The document discusses using psychometric techniques for selecting candidates for jobs. It first presents arguments for and against using psychometric testing in the selection process. It then explores using measures of attitude, personality and intelligence to select a department manager position. Finally, it proposes evaluating the recommended technique, the Trinity-Beta Test, by using 360-degree feedback from the candidate's team to assess leadership abilities.

1. Managing Human Resources (Psych)Managing Human Resources (Psych)The Psychological Aspects of Selection Techniques 1/1/2010This report will provide an insight into firstly, an overview of an argument for and against the use of psychometric techniques when selecting potential recruits for a job position, secondly, exploring the possibilities of using psychometrics technique measures, such as attitude, personality and intelligence for the selection of a job post with an organization. Thirdly, the report will move on to propose an objective evaluation of a technique recommended.<br />Contents<br />Learning Outcomes3Scope4Introduction4Argument proposal for and against the use of psychometrics testing of candidates in the workplace4Explore and analyse the possibilities of using Psychometric techniques (such as Attitude, Intelligence, and Personality measurements for the selection of one level / grade / post in the organisation.6Set out a proposal for an objective, planned evaluation of the technique you are recommending.9Conclusion10Appendix14Generate statements that describe your Line Managers abilities to lead, motivate, and coach individuals.14<br />Learning Outcomes<br />1. Analyse the different theoretical perspectives, methods, and models in human resource management and in psychology.2. Evaluate and apply these different theoretical perspectives, methods and models and recognise the role these have played in understanding and managing human behaviour in the workplace.3. Explore the key roles required to manage human resources effectively.<br />Scope<br />T<br />his report will provide an insight into firstly, an overview of an argument for and against the use of psychometric techniques when selecting potential recruits for a job position and, secondly, exploring the possibilities of using psychometric technique measures, such as attitude, personality and intelligence for the selection of a job post with an organisation. Thirdly, the report will move on conducting a study to assess how successful a selection technique is at selecting the most suitable candidate from a pool.<br />Introduction<br />Psychometric testing is a standardised sample of behaviour, which is based on a numerical scale or category system. The use of psychometric techniques on the recruitment and selection of individuals, for a particular job role provides a quantitive assessment of a tested psychological attribute, such as numerical score. These psychological attributes which organisation uses to test candidates for are divided into two categories; these are cognitive ability, which test for spatial ability, numerical ability, and general intelligence. The second type is the personality test (Arnold et al, 2005). Cognitive tests are the least used assessment form (Passmore, 2008), and Hunter and Hunter (2004) explain that although cogitative tests are the best in predicting a candidates over job performance, cognitive testing is seen as less acquiescent to change than that of other aspects of personality such as motivational needs.<br />Argument proposal for and against the use of psychometric testing of candidates in the workplace<br />The advantages of the use of psychometric tests has certain benefits: such as recruitment and selection, in practices such as personality and aptitude tests to derive, against particular job requirements, the strengths and weaknesses of each candidate relative to the job requirements and characteristics, or the organisations ‘culture’. This information can then be used in the interview process to gain a better understanding of how an individual is likely to behave in different environments. <br />Psychometric tests can also aid personal development, where candidates can sit a range of tests such as career inventories, aptitude tests and personal profiling to help them understand themselves in greater detail (Passmore, 2008) and to see how their behaviours in the work place can affect, positively or negatively, on other individuals in the same setting (Melamed & Jackson, 1995).<br />Psychometric tests, such as that of intelligence, is an extremely good predictor of job performance: because they state that intelligence is linked to speed and quality of learning, as well as adaptability and problem solving abilities also (Ones et al, 2006).<br />Career counselling is another use for psychometric testing, which provides an estimate of a candidate’s suitability to take up new career opportunities using a quantitive scoring system (Melamed & Jackson, 1995). Candidates may use psychological techniques in the career-counselling context through the reassessment of their skills and the revaluation of career opportunities in the future (Herr, 1994).<br />McHenry (2001) claims that there is the possible danger that psychometric tests will become, as he describes it, a ‘commodity item’ meaning that they will become so widely and cheaply used, that organisations will use and abuse them with a similar measure.<br />There have been some criticism of the use of psychometric tests on candidates: Combs et al (1978) explain that results of such tests bear little relationship to the candidates actual behaviour and that such surveys always posses ‘demand characteristics’ with candidates asking themselves ‘What would they want me to say?’<br />Further criticisms to psychometric testing have been found in areas such as misinterpretation by the respondent towards questions, words and meanings written differently by different test publishers, the possibility for the incorrect use of tools and resources by the recruiting organisation or the test publisher, and gender biasness (ChangingMinds.org.uk). Some dimensions of personality may be unconscious and therefore, the responses posed on such tests may not be tapped into if the respondent is unaware of certain personality traits being present (www.psych.umm.edu, date unknown)<br />Explore and analyse the possibilities of using Psychometric techniques (such as Attitude, Intelligence, and Personality measurements) for the selection of one level / grade / post in the organisation.<br />T<br />his section will look at using psychometric techniques for selection of a ‘Market Street’ department manager for the Bradford, UK based retailer WM Morrisons PLC, and will further look at how psychometric techniques can select the appropriate candidate for the post which will fulfil the criterion set out in these job profiles listed below. <br />Figure 1 Job Roles for Supermarket Department Manager<br />Figure 2 Skills and Knowledge required for a Supermarket Department Manager<br />Possible psychometric testing solutions, which are based on the job profiles stated previously, which could be used for potential candidates applying for this job role, are:<br />The Trinity-Beta Test (Online Assessment)