The document discusses psychometric testing and tools used in human resource management. It provides an overview of commonly used psychometric tests like the Big Five personality dimensions, FIRO-B, Myers-Briggs Type Indicator (MBTI), Johari Window, and Belbin Team Role Inventory. It also covers principles of psychometric testing, types of reliability, trends in use, and ethical and social considerations in testing. The objective of the study is to understand the implementation and implications of psychometric tools in HR management.

1. A STUDY ON
IMPLEMENTATION AND IMPLICATION OF
THE PSYCHOMETRIC TOOL KIT IN HUMAN RESOURCE MANAGEMENT AT
KINGS INFOTECH
PRESENTED BY KRISHNA MARI PRASAD S

2. INTRODUCTION
• The term “Psychometric
Testing” evokes different
reactions in different people.
Some people think of it as an
enigmatic thing, some other
treat it as recent fade and still
others tend to think of it as
something fearsome. By and
large, a negative perception has
been woven around
psychometric tests.

3. INTRODUCTION
• Psychometric testing today is
employed in a wide variety of setting,
from educational to industrial
organizations, for a diverse range of
purposes. Especially from the HR
point of view, its uses have increased
manifold over the last few years.
Psychometrics is the field of study concerned with
the theory and technique
of psychological measurement. One part of the field is
concerned with the objective measurement of skills
and knowledge, abilities, attitudes, personality traits,
and educational achievement.

4. ORIGINS• 20th century
• The psychometrician L.
L. Thurstone, founder
and first president of
the Psychometric
Society in 1936,
developed and applied a
theoretical approach to
measurement referred
to as the law of
comparative judgment,
• an approach that has
close connections to the
psychophysical theory of
Ernst Heinrich Weber
and Gustav Fechner.

5. INSTRUMENTS
• There have been a range of theoretical
approaches to conceptualizing and measuring
personality.
• Some of the better known instruments include
the Minnesota Multiphasic Personality Inventory,
the Five-Factor Model (or "Big 5") and tools such
as Personality and Preference Inventory and the
Myers-Briggs Type Indicator.
• Attitudes have also been studied extensively
using psychometric approaches.
• A common method in the measurement of
attitudes is the use of the Likert scale.

6. Key concepts
• Key concepts in classical test theory are reliability and validity.
A reliable measure is one that measures a construct
consistently across time, individuals, and situations. A valid
measure is one that measures what it is intended to measure.
Reliability is necessary, but not sufficient, for validity.
• Both reliability and validity can be assessed statistically.
Consistency over repeated measures of the same test can be
assessed with the Pearson correlation coefficient, and is often
called test-retest reliability.
• Similarly, the equivalence of different versions of the same
measure can be indexed by a Pearson correlation, and is
called equivalent forms reliability or a similar term.

7. Standards of quality
• Testing standards:
• place standards about validity and reliability,
along with errors of measurement and related
considerations under the general topic of test
construction, evaluation and documentation.
Evaluation standards:
In the field of evaluation, and in particular
educational evaluation, the Joint Committee on
Standards for Educational Evaluation has
published three sets of standards for
evaluations. The Personnel Evaluation Standards
was published in 1988, The Program Evaluation
Standards (2nd edition) was published in 1994,
and The Student Evaluation Standards was
published in 2003.

8. • PSYCHOMETRIC TESTING
• Myths and Realities
• Psychometric testing today is employed in a wide variety of setting, from educational to industrial
organizations, for a diverse range of purposes. Especially from the HR point of view, its uses have
increased manifold over the last few years.
• The term “Psychometric Testing” evokes different reactions in different people. Some people think of
it as an enigmatic thing, some other treat it as recent fade and still others tend to think of it as something
fearsome. By and large, a negative perception has been woven around psychometric tests.
• In reality, it’s none of the thing mentioned above. online testing services where assessment can be
done online and report sent through e-mail.
• Advantages of psychometric testing
 Properly developed psychometric tests and questionnaires, when used by competent and
appropriately qualified individuals, have the following advantages:
 They lead to judgments that are likely to be more valid than judgments made by other means.
 Disadvantages of psychometric testing
 There are numerous tests and questionnaires on the market which purport to be 'psychometric instruments'
but which are not. Unfortunately, it is very difficult for untrained people to distinguish these from good
psychometric instruments. In many cases
 Lack of correct training is also a significant danger in the use of psychometric testing.

9. CURRENT ROAD BLOCKS
• The Public Service Association has voiced concern
over what it considers the excessive use of
psychometric testing for public
servants.(AUSTRAALIA & NEWZEALEND)
• “We believe psychometric testing is an overused
tool in the public service,”
• “It’s very expensive and we’re concerned that it’s
being used for performance management,
something it’s not designed for.”
• People have refused to apply for jobs when they
found out they would have to undergo
psychometric tests, due to concerns over the
intrusive and personal nature of the tests.

