h r presentation

7/31/2019 h r Presentation

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H R PRESENTATION

SUBMITTED BY

ANANDSREE

DIVYA VENUGOPAL


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TOPICS

PSYCHOLOGICAL

TEST

APTITUDE TEST

PERSONALITY

ATTITUDE

INTEREST

RELIABILITY VALIDITY


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PSYCHOLOGICAL

TESTDefinition

systematic procedure for comparing

the behaviour of two or more persons


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Psychological test are used for

more than one purpose

Selection of candidates for an organisation

Research into human behaviour andpersonality

Vocational guidance of adults seeking help in

their careers

Guiding and counselling students seeking

admission to schools and colleges


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IN MANAGERS POINT OF VIEW

FOR THE SELECTION AND PLACEMENT OF

NEW EMPLOYEES

FOR APPRAISING EMPLOYEES FOR

PROMOTIONAL POTENTIALS

FOR COUNSELLING EMPLOYEES


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NATURE AND CHARACTERISTICS.

ASSUMPTION

VALIDITY

RELIABILITY

STANDARDISATION

OBJECTIVITY


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RELIABILITY

RELIABILITY TEST REFERS TO STANDARDISATION

OF PROCEDURE OF ADMINISTERING AND

SCORING THE TEST RESULTS.

A PERSON WHO TAKES A TEST ONE DAY AND

MAKES A CERTAIN SCORE SHOULD BE ABLE TOTAKES THE SAME THE NEXT DAY OR THE NEXT

WEEK AND MAKE MORE OR LESS THE SAME

SCORE.


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VALIDITY

Validity is a test which helps predict whether a

person will be successful in a given job .

A test that has been validated can be helpful in

differentiating between prospective employees

who will be able to perform the job well and

those who will not.

Naturally,no test will be 100 percent accurate inpredicting job success.

A validated test increases possibility of success.


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TYPES OF VALIDITY

PREDICTIVE VALIDITY :Is the degree to whichthere is a relationship between scores on atest and some future behavior ,which is

required of a person if he is to performsuccessfully the job for which he is being test.

CONSTRUCT VALIDITY : It reflects the extent towhich the test measures the psychologicalquality like INTELLIGENCE and INTROVERSIONit is supposed to measure.


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Contd..

CONCURRENT VALIDITY : Is the extent to which

the test scores are related with a job behavior

measure that is available at the same time.

CONTENT VALIDITY : Indicates how well the

content of the test, as sample, represents all

the situations that could have been included.


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CLASSIFICATION OR TYPES OF

PSYCHOLOGICAL TESTS

On the basis of human behaviour

On the basis of use of tests

Individual or group tests


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CLASSIFICATION ON THE BASIS OF

HUMAN BEHAVIOUR

APTITUDE OR POTENTIAL ABILITY TEST

ACHIEVEMENT TEST

PERSONALITY TEST

INTEREST TEST


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APTITUDE TEST

This type of tests are widely used to measurethe latent ability of candidate to learn new job

or skillThey enable us to find out whether a

candidate,if selected,would be suitable for ajob which may be clerical or mechanical.

They focus attention on a particular type oftalent,such as learning,reasoning or amechanical bent of mind.


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CLASSIFICATION OF APTITUDE TEST

MENTAL OR INTELLIGENCE TEST : Measure theoverall intellectual activity or the intelligencequotient(I.Q) of a person and enable us to know

whether he has the mental capacity to deal withnew problems.

MECHANICAL APTITUDE TEST : Measure thecapacity of a person to learn a particular type of

mechanical work-they measure a personscapacity for spatial visualization, perpetual speed,manual dexterity, visual insights etc.


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Cont

PSYCHOMOTOR TEST : It is also known as skillstest. It measures a persons ability to do a specific

job. They are administered to determine mental

dexterity or motor ability and similar attributesinvolving muscular movement, control and co-ordination. They are of primary importance in theselection of workers who have to perform semi-

skilled and repetitive jobs such as bench-assembly,packing,testing and inspection andwatch assembly.


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ACHIEVEMENT TESTS

Known as proficiency tests, they measure

the skill or knowledge which is acquired

as a result of a training programme and

on-the-job experience.they determine the

admission feasibility of a candidate and

measure what he is capable of doing.


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CLASSIFICATION OF ACHIEVEMENT

TEST

TESTS FOR MEASURING JOB KNOWLEDGE: which

may be oral or written. These tests are

administered to determine proficiency in short-hand,operating calculators ,adding machines etc.

WORK SAMPLE TESTS : Demand theadministration of the actual job as a test.A typing

test provides the material to be typed and notes

the time taken and the mistake committed.


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PERSONALITY TESTS

o These tests aim at measuring those basic make-up or characteristics of an individual, which arenon-intellectual in their nature.

o They assess his motivation interests, his ability toadjust himself to the stresses of everyday life,andhis capacity for inter-personal relations and self

image.o Examples of personality tests are Bell adjustment

inventories,The California test of personalityscale,Thermatic appreciation test etc.


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TYPES OF PERSONALITY TESTS

OBJECTIVE TESTS : Which measure neurotictendencies, self-sufficiency, dominance-submission, and self-confidence.These are scoredobjectively.They are paper-and-pencil tests or

personality inventoriesPROJECTIVE TESTS : Are those in which a

candidate is asked to project his owninterpretationinto certain standard stimulas

situations.the way in which he responds to thesestimuli depends on his own values,motives and

personality.


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CONTD..

SITUATION TESTS : Measures an applicants

reaction when he is placed in a peculiar

situation;his ability to undergo stress and his

demonstration of ingenuity under

pressure.Such tests usually relate to leaderless

gpoup situations,in which some problem is

posed to a group,and its members are askedto reach some conclusion withou the help of a

leader.


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INTEREST TESTS

This test aims at finding out the types of work

in which a candidate is interested.They are inventories of the likes and dislikes of

the people of some occupations,hobbies and

recreational activities.They are useful in vocational guidance, and

are assessed in the form of answers to a well

prepared questionnaire.


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CLASSIFICATION ON THE BASIS OF USE

OF TESTS

SELECTION TESTS : In making a selection,anorganisation may decide to accept somecandidate and reject others, for filling its

various jobs. Hiring of an employee is aselection test.

CLASSIFICATION TESTS : Under such tests,

special considerations are given to determineon which of the several possible assignments aperson will be able to do his best.


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CONTD

Placement decisions : It concerns with

assigning a person to different types of

work,rather than distinctly different types of

works. For example choosing a candidate for

office cadre from amongst the applicants is a

placement decision.


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INDIVIDUAL AND GROUP

TEST

In Individual Tests, a single individual is

given a test at a time usually by a trained

examiner who not scored and interpreted

the results but also observed his

behaviour carefully throughout the

testing period.


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Group Tests,on the other hand, are

usually presented in a format which

allows the individual to record his own

responses and can be simultneously

given to a number of individuals,without

any special need of observing their

behaviour.


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ATTITUDE TESTS

An attitude can be defined as a positive or

negative evaluation of people, objects, event,

activities, ideas, or just about anything in your

environment


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