35540183 psychometric tests for recuitment and selection project

7/31/2019 35540183 Psychometric Tests for Recuitment and Selection Project

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INTRODUCTION

Today one of the most important decisions faced by any organization is recruiting the right

people. Some organizations appear to be highly effective while others struggle. Recruitment and

selection plays a vital role in planning of human resource of an organization.

Recruitment is the process of identifying and attracting a group of potential candidates from

within and outside the organization to evaluate for employment. Once these candidates are

identified, the process of selecting appropriate employees for employment can begin. This means

collecting, measuring, and evaluating information about candidates qualifications for specified

positions. Organizations use these practices to increase the likelihood of hiring individuals who

have the right skills and abilities to be successful in the target job.

This research is divided into two parts. Part one of this research includes deals with the

comparative analysis of the recruitment models L&T and Godrej & Boyce.

Conducting a gap analysis of the recruitment model of L&T.

Part two of this research deals with the study of psychometric tests which are used in the

recruitment and selection process and proposing a recruitment model for L&T.

PSYCHOMETRIC TESTS

Psychometric tests have been used since the early part of the 20th century and were originally

developed for use in educational psychology. These days, outside education, we are most likely

to encounter psychometric testing as part of the recruitment or selection process. Tests of this

sort are devised by occupational psychologists and their aim is to provide employers with a

reliable method of selecting the most suitable job applicants or candidates for promotion.

These are powerful tools used by organizations for the selection, development and management

of people. They provide help to management in areas such as motivation and team building.

When used in recruitment they ensure that candidates are treated fairly and measured against a

common yardstick. Tests can be used to challenge the stereo typed judgements made by

interviews and often enable a more objective analysis to take place than possible by interview

alone.


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LARSEN & TOUBRO

Larsen and Toubro is one of the largest engineering and construction organization in India. It

was founded in 1938 by two Danish engineers Henning Holck Larsen and Soren Kristian

Toubro in Mumbai.It is one of the largest and most respected companies in Indias private sector. The companys

businesses are supported by a wide marketing and distribution network and have established a

reputation for strong customer support.

The company has six operating divisions (ODs):

Engineering and Construction Projects (E&C)

Heavy Engineering Division (HED)

Electrical & Electronics (EBG)

Machinery & Industrial Products (MIPD)

IT and Technology Services.

OVERVIEW OF L&T (HED)

L&T's Heavy Engineering Division has established a reputation in global markets for quality

products. The Division manufactures and supplies custom designed and engineered critical

equipment and systems to the needs of core-sector industries and the defense sector. It is the

preferred supplier of equipment for a select range of products, globally.

The various sectors in which HED deals with:

Hydrocarbon sector: this sector includes the manufacturing of precision custom

engineered critical static hi tech equipment and systems for oil and gas refinery, cracker

petrochemical and fertilizer industries.

Defense sector: this sector includes the manufacturing of integrated naval combat

systems, land based systems, missile systems etc.

Aerospace sector: this sector includes the manufacturing of rocket motor casings,

convergent and divergent nozzles, titanium gas bottles, solar array deployment

mechanisms.


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RECRUITMENT AND SELECTION

Recruitment is the process of identifying and hiring best qualified candidates within or outside of

an organization for a job vacancy in timely and cost effective manner. The recruitment functionis very important for the human resource department of any organization. It provides the

organization with the people who have talents needed to achieve the strategic goals.

Recruitment and selection is an important strategy for shaping the culture of the organization.

Hiring of human assets is not an easy task, in order to select the right people with appropriate

skills and qualifications, it is necessary to implement the relevant recruitment strategies which

will help in the selection of the right candidate.

STAGES IN RECRUITMENT AND SELECTION PROCESS

STAGE 1 : ESTABLISHING THE BASIC FACTS (JOB ANALYSIS)

In this stage the analysis of various positions is done. Job analysis includes collecting

information about the duties, responsibilities, requirements, necessary skills and outcomes and

work environment of a particular job. The outcome of a job analysis is job description.

In job description , the first step is to prepare a persons specification which defines the

background, education training personality and other characteristics of the person best suited to

fill the vacancy.

A portrait of an ideal candidate is drafted which helps in short listing of people for interview.

