hrm empolyment testing

7/30/2019 HRM Empolyment Testing

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Employment Testing


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Team Members

Rishabh Bhandari A017

Raj Cholera A024

Aakash Chukkapalli A029

Praneet Garg A036

Keval Gosar A038

Abhi Goyal A039

Smarth Gupta A042


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Employment Test


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Employment Test

Employment testing is the practice of administeringwritten, oral or other tests as a means of determiningthe suitability or desirability of a job applicant.

The premise is that if scores on a test correlate with jobperformance, then it is economically useful for theemployer to select employees based on scores fromthat test.

Some correlate better with job performance with others;employers often utilize more than one to maximizepredictive power.


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How to Validate the test?

One way to measure a tests validity is to test currentemployees and create a benchmark score for

comparison

Other considerations can be cost, time, ease ofadministration and scoring etc.


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Types of Employment tests

Aptitude Test: A test that measures apersons ability to learn skills related to the

job.

Proficiency Test: A test that measureswhether the person has the skills needed toperform a job.

Psychomotor Test: A test that measures apersons strength, dexterity, and

coordination.


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Graphology, a term that refers a variety of systems ofhandwriting analysis, is used by some employers to

make employment decisions

Graphologists draw inferences about such things as thewriters personality traits, intelligence, energy level,

organizational abilities, creativity, integrity, emotional

maturity, self-image, people skills, etc.


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Medical Examination

A medical examination is generally given to ensurethat the health of an applicant is adequate to meet

the job requirements.

Under the pre-employment medical tests, thecandidates are required to go through a series oftests that may include ECG, ESR, physical checkup,

etc.

However, in some cases, medical testing can beconsidered an invasion of privacy and may be

violation of the law.


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Polygraph Test

A polygraph (popularly referred to as a lie detector)measures and records several physiological indices suchas blood pressure, pulse,respiration, and skinconductivity while the subject is asked and answers a seriesof questions.

Examiner asks question that calls for an answer of yes orno...

Question typically covers such items as whether a personuses drugs, has stolen from an employer, or has committed

a serious undetected crime. It is used by small percentage of firms in the general

population.
http://en.wikipedia.org/wiki/Blood_pressurehttp://en.wikipedia.org/wiki/Pulsehttp://en.wikipedia.org/wiki/Respiration_(physiology)http://en.wikipedia.org/wiki/Galvanic_skin_responsehttp://en.wikipedia.org/wiki/Galvanic_skin_responsehttp://en.wikipedia.org/wiki/Galvanic_skin_responsehttp://en.wikipedia.org/wiki/Galvanic_skin_responsehttp://en.wikipedia.org/wiki/Respiration_(physiology)http://en.wikipedia.org/wiki/Pulsehttp://en.wikipedia.org/wiki/Blood_pressure


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Honesty and integrity test

An integrity test is a specific type of personality testdesigned to assess an applicant's tendency to be

honest, trustworthy, and dependable

Integrity tests can also be valid measures of overall jobperformance

Integrity tests (also referred to as clear-purpose tests)are designed to directly measure attitudes relating to

dishonest behaviour


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Job Knowledge Test

Job knowledge tests are used in situations whereapplicants must already possess a body of learned

information prior to being hire

Examples : Computer programming, law, and financialmanagement

Job knowledge measures ones mastery of theconcepts needed to perform certain work


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Job Knowledge Test

Licensing exams and certification programs are alsotypes of job knowledge tests. Passing such exams

indicates competence in the field's subject or area

A major consideration of job knowledge tests is validity


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Physical Ability Tests A physical fitness test is a test designed to measure physical

strength, agility, and endurance.

They are commonly employed in educational institutions as part ofphysical education curriculum in medicine as part of diagnostic

testing, and as eligibility requirements in fields that focus on physical

ability such as military or police.

Particularly for demanding and potentially dangerous jobs such asthose held by firefighters and police officers.

Despite their potential value , physical tests tend to work to thedisadvantage of women and disabled job applicants.

Evidence suggests that the average men is stronger, faster, andmore powerful than average woman.

.


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Physical Ability Tests

But women tend to have better balance, manual dexterity , flexibility, and coordination than men.

Hence due to these differences use of physical ability tests shouldbe conducted carefully on the basis of essential functions of the job.

Evidence suggests that the average men is stronger, faster, andmore powerful than average woman.

But women tend to have better balance, manual dexterity , flexibility, and coordination than men.

Hence due to these differences use of physical ability tests shouldbe conducted carefully on the basis of essential functions of the job.


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Work sample tests

Work sample tests are used to test applicants withtasks similar to those involved in the actual job.

Work sample tests are based on the premise that the

best predictor of future behavior is observed behaviorunder similar situations.

Work sample is a method of testing ability by givingthe candidate a sample of typical work to do and

evaluating their performance.


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Advantages & Disadvantages

Advantages:- High reliability and realism to the actual job.

High content validity since the work samples are a sample ofthe actual work performed on the job.

Work sample tests use equipment that is identical or similar tothe actual equipment used on the job.

Disadvantages:-

It is a costly process.

Less effective at measuring an applicants aptitudes, thusrestricting the test to measuring ability to perform the worksample and not more difficult tasks that may be encounteredon the job.


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PERSONLITIES AND INTEREST

INVENTORIES


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WHY NEEDED? THOUGH COGNITIVE TEST MEASURE A PERSONS

MENTAL TEST, PERSONALITY TEST MEASURE

DISPOSITION AND TEMPERAMENT.

ARE BETTER PREDICTORS OF THEIRMOTIVATIONSUCH AS THEIR LEADERSHIP SKILLS

AND PROPENSITYNTO ADHERE TO RULES.

THIS IS AN OVERALL APPROACH


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Personality Traits

Particular tendencies to feel, think, and act

in certain ways that can be used to describe

the personality of every individual

Managers personalities influence their

behavior and approach to managing people

and resources


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Big Five Personality Traits


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Managers and Traits No single trait is right or wrong for being an effective

manager

Effectiveness is determined by a complex interaction

between the characteristics of managers and thenature of the job and organization in which they are

working


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Extraversion tendency to experience positive emotions and moodsand feel good about oneself and the rest of the world

Managers high in extraversion tend to be sociable, affectionate,outgoing and friendly

Managers low in extraversion tend to be less inclined towardsocial interaction and have a less positive outlook


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Negative affectivity tendency to experience negativeemotions and moods, feel distressed, and be critical of

oneself and others


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Managers high in negative affectivity may oftenfeel angry and dissatisfied and complain about

their own and others lack of progress

Managers who are low in negative affectivity donot tend to experience many negative emotions

and moods and are less pessimistic and critical

of themselves and others


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Agreeableness tendency to get along well withothers


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Managers high in agreeableness are likable,affectionate and care about others

Managers with low agreeableness may be distrustful,unsympathetic, uncooperative and antagonistic


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Conscientiousness tendency to be

careful,

scrupulous, and

persevering


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Managers high in this trait are organized and self-disciplined

Managers low in this trait lack direction and self-discipline


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Openness to Experience tendency to be original, havebroad interests, be open to a wide range of stimuli, be

daring and take risks


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Managers who are high in openness to experience maybe especially likely to take risks and be innovative intheir planning and decision making

Managers who are low in this trait may be less prone totake risks and be more conservative in their planningand decision making


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Other Personality Traits

Need for power

Self esteem

Need for achievement

Need for affiliated


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Thank You

hrm empolyment testing

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