : - Group Activity.
Activity Time : - 20 Mins.

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What is & Purpose

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 A process of examining
, ,policies procedures
, ,documentation systems
and practices with respect
.to the HR functions
 The purpose is to reveal
the strengths and
weaknesses in the
organization's human
resources system and any
.issues needing resolution
 Effectiveness of performance
of HR Department
 Implementation of HR policies
& procedures
 To find out the reasons for low
productivity
 &Evaluation of the HR staffs
employees

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Methods of HR Audit

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Individual Interview Method
Top level management and senior managers are interviewed, individually. It helps
in knowing their thinking about future plans and opportunities available for the
company .
Group Interview Method
Group interviews and discussions with the employees and executives of large
companies for HR audit, facilitate collection of information about effectiveness of
existing systems

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Workshop Method
Workshop Methods also known as Large Scale Interactive Process (LSIP), is
conducted in some cases of audit.
Questionnaire Method
Feed back about various dimensions of HRD, including the competency base of
HRD staff, the styles of line managers, the implementation of various HRD
systems, etc are obtained through a detailed questionnaire from individuals or
groups for HR audit. This method helps in benchmarking.

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Observation
The auditors should physically visit the workplace .To assess the extent to which a
congenial and supportive human welfare oriented climate exists in the company.
This is essential because employees are not likely to give their best if they do not
live in good surroundings. The observations can be conducted using a check list of
questions.
Analysis Of Secondary Data
Analysis of secondary data can give an insight into the HRD assets and liabilities of
the company i.e. analysis of age profiles of the employees, training attended, the
minutes of the meetings held etc.

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Analysis Of Reports, Records, Manuals
Published literature of the company including annual reports, marked hand-
outs, training calendar personnel manual, and various circulars issued from
time to time are also likely to help immensely in assessing the strengths and
weaknesses of HRD.

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Activity
Activity Title : - HR process Audit
Activity Description : - List down the HR processes related to Recruitment activity
needs to be Audited in an Education company. Design the
questionnaire/MIS/mechanism to audit the processes. Submit the report with
suggestion to improve the process.
Activity Type : - Group Activity.
Activity Time : - 20 Mins.

24. Strategy | Placement | Operation | Training
www.hrspot.co.in
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)Sigma
Best HR Professional
HR Champion
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ACCOLADES

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What is Psychometric Test

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 Aim to measure aspects of your mental ability, aptitude
or your personality
 Used as part of the recruitment or selection process
 92% of employers considered psychometric testing to be
a useful or very useful aid to the recruitment process.
 Provide employers with a method of selecting the most
suitable job applicants or candidates for promotion
 Used by 80% of Fortune 500 and 75% of Times Top 100
companies

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What to Measure

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 How well you work with other people
 How well you handle stress
 Whether you will be able to cope with the demands of the job
 Your personality, preferences and abilities
 Best match of individual to occupation and working
environment.

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Types of Test

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 Under exam conditions
 Usually timed
 Right and wrong answers
 Multiple choice
 Unusual to finish all questions
 Results compared with norm group
 Generally no directly scoring mechanism


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Name of some Popular Test

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 Rorschach Ink-Blot Test
 FIRO-B
 Picture Frustration Test
 Thematic Apperception Tests (TAT)
 16 PF
 MBTI
 OPQ32
 Thomas Personal Profiling System
 Gordon’s Personal Profile Inventory
 Most popular: 16F, Thomas Personal Profiling

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