STAGE 2 : ATTRACTING A FIELD OF CANDIDATES (SOURCING)

In this stage, sourcing of candidates is done. Companies attract candidates from the pool of

talent. There are various ways by which a company can do sourcing:

y Recruitment advertising

y External services

y Employment agencies

y Candidate registers

y Advertising agencies

y Selection consultants


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STAGE 3: ASSESSING THE CANDIDATE (SCREENING AND SELECTION)

This stage is the most important in this whole process and for the candidates it is stressful.

Different companies have their own respective selection procedures. Generally this stage

includes an aptitude test (entry level), interview round and result. At senior level most of the

companies do not take aptitude test but they prefer to take personality test and interview only.

There are various selection techniques:

y Application form

y Group discussion method

y Interview

y Psychometric tests (Aptitude and personality tests both)

y Assessment Centre

y General intelligence tests

The aptitude and intelligence tests measure the abilities like problem solving, decision making,

adaptability to change in circumstances.

The personality tests assess the behavior of a person and helps in tapping down his interpersonal

skills.

STAGE 4: PLACEMENT AND FOLLOW UP

In this stage candidates are hired and verification of their documents takes place.


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RECRUITMENT MODEL OF L&T

The current recruitment model of L&T discuss about the traditional methods of recruitment and

selection. The model starts with the human resource planning which includes planning of

workforce, critical job analysis is done in order to create a vacancy. A portrait of an ideal

candidate is drafted which helps in screening of the candidates.

Sourcing of resumes is done through various methods like posting job vacancies in newspapers,

internet portals, recruitment agencies etc. Various resumes reach the organization. After the

sourcing of resumes, the screening process starts in which the appropriate resumes are selected.

The selected candidates are then called for the written test which measures the aptitude of the

candidates.

There is a cut off score in the written test. Candidates who qualify the written test are selected

for the technical interview round. This round measures the technical skills of the candidates.

After the technical interview round there is a position approval round with General Manager or

Vice President. It is the formal introduction of the candidate with the seniors. Negotiation of

salary also takes place. When this round gets over the HR verification round takes place which

consists of verification of documents.

The HR verification is an important step for those candidates who have applied for the vacancies

which are available in Oman. The candidates have to go under medical check up before joining

the organization. This medical check up is done by the hospitals which are certified by the

organization. without the medical check up the Oman government will not permit the candidate

to work in their nation.


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An attractive job offer which an employee thinks good for him with respect to job

responsibility, growth, learning, better work environment and compensation.

8. HigherStudiesAn employee leaves an organization in order to pursue higher studies.

9. Better Opportunities AbroadAn employee leaves his company because there are better career opportunities abroad.

10.Culture FitIf an employee is not able to adapt the work culture of the organization he might face

problems. A drastic change in the culture may give a culture shock to the employee.


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ANALYSIS OF GAPS

1. Job expectationAt the time of recruitment process discuss with the potential candidates what they expect

from the organizations. Show them a clear picture of job. A correct assessment should bedone in order to know the expectations of candidates. There should be a match between

candidates expectations and what organization will provide them.

2. Job and person mismatchThere should be a perfect match between job and personality of potential candidate.

Personality assessment of employee can be done through various personality tests like

MBTI, 16PF and behavior event interview.

3. Difficulty with superiorsDifferent superiors or managers can stress out employees like can be too controlling, too

critical, too suspicious. They forget that the employees are not fixed assets they are

human beings. Psychometric tests can help the employees in determining the limit up to

which they can withstand stress, how they behave in stressful situations and working

style of an individual.

4. Culture fitEvery organization has its own culture of work and potential candidates have preferences

to work in particular organizational cultures. Psychometric tests determines in what kind

of a culture a candidate wants to work. At the time of recruitment if psychometric testing

is done it can help us in determining the working style of an individual.


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PSYCHOMETRIC TESTS AS TOOL FOR RECRUITMENT AND

SELECTION

Psychometrics is the branch of science which deals with scientific measurement of personality

and intelligence.

This branch of psychology is primarily concerned with the construction and validation of

measurement instruments such as questionnaires, test and personality assessment. Psychometric

analysis is done to measure what a person talks and thinks about. It is designed to measure the

concept of intelligence of an individual.

In an organization, the psychometric tools are used to select the right people for the right job and

to increase the organization effectiveness.

