This document discusses various types of selection tests used in human resource management. It describes aptitude tests which measure a candidate's ability to learn a given job, including intelligence, mechanical aptitude, psychomotor, and clerical aptitude tests. Achievement tests measure skills and knowledge already acquired. Situational tests evaluate how candidates handle real-life work situations using methods like group discussions and case studies. Interest tests reveal a candidate's preferences for different jobs. Personality tests assess traits like confidence, decision-making, and integrity using objective and projective approaches. The document emphasizes that selection tests should be objective, valid, reliable, and standardized.

1. Subject: Human Resource Management
Topic: Types Of Selection Tests

2. TESTS:
Meaning and definition: Tests are the important device
used in the organization. A test designed to measure skills
and abilities in a worker test should be used as a
supplementary device in selection and the test scores should
be verified through other devices .
“Psychological tests are an objective and standardized
measure of a sample of behaviour.”
-Monappa and Saiyadin

3. TYPES OF SELECTION TEST:
Aptitude tests
Achievement tests
Situational tests
Interest tests
Personality tests

4. APTITUDE TEST: These tests measure whether an
individual has the capacity or talent ability to learn a given
job, if given adequate training.
Aptitude Test can be divided into four types, they are:
1. Intelligence Test: These tests, in general, measure
intelligence quotient of a candidate. In detail, these
tests measure capacity for comprehension, reasoning,
word fluency, verbal comprehension, vocabulary,
picture arrangement and object assembly.
2. Mechanical Aptitude Test: These tests measure the
capacities of spatial visualization, perceptual speed
and knowledge of mechanical matter. These tests are
useful for selecting apprentices, skilled, mechanical
employees, technicians etc.

5. 3. PSYCHOMOTOR TEST: These tests measure abilities
like manual dexterity motor ability and eye-hand
coordination of candidates. These tests are useful to
select semi-skilled workers and workers for repetitive
operations like packaging, watch assembly.
4. CLERICAL APTITUDE TEST: These tests measure
specific capacities involved in office work. Items of his
test include spelling, computation, comprehension,
copying, word measuring etc.

6. ACHIEVEMENT TEST: These tests are conducted to know
what a person can do. These are required to determine the
skill or knowledge already acquired through training & job
experience. These tests are more useful to measure the
value of specific achievement, when an organization wishes
to employ experienced candidates.
These tests are classified into two types, they are:
1. JOB KNOWLEDGE TEST : these are known as trade
tests . These are used to judge the proficiency in typing ,
shorthand and calculating etc .these can be oral and
written
2. WORK SAMPLE TEST: Under this test, a portion of the
actual work is given to the candidate and test how
efficiently he does it .

7. SITUATIONAL TEST: This test evaluates a candidate in a
similar real life situation. In this test, the candidate is asked
either to cope with situation or solve critical situations of the
job.
1. GROUP DISCUSSION: This test is administered through
group discussion approach to solve a problem under
which candidates are observed in the areas of initiating,
leading, proposing valuable ideas, conciliating skills, oral
communicating skills, coordinating and concluding skills.
2. IN BASKET: Situational test is administered through in
basket. The candidate, in this test, is supplied with actual
letters, telephone and telegraphic message, reports and
requirements by various officers of the organization,
adequate information about the job and organization. The
candidate is asked to take decisions on various items
based on the in basket information regarding
requirements in the memoranda.

8. INTEREST TEST: These tests are inventories of the likes
and dislikes of candidates in relation to work, job,
occupations hobbies and recreational activities. The
purposes of this test is to find out whether a candidate is
interested or disinterested in the job for which he is a
candidate and to find out in which area of the job
occupation the candidates is interested. The assumption of
this test is that there is a high correlation between the
interest of a candidate in a job and job success.

9. PERSONALITY TEST: These tests probe deeply to
discover clues to an individual’s value system, his
emotional reactions and maturity and characteristics mood.
They are expressed in such traits like self-confidence, tact,
emotional control, optimism, decisiveness, sociability,
conformity, objectivity, patience, fear, distrust, initiative,
judgement, dominance or submission, impulsiveness,
sympathy, integrity, stability and self confidence.
1. OBJECTIVE TEST: Most personality tests are objective
tests as they are suitable for group testing and can be
scored objectively.
2. PROJECTIVE TEST: Candidates are asked to project
their own interpretation of certain standard stimulus
situations, basing on ambiguous pictures, figures etc.,
under these tests.

10. Precautions of selection tests:
1. OBJECTIVE: Objective refers to the validity and
reliability of measuring instrument.
2. VALIDITY: Validity of a test refers to the content of
measurement i.e., it is measuring the relevant qualities
of the candidates.
3. RELIABILITY: It refers to the consistency with which the
test yields the same results throughout a series of
measurement.
4. STANDARDIZATION: It refers to the uniformity of
procedure in administering and scoring the test, as well
as of testing conditions which include the time limit,
instructions, tester’s state of mind and health and other
facilities while administering the test.

11. THANK YOU