Reliability of a test has implications in measuring a person’s personality traits which do not change with time and not in knowledge and skills which change with time. Initially, test programme may be designed for a few jobs and then may be gradually expanded to cover all jobs in the organisation. A situation test requires the examinees to respond to situations representative of jobs. According to these tests, structures of features are reflective of personality traits and characteristics. If other sources of information like application forms, references, and interviews are used along with test scores, decision making regarding the selection of candidates is improved. If the job specification has been prepared in detail indicating various traits, these can be taken as predictors of job performance. Work Sample tests are based on the premise that the best predictor of future behavior is observed behavior under similar situations. SELECTION TESTS [Stage 3] A test is a sample of an aspect of an individual’s behavior, performance or attitude. Although the validity of handwriting analysis is not fool-proof, some companies use graphology tests to supplement their usual selection procedure. (v) In order to make the test scores comparable, tests should be administered under standard conditions to all applicants tested for a particular job”. If facilities exist, calculation of results should be computerized to quicken the process. These tests are also known as ‘personality inventories’. Test administration, scoring, and interpretation require technical competence and training in testing. Thus, the tests will save lot of time and money. Share Your PDF File The components of a selection assessment depend on the position being applied for. Report a Violation, Employment Tests: Role and Types of Employment Test, Use of Psychological Tests in Selection of An Employee, Types of Job Selection Process: Preliminary Interview and Application Blanks. Specific aptitude tests have to be designed for jobs that require mechanical, clerical, musical, academic, linguistic, motor capacities and abilities. The selection testing combines a series of tests which assesses aptitude and proficiency in English. These tests are based on pictures or incomplete items. Content Guidelines 2. Irrespective of the nature of tests, companies can derive the following benefits from a well planned test: A well designed test can predict the future performance of an individual. Share Your PPT File, Selection Tests: Meaning, Types, Validation, Advantages, Limitations, Precautions and Process, Selection Tests – 5 Important Categories of Selection Test, Selection Tests – Meaning and Definitions, Selection Tests – Reliability (With Methods), Selection Tests – Process for Developing a Testing Programme: Step by Step Process, Selection Tests – 6 Main Precautions in Using Selection Tests. 1. 2. Step # 4. Predictive validity is the degree to which there is a relationship between test score and some future desirable behaviour on the job. Personality tests are subsumed under four broad categories as given below: These tests are designed to discover a person’s area of interest, and to identify the kind of work that will satisfy him. Analyzing the Results of the Tests: When testing is over, the results of the tests should be calculated. Agreeableness (trust, caring, gentle and so on), iv. To some extent, synthetic validity is the right choice. Introduction Image of the company, nature of job etc., influence the response of job applicants to the recruiting efforts of a company. Similarly, physignes indicate the following three kinds of temperament: 1. Test results can improve decision making regarding selection of employees, and as a result, organizations can select the best possible candidates if the following precautions are taken in using the tests-. 2. Examples of employment tests and other selection procedures, many of which can be administered online, include the following: Cognitive tests assess reasoning, memory, perceptual speed and accuracy, and skills in arithmetic and reading comprehension, as well as … However, the concurrent validity leaves many questions to be answered. Developing a test programme is never simple. Second, to select best persons for jobs where, they may succeed. Since then, there is no looking back with regard to the use of selection tests. 9th grade. Tests suffer from certain limitations also. Since the people are taken in the organization not only for the present jobs but they are promoted over the period of time, tests provide good opportunities to test their potentials for such promotions also. Guiding and counseling students seeking admissions in the educational institutes. Before publishing your articles on this site, please read the following pages: 1. Intelligence tests measure general ability for intellectual performance. the wings of a bat and bird. Welcome to EconomicsDiscussion.net! In test-retest method, a test is administered to an individual at two different time periods and the scores obtained are compared. If the coefficient is high, the test is considered as valid. Norms are standardized scores that help translate raw scores into a comparative statement. This validity shows the relationship between some predictor (say, test score) and a criterion of job success (say, production output, managerial effectiveness, etc.). One to advise youth or jobseekers regarding field of activities in which they are likely to succeed. (ii) For appraising employees for promotional potentials. Also known as the Airmen Selection Test (AST), the RAF Aptitude Test consists of seven aptitude tests, each focusing on a different set of cognitive skills. 6 times. Trade tests or skill tests are examples of proficiency tests. Test is defined differently by different writers and psychologists. Before discussing train_test_split, you should know about Sklearn (or Scikit-learn). Another feature which is important in a test is its reliability. Projective tests – The candidate is asked to project his/her own interpretation into certain standard stimulus situations. It has been said that an individual’s handwriting can suggest the degree of energy, inhibitions, and spontaneity to be found in the writer, disclosing idiosyncrasies and elements of balance and control from which many personality characteristics can be inferred. If the two scores are similar, the test is treated as reliable. (iv) Tests should be validated in the organisation in which these are administered. All tests are first psychological and then tests of specific abilities and skills. They are in a sense inventories of the likes and dislikes of the people of some occupations. In order to use the tests for selection purpose, it is desirable to administer these tests on the present employees to determine their validity. E., & Brown, K. G. (2002). Evolution & Natural Selection Test Review DRAFT. Job Selection Test: Purpose, Types, Ability and Developing a Test Programme! At last, the test scores secured by the applicant are carefully analysed in the light of success criteria. Privacy Policy3. 2. Some of the popular tests in this regard include the Stromberg Dexterity Test, the Crawford Small Parts Dexterity Test, the Minnesota Rate of Manipulation Test and so on. Aptitude tests are usually administered online – most often after a candidate has made their initial job application – and are used to filter unsuitable applicants out of the selection process, without the need for time-consuming one-to-one job interviews.. These are normally conducted for selecting supervisors and higher executives. Norms can be fixed on the basis of success or failure of employees in the organization selected on the basis of similar tests. After obtaining the test scores, these may be analyzed, interpreted, and used in selection process. Here, uniformity refers to testing conditions which include the time limit, instructions, testee’s state of mind and health room temperature, test instruments, etc. Choosing Tests for Measuring Traits: After determining the traits that must be possessed by the job holders, the type of tests that are likely to measure these traits must be chosen. , validation, Advantages, limitations, Precautions and process selection tests – the candidate asked... Stronger the positive relationship, the behaviour of two reasons- a large number of candidates is small, the of... 3 ] a test can not argue for the selection process from other sources like application forms references. Physignes indicate the following pages: 1 important in a job or task contributes to on... Device that uncovers the information about the candidates- device called ‘ selection test the! 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