Various tools are employed for this purpose but an organization will chose only those tools that

match their specification.

Psychometric tools are used for assessing the behavioral aspects of an individual, it is also used

for appraisals, stress management and various training needs. Psychometric tests play a very

useful role in both the assessment and development of individuals.

psychometric tests

personality testsaptitude and

ability test


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y Entrance interviews: Meetings are conducted with new hires during their first week on

the job uncovering their specific strengths and weaknesses.

y Task delegation: The jobs of the employees can be enriched by providing them more

meaningful role in the future.

y Performance and reward: Godrej reward their employees high enough to motivate higher

performance. Cash rewards are also available for immediate recognition.

There are various engagement practices to avoid the work life imbalance;

y Creating and maintaining the culture of giving: Godrej maintains the employee loyalty

and demonstrates initial willingness to trust their employees.

y Godrej takes care of employee stress also by giving them some special holiday packages

with their families.

y It also encourages fun at work place which is a highly effective way of stress busters.

There are various tests and inventories available in the market for assessing the candidate but the

selection of the right inventory or test is critical. The reliability and validity of the test are

selected for the measurement. The HR specialist should be aware of the above factors which

play a crucial role in the assessment of the candidate.

Candidates who are best fit for the job are hired at Godrej. The recruitment and selection process

of Godrej is very efficient. The screening of the candidates is done through various tests

including a psychometric test.

Clear job responsibilities and realistic preview of job are also provided at the time of selection

process. The expectations of the candidate are discussed as well as the employers expectations.

Work culture is also one of the important factors in retaining the employees. At Godrej, people

adapt to the organizational culture in less time and their performance is not affected which is

due efficient psychological testing processes employed in selection. The individuals capability

to adapt to the change is assessed by the psychometric test which is practiced in Godrej.


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MERITS OF USING PSYCHOMETRIC TESTS

Psychometric tests are powerful tools used by organizations for the selection, development and

management of people. Tests can be used in various fields like:

y To enhance the decision making process in assessment for selection and promotion,

y As an aid to management in areas such as motivation and team building

y To identify development needs, as a basis for employee counseling as well as in

organizational areas such as management of change or succession planning.

These tests aid in recruitment process, by ensuring that all candidates are assessed and measured

against a common standard. Tests can be used to challenge stereotyped judgements made by

interviewers and often enable a more objective analysis to take place than is possible by

interviewing alone.

Occupational tests have consistently been shown to be better predictors of job success than

interviews. By using psychometric test Godrej has acquired substantial gains like increased

output efficiency, effective performance, lower training costs and reduced turnover.

Psychometrics helped this organization to ensure a common language for the assessment

standards, matching people to jobs, identifying capabilities and predicting on the job

performance.

The interpretations of a psychometric test are very important. The effectiveness of the test lies on

its interpretation of scores and results. Interpretation of results should be done accurately. Tests

should always be interpreted by properly trained individuals in the context of clearly defined

criteria. In the case of Godrej, the whole test and its interpretation is outsourced to Thomas

International which administers the Thomas personal profile analysis and give the

interpretations.

Psychometric tests are likely to lead to considerable cost-benefits in the long term. Whether it is

for selection of new staff or development of existing staff, the expenses involved in

psychometric assessment are minimal when compared with the costs of high-turnover, under-

performance or misemployment of staff.


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PART TWO: STUDY OF PSYCHOMETRIC TESTS IN DETAIL

Psychometric tests are used as a process map to plot the psychological traits of an individual in

order to measure sensitivity, memory, intelligence aptitude and personality. These tests can help

the individual to make the best possible career choice and can enable employees to check thesuitability of a potential candidate for a specific vacancy.

Following are the tests which are covered under this research:

Personality Tests

y MBTI (Myers Brig Type Indicator)

y FIRO B (Fundamental Interpersonal Relations Orientation Behavior)

y 16 PF (Personality Factors)

y Thomas PPA (Personal Profile Analysis)

y Belbin Team Role

y Thematic Apperception Test (TAT)

y Behavior Event Interview (BEI)

Ability and Aptitude Tests

y Ravens Advance Progressive Matrix

y Bennet Mechanical Comprehension Test

y Technical Test Battery

y Abstract Reasoning Test (ART)


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international member education and certifying organization for professionals who use type in

their occupations and professional practices. Membership is also open to lay persons who want

to enrich their understanding and application of type.