10. CHANGING SCENARIO
• Eric Wilson, director of professional services in Australia
and New Zealand for global psychometric testing
company SHL, says the tests are being used more often
by New Zealand businesses due to the falling cost of
implementing them.
• “It gained an early footing in the UK because of the
higher volume of candidates; you’d sometimes have
thousands of people applying for the same job.
• “ Now that the cost is falling it’s becoming more
widespread here.”

11. GENERAL GUIDELINES
• “Employers should ensure that a psychometric test
is relevant to the job, has been trialled to ensure it
consistently provides accurate scores and delivers a
valid assessment of the job applicant’s skills and
knowledge.
• “Psychometric testing must only be conducted by
people who are qualified to do so and the
administration instructions must be strictly adhered
to.”
• “If a test is used it should be in conjunction with
other tools such as interviewing, setting tasks to test
skills required to do the job, getting references and
talking to referees,”

12. OBJECTIVE OF THE STUDY
• PRIMARY OBJECTIVE:
• A study ON IMPLEMENTATION AND IMPLICATION OF THE PSYCHOMETRIC TOOL KIT IN HUMAN
RESOURCE MANAGEMENT
• SECONDARY OBJECTIVES:
• To understand what is psychometric testing and study the various types of tests and
their implications.
• To study some of the most commonly used psychometric tools in the tool kit of human
resource managers and departments.
• To study the application and use of these psychometric tools in various processes of
human resources.
• To understand the ethical issues involved in the use of these psychometric tools by the
human resources department.
• To have an idea on the level of impact it creates in the top, middle and lower
management in IT services sector.

13. PRINCIPLES OF PSYCOMETRIC TEST
• Standardization
• Objective measurement
• Reliability

14. Types of reliability
• Test retest reliability: The most obvious method for finding the reliability
of test scores is by repeating the identical test on a second occasion. The
reliability
• Alternate-form reliability: One way of avoiding the difficulties
encountered in test-retest reliability is through the use of alternate forms of the
test. The same persons can thus be tested with one form on the first occasion
and with another, equivalent form on the second.
• Split half reliability: From a single administration of one form of a test it
is possible to arrive at a measure of reliability by various split-half procedures.
In such a way, two scores are obtained for each person by dividing the test into
equivalent halves..
• Validity: The degree to which the test actually measures what
it purports to measure. Validity provides a direct check on how
well the test fulfills its function.

15. Growing trends

16. Ethical and Social Considerations in
Testing
• Protection of privacy
• A question arising particularly in connection with
personality tests is that of invasion of privacy. In a
report entitled Privacy and Behavioral Research
(1967), Communicating test results
• In recent years, psychologists have begun to give
more thought to the communication of test results
in a form that will be meaningful and useful to the
recipient.

17. THE BIG FIVE PERSONALITY
DIMENSIONS

18. FIRO-B

19. Myers-Briggs Type Indicator (MBTI)
• The authors of the MBTI, Katherine Cook Briggs and
her daughter, Isabel Briggs Myers, were astute
observers of human personality differences.
• The waste of human potential in World War II
sparked the development of the MBTI by Myers,
and gave rise to her desire to give a wide range of
individual's access to the benefits found in
understanding human differences as they relate to
various psychological types.

20. The Type Code for the 16 Types

21. JOHARI WINDOW
• The Johari window is a technique created in
1955 by two American psychologists, Joseph
Luft (1916–2014) and Harrington Ingham
(1914–1995).

22. BELBIN TEAM ROLE INVENTORY
• The Belbin Team Inventory, also called the
Belbin Self-Perception Inventory or the Belbin
Team Role Inventory, is a test used to gain
insight into an individual's personality type. It
was developed by Dr. Meredith Belbin after
studying teams at Henley Management
College.

23. RESEARCH METHODOLOGY
• RESEARCH:
• Research is a process in which the researcher wishes to find out the end
result for a given problem and thus the solution helps in future course of
action. The research has been defined as “A careful investigation or enquiry
especially through search for new facts in any branch of knowledge”.
• RESEARCH METHODOLOGY:
• This is a systematic way to solve the research problem and it is
important component for the study without which researcher may not be
able to obtain the facts and figures from the employees.
• RESEARCH DESIGN
• A research design is the conceptual structure within which
research is conducted; it constitutes the blue print for the collection,
measurement and analysis of data. As such the design includes an outline of
what the researcher will do from writing the hypothesis and its operational
implications to the final analysis of data.

