AMITY

UNIVERSITY
RAIPUR (C.G)
PSYCHOLOGICAL
TESTING FOR SELECTION,
PLACEMENT & INDUCTION
JOB CHANGES
What is Psychological test?

 Psychological test are verbal or written

assessments designed to assess a person's
behaviour. Many different types of
psychological tests are available to help People
understand the various dynamics of human
beings. It explains why one person excel on one
thing while another excels on another.
Characteristics of a good psychological test

1. Objectivity : These tests must be free of subjective judgments about

the ability, skills, knowledge, trait, or potentiality being measured
and evaluated.
2. Reliability : Refers to how consistent or reliable the results obtained
are.
3. Validity : refers to how well a test measures what it is supposed to
measure.
Characteristics of a good psychological test

4. Norms : The average performance of a representative sample on a

given test is referred to as a norm. It depicts the average standard
of a specific sample in a specific aspect.
5. Practibility : The test must be practicable in terms of time required
to complete it, the length, the number of items or questions, scoring
and so on. The test should not be too long or difficult to answer or
score.
 Psychology Tests In Selection
Of An Employee

Although the personal interview is the most widely used

method of selection of employees, it has its limitations. It is
a costly, inefficient and usually invalid procedure. It is
vitiated by the bias, prejudices and subjective attitude of
the interviewer. Because of these drawbacks, it is aided by
psychological tests.

A test is a systematic procedure for comparing the

behaviour of two or more persons. Many firms use
psychological tests in the staffing process. Psychological
tests are superior to interviews since tests are mainly
objective and impartial and free from biases.
• A psychological test is an objective and standardized
measure of a sample of behaviour from which inferences
are drawn as to future behaviour or performance.
ADD A FOOTER • It is used to measure the abilities, aptitudes, interest,
5
intelligence and personality of an individual in
quantitative terms.
.
 Advantages and Disadvantages of Psychological Testing In Selection
Advantages
(i) Proper Assessment:
Tests provide a basis for finding out the suitability of
candidates for various jobs. The mental capability,
aptitude, liking and interests of the candidates enable the
selectors to find out whether a person is suitable for the
job for which he is a candidate.
(ii) Objective Assessment: s
Tests provide better objective criteria than any other
method. Subjectivity of every type is almost eliminated.
(iii) Uniform Basis:
Tests provide a uniform basis for comparing the
performance of applicants. Same tests are given to the
candidates and their score will enable selectors to see
their performance.
Disadvantages
(i) Unreliable:
The inferences drawn from the tests may not be correct in
certain cases. The skill and ability of a candidate may not be
properly judged with the help of tests.
(ii) Wrong Use:
The tests may not be properly used by the employees. Those
persons who are conducting these tests may be biased
towards certain persons. This will falsify the results of tests.
Tests may also give unreliable results if used by
incompetent persons.
(iii) Fear of Exposure:
Some persons may not submit to the tests for fear of
exposure. They may be competent but may not like to be
assessed through the tests. The enterprise may be deprived
of the services of such personnel who are not willing to
appear for the tests but are otherwise suitable for the 6
concern.
Placement
• Placement is said to be the process of fitting the selected person at
the right job or place.
• It implies matching the requirements of a job with the qualifications
of the candidate`s skill, abilities, potentials and their expectations
towards the organization.
 Principle of placement

Job first, man next.

Placement should neither be higher nor lower than the

qualification.

The placement in the initial period may be temporary as

change are likely to occur after completion of the training.
Process of
placement
• Collect details about the employee.
• Construct his or her profile .
• Which subgroup profile does the individuals
profiles best fit ?
• Compare subgroups profile to job profile.
• Assign the individual to job
INDUCTION

• Induction is the process through which employees adjust or

acclimatise to their new jobs and working environment. As part
of this, 'orientation' can be used for a specific event that new
starters attend, and 'socialisation' can describe the way in
which new employees build working relationships within their
new teams.
• Induction is the process for welcoming newly recruited
employees and supporting them to adjust to their new roles
and working environments.
PURPOSE OF INDUCTION

• Make a new employee feel welcome

• Allay any fears or misunderstandings
• Answer any questions and explain the key things they need to know
• Help them to feel part of the company
• Provide an over of the company strategy, aims, values, culture, custom and practice
• Support understanding of where the role fits in and what’s required.
• Make introductions to people they will work with.
PSYCHOLOGICAL ASSESMENT

• Five "dimensions of personality"— extroversion, openness, agreeableness,

conscientiousness and neuroticism.
• Occupational Interest Inventory (or OII) is the Holland Code Career test.
• Disc Behavior Inventory also known by its acronym, DISC, this psychology test
classifies candidates into four “styles” based on questions about their behaviors at
work.
• Situation Judgement Tests also known as STJs, these tests try to see how an
employee interacts with customers or handles pressure in common difficult
situations.
 JOB CHANGES
Changes in duties and responsibilities of a position may result in a change of classification and/or
grade level. In this case, the incumbent employee can experience a job change without changing
position.
Please bear in mind that more work does not result in change of classification or grade level. It will
likely result in overtime. Of course, overtime is not compensable for exempt employees. A change in
tools and methods is also unlikely to change classification or grade level. The change of job can
take
place in different forms.
Job change can happen because of these
reasons:
• TRANSFER
• PROMOTIONS
• SEPERATIONS

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 TRANSFER
One of the internal mobility of the employee is transfer. It is lateral movement
of employee in an organization by the employee. “A transfer involves the
shifting of an employee from one job to another without changing the
responsibilities or Compensation”. Transfers of employees are quite common
in all organizations.
This can also be defined as change in job within the organization where the
new job is substantially equal to the old in terms of pay, status and
responsibilities. Transfers of employees can possible from one department to
another from one plant to another. Transfer may be initiated by the
organization or by the employees with the approval of the organization. It can
be also due to changes in organizational structure or change in volume of
work, it is also necessary due to variety of reasons.
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 PROMOTIONS
The employees are given the promotions to higher posts and positions as and when vacancies
are
available or when new posts are created at the higher levels. It is quite common in all types of
organizations. It is the product of internal mobility of the employees due to change in
organizational processes, structure etc. It is better than direct recruitment which satisfies many
human resources.
Problems of the organization and helps in achieving organizational objectives. Promotion means
higher position to an employee who carries higher status, more responsibilities and higher salary.
The higher status and salary is the two most important ingredient of any promotion.
It is an advancement Of employee to a higher post with greater responsibilities and higher salary,
better service conditions and thus higher status

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 SEPERATIONS
Separation of an employee exists when the

service of an employee comes to an end

because of one reason or other. Separation

arises due to resignation; lay off, dismissal and

retirement.
 THANK YOU!

Presented By:
Shorya Jaiswal
Janvi Jaiswal
Mohammad Arish Kherani
Raghvendra Kumar Tiwari
Anurag Choudhury