Introduction
Organizations across the globe are seeking the most comprehensive way to hire or acquire and select the additional members of their organization. Along with the growing demand in the opportunities and employment, the organizations are bound to choose the right people for the appropriate positions available. As much as possible, the prospect people are hired and selected with the use of the testing tools that can early detect any hint of progress and capabilities of an individual in doing the job well.
Background and Problem Statement
In the hiring and selection process, it is such a burden for the human resource manager and staff to handle the numbers of applicants. It is more critical if there are ten applicants who should fight for one available position. In that case, the managers applied the easiest way to create decisions in the process of recruitment and selection. The introduction of psychometric testing is welcomed by the hiring managers and identified as a tool that specifically used mainly in the recruitment process. The characteristic of the psychometric testing is the ability to gain insight into a person’s personality and psychological thinking, in a most efficient way. Through the continuous us e of the psychometric testing, the managers recognized its capacity to help the continuously develop the team spirit within the workplace and assessing the priorities of each individuals. With this fact, it is said that the psychometric testing is a great way for the organization’s selection process, how far does this quote is true?
Research Aim and Objectives
The main aim of the study to define the psychometric testing associated in the selection process of the organization. To gain the appropriate information regarding the psychometric testing, there are three objectives needs to be considered. First is to identify the various modes of application of psychometric testing. Second is to recognize the influence of testing in an individual level and in workplace. And third is to gain other information that may contribute to the total development of psychometric testing.
Literature Review
Psychometric testing is usually an office-based procedure, although the test itself can be conducted anywhere. Because of the growing popularity of the technologies and the accessibility of people in the computers, the psychometric testing can be also conducted and be processed online. The actual test may take around 15 minutes but it still varies depending on the depth of the test. The psychometric tests are used to asses the capability of the person in terms of selling, managerial styles, and his personal traits. In the development or selection process in a business, the psychometric tests can be use to test the new or potentials employees. The outcome of the tests gives the management an idea on how will the employees is suitable to the company’s ideals and policies. Once the test has been completer, the result can be produce within 5-10 seconds which are usually in booklet or sent by e-mail and printed. Aside from the normal testing of the HR managers, the psychological features to assess the personality and intellectual levels of an individual are tested in psychometric testing and fall into different categories. With the psychometric testing, there is no pass or fail because of the techniques applied by the companies in terms of testing. However, the psychometric testing is open to abuse for the reason that people has the freedom to answer what they think the employee would like to hear or to read rather than the truth. Therefore, it is advised that the company should hire qualified occupational psychologists to help them interpret the results of psychometric testing.
Methodology
The suggested method in the study is the use of survey and interview. The study can only prove the effectiveness of psychometric testing through the use of the empirical study. In the first approach of the method, the survey will need participants, particularly the people who are hired and failed to be hired. It is better if the survey will be in an actual hiring process because it has an advantage to demonstrate the efficiency of the testing in generating the selection decisions of the HRs. The second phase of the method is the interview which will include the HR manager/s and other hiring officials. They will be asked about the usefulness of the psychometric testing and how will they measure the reliability and efficiency of the results. The overall design of the method includes the ethical considerations and considers the privacy of the individuals.
References:
Armstrong, M., (2006) Testing Times for UK Companies in the Quest to Find a Quality Workforce, Management Services, Vol. 50.
Russell, K., & Carter, P., (2001) Psychometric Testing: 1000 Ways to Assess Your Personality, Creativity, Intelligences and Lateral Thinking; John Wiley & Sons
Weber, S., (2009) Results of Psychometric Testing of the Rads-2 with School-based Adolescents Seeking Assistance for Sexual Orientation and Gender Identity Concerns, Part 2: Research Brief, Journal of Child and Adolescent Psychiatric Nursing, Vol. 22
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