HR management

Topic: Selection Testing

BY: Mittul Dave 06

Sagar Deshpande 07
Sandip Dwivedi 08
Viraj Gawande 09
Swapnali Gawas 10
Introduction
HR planning identifies employment needs,
job analysis determines qualification
required
Recruiting provides pool of applicant for
selection.
Selection is much more than choosing best
candidate, it is an attempt to strike happy
balance between what candidate can do
and what organization requires.
 STAIRCASE TO
SELECTION
9

7
6

5
Job
4 Inter Offer
3 Medica -view
Refe l 2
2 Inter- -rence Check
Applic Select Check
1 Initia ion View 1
a
Job l -tion Tests
Analys Screen Blank
is -ing
 Selection Testing
Intelligence Test
Aptitude Test
Personality Test
Achievement Test
Simulation Test
Assessment Centre
Graphology Test
Polygraph Test
Integrity Test
 Intelligence Test
Objective:
Pick up employees who are alert and quick at
learning things so that by giving proper training
their skills can be improved for benefit of
organization.
It measures:

candidate's learning ability

ability to understand instructions
Judgment making
Memory, verbal fluency, vocabulary, numerical
ability, Spatial visualization etc..
Example: Stanford-Binet Test, Binet-Simon Test.
used in recruitment of entry level management
position in “banking” “insurance” “financial
service”
 Aptitude Test
 Objective:
whether or not an individual has the ability to learn
given job quickly and efficiently.
Measures:

 Candidates potential to learn certain skills like

mechanical,clerical,technical, mathematical.
 Ex: clerical test:- test ability to take
notes,perceiverence power, quickly locate things.
 Unfortunately it don’t measure on-the-job motivation,
so it is been used in combination with other test like
intelligence test or personality test.

 Personality Test:
Measures:
basic personality aspect of candidate like
motivation level, EQ, self confidence,
interpersonal skills, introversion etc..
Test: Minnesota Multiphasic Personality Inventory

(MMPL), The Manifest Anxiety Scale, Edwards

Personal Performance Schedule, etc.
Three types of test:

1.Projective
2.Interest
3.Preference
Achievement Test:
 Eg: Typing test
 Short hand test
 Trade test for
carpenters.


Simulation Test:
 Eg: Business games
 Role play
ASSESSMENT
CENTRE
WHAT IS ASSESSMENT CENTRE??
An Assessment Center is not a
building, a group of people or a
location.


A technique designed to allow
candidates to demonstrate, under
standardized conditions, the skills
and abilities that are most
essential for success in a given
job"
  :Assessment centre is
characterized by:


•Multiple assessment techniques.



•Multiple assessors.


•Situational tests.
•
•Structured procedures for making
observations.

Who uses such
techniques?

40% of employers use ability tests

34% of employers use assessment
centres

75% of FTSE use assessment/testing
TYPES OF ASSESSMENT
CENTRE EXERCISE
 Assessment
Center for Dairy Farm manager


Farm Management Assessment
Center observers watch for the
many layers that make up the
human essence of farm managers.



Attributes for Assessment Center are
derived from job description.
 JOB DESCRIPTION
 Plans, develops, and implements policies, procedures, and
practices for operation of dairy farm.

 Guide and assist the farm owner in maximizing the financial
returns to their farm by managing the day-to-day activities.

 Hiring, assigning and supervising workers.

 Overseeing the maintenance of the property and equipment.

 Proficient in written and verbal communication skills.

Attributes for the Dairy Farm
Manager
1)Communications.
2)Planning and organizing.
3)Leadership.
4)Decision making and judgment.
5)Management control.
6)Empathy.
7)Teamwork.
8)Initiative.
9)
 Participant Self Assessment of Attribute Skills

Participant___________________________

Rating scale: 1=Poor; 2=Fair; 3=Average; 4=Very Good; 5=Excellent

Attribute Pre-Center Post-Center

Participation Participation
   

Communications
 

   

Planning/Organizing
 
 Activities Conducted
•Background Interview
•In-Basket
•Case Study
•Personnel
Discussion/Interview
•Group Discussion Non-
Assigned Roles
•Group Discussion Assigned
Roles
 Assessment Exercises
Exercise % frequency of use
In-Basket 95
Assigned role group discussion 85
Interview simulation 75
Non-assigned role group discussion 45

Scheduling 40
Analysis 35
Management games 10
Background interview 5
Tests 2
Assessment Center Ratings and
Definitions
     

Ratin Descripti Definition

on
g
 
5   Exhibits behaviors that greatly exceed
5- Excellent owner/manager effectiveness.
 
4+   Exhibits behaviors that exceed
4 Very Good owner/manager effectiveness.
4-

3+   Exhibits behaviors that meet owner/manager

3 Average effectiveness.
3-

2+   Exhibits behaviors that limit owner/manager

2 Fair effectiveness.
2-

    Exhibits behaviors that greatly limit

1+ Poor owner/manager effectiveness.
1  
Why companies use
assessment
Can be cost effective and time efficient
Provides a realistic job preview for
candidates
Involve line managers in decisions
Positive candidate experience – good PR
exercise
Strategic value
Good predictive validity

 EVALUATION OF
ASSESSMENT CENTRE
TECHNIQUE


Graphology Test.


Polygraph Test.

Integrity Test.
Selection practices

Siemens India: They uses psychometric
instruments. Also occupational
questionnaire to test personal attribute.

LG India: 3 psychometric test for
measuring person`s ability as a team
player, personality type, assertiveness.

PepsiCo India: Competency interview
technique for checking candidate`s lateral
thinking, problem solving ability.
THANK YOU