24. • TYPES OF RESEARCH
DESCRIPTIVE RESEARCH
A descriptive study involves the following steps:
• Formulating the objective of the study.
• Defining the population and selecting the
sample.
• Designing the method of data collection.
• Analysis of the data
• Conclusion and recommendations for further
improvements in the practices.

25. • DATA COLLECTION METHOD:
• The nature of data used may be primary or secondary.
Primary data is the first hand collection of information, secondary
data is making use of published or from published sources.
• PRIMARY DATA:
• Primary data are fresh data collected through survey from
the employees using the questionnaire. Questionnaire helps to
recognize the psychometric tool tests regarding the KINGS INFO
TECH, INC. and to find out problems existing among them. Data was
also collect by via email to H.R department in Delware USA
• SECONDARY DATA:
• The secondary data on the other hand are those which have
already been collected by someone else and which have already
been passed through the statistical process. It is collected from
internal records of the company and manuals.

26. Statistical Tools used:
• 1. Percentage Analysis
• It refers to special kind of ratio, percentage are used in making comparison between two or more
series of data. Percentage is used to describe relationship.
• Percentage of respondents = Number of respondents * 120
• Total respondents
• Mean = Total score of each variable
• Total Number of respondents
• 2. Chi-square Analysis
• Chi-square analysis is used to study the divergence of expected and actual frequencies. This is the
measure of actual difference between observed and expected frequencies. The importance of such
measures is very great in sampling studies where the influence of sampling size or unit may influence
the result.
• 3. Weighted average method:
• The weighted mean is a measure of central tendency. The weighted mean of a set of values is
computed according to the formula. Where are non-negative coefficients, called "weights", that are
ascribed to the corresponding values
• .
• 4. Spearmen’s rank correlation method
• Spearman’s Rank correlation coefficient is used to identify and test the strength of a relationship
• between two sets of data. It is often used as a statistical method to aid with either proving or
disproving a hypothesis.

27. • The scope of the project and the activities carried out were divided into the following four
stages:
• STAGE-I: Readings for having a basic understanding of the project
•
• The first stage involved extensive reading of various magazines, books, internet websites
etc. to have an idea about the chosen topic of interest that is ‘the psychometric tools used
by the organizations.’ Various magazines like HRM Review, books on psychological testing
etc. were read for the asid purpose.
• STAGE-II: Collecting data relating to psychometric testing
•
• This stage involved a collecting data with respect to the chosen topic of interest. Secondary
data for this purpose was collected from various sources such as Human resource books,
books on psychometric testing, magazines, journals, internet etc.
• STAGE-III: Questionnaire designing and primary data collection
•
• In this stage a questionnaire was under the guidance of our faculty, to collect data relating
to the topic from human resource personnel working in different organizations. This
questionnaire was then circulated through internet and was uploaded at citehr.com so that
relevant data could be collected.
• STAGE-IV: Data analysis and conclusions.
•
• In the final stage of the project the data so gathered was interpreted and analyzed. Upon
analysis of data conclusions were drawn and the findings were finally added to the project
report.
STAGES

28. RECOMMENDATIONS
• On the basis of my research I would like to recommend
to the human resource personnel in India that they
must be more enterprising in exploring the untouched
and upcoming areas of human resources. Psychometric
testing in India for example is a relatively new
phenomenon.
• Apart from this it would be extremely beneficial for the
human resource fraternity in India on the whole, if the
organizations and HR professionals that are actually
using psychometric tests and tools must come forward
to share their views and experiences with other
organizations which may not be that strong financially
to experiment with such things.

29. RECOMMENDATIONS
• “ In 21st century those who can
read and write shall not be illiterate
but it would be those who cannot
learn, unlearn and relearn”

30. CONCLUSION
• Keeping in mind the interpretations drawn from the survey and the
findings there from, it is concluded that use of psychometric tools by
human resource professionals in India is a relatively new phenomenon as
compared to the countries in the west like US.
• However what is interesting is that there is an absolute awareness among
human resource professionals in India regarding the fact that these
psychometric tools and tests can be and are being used by human
resource professionals all over the world
• . Hence it maybe concluded that the human resource professionals in
India do have the theoretical knowledge about these tools and test but
are either not enough enterprising in exploring new field of study in HR or
else they have reservations over using these tools and tests because they
are unsure of the practical implications and benefits of these tests.
• Hence it maybe concluded that the human resource professionals in India
do have the theoretical knowledge about these tools and test but are
either not enough enterprising in exploring new field of study in HR or
else they have reservations over using these tools and tests because they
are unsure of the practical implications and benefits of these tests.

32. A
presentati
on
By
krishna
mari
prasad