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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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