BASIC MODEL OF MBTI

The Basic Model of MBTI proposes two kinds of Mental Processes and two kinds of Mental

Orientations.

Two kinds of mental processes are

1. Sensing Intuition (S-N)

2. Thinking Feeling (T-F)

Two kinds of mental orientations are

1. Extraversion-Introversion (E-I)

2. Judging-Perceiving (J-P)

SENSING - INTUITUION

The first set of mental preferences relates to how people "Perceive" or take in information. It

distinguishes a predisposition for gathering data directly through the senses as facts, details,

and precedents (Sensing) versus indirectly as relationships, patterns, and possibilities

(Intuition).

A sensing personality prefers to focus on information gained from the five senses and on

practical applications whereas intuition prefers to focus on patterns, connections and possible

meanings. Hence those who prefer Sensing Perception favor clear, tangible data and

information that fits in well with their direct here-and-now experience. In contrast, those who

preferIntuition Perception are drawn to information that is more abstract, conceptual, big-

picture, and represents imaginative possibilities for the future.


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THINKING FEELING

The second set of mental preferences identifies how people form "Judgments" or make

decisions. It distinguishes a preference for deciding via objective, impersonal logic

(Thinking) versus subjective, person-centered values (Feeling).

A thinking personality prefers to base decisions on logic and objective analysis of cause and

effect on the other hand feeling prefers to base decisions on a valuing process, considering

what is important to people. Those who preferThinkingJudgment have a natural preference

for making decisions in an objective, logical, and analytical manner with an emphasis on

tasks and results to be accomplished. Those whose preference is forFeelingJudgment make

their decisions in a somewhat global, visceral, harmony and value-oriented way, paying

particular attention to the impact of decisions and actions on other people. Judging likes a

planned, organized approach to life, and prefers to have things decided but perceiving likes a

flexible, spontaneous approach and prefers to keep options open.

One of the practical applications of the MBTI and understanding these preferences is in

supporting better teamwork. Differences in these mental preferences lead to quite different

value structures and communication styles, which can hamper mutual understanding and

cooperation.

EXTROVERSION - INTROVERSION

It distinguishes a preference for focusing attention on, and drawing energy from, the outer world

of people and things versus the inner world of ideas and impressions. Those who prefer

Introversion draw their primary energy from the inner world of information, thoughts, ideas, and

other reflections. When circumstances require an excessive amount of attention spent in the

"outside" world, those preferring Introversion find the need to retreat to a more private setting as

if to recharge their drained batteries. In contrast, those who prefer Extraversion are drawn to the

outside world as their elemental source of energy. Rarely, if ever, do extraverted preference

people feel their energy batteries are "drained" by excessive amounts of interaction with the

outside world. They must engage the things, people, places and activities going on in the outside

world for their life force. Hence an introvert prefers to draw energy from the outer world of


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activity, people and things; an extrovert on the other hand prefers to draw energy from the inner

world of reflections, feelings and ideas.

While the E-I dimension was Jung's gift to general psychology, unfortunately it has been widely

distorted into a well-unwell scale with characteristics of Introversion being cast in a negative

light and conversely characteristics of Extraversion cast in a positive light. This cultural bias

frequently leads natural introverted types to misidentify their primary preference as Extraversion.

JUDGING PERCEIVING

It distinguishes an outward preference for having things planned and organized (Judging) versus

a flexible style based more on staying open to options than deciding (Perceiving). Those who

preferJu

dgingrely upon either theirT

hink

ingorFeel

ingpreference to manage their outer life.

This typically leads to a style oriented towards closure, organization, planning, or in some

fashion managing the things and or people found in the external environment. The drive is to

order the outside world.

Those who preferPerceivingrely upon either theirSensingorINtution preference to run their outer life.

This typically results in an open, adaptable, flexible style of relating to the things and people found in the

outside world. The drive is to experience the outside world rather than order it; in general lack of closure

is easily tolerated.

CODE FOR SIXTEEN PERSONALITY TYPES

The permutations of these four preference dichotomies result in the 16 personality types that

form the basis of Myers' model and the MBTI inventory.

E or I Which is your most favored Energy Source?

S or N Which is your most favored Perceiving Mental Process?

T or F Which is your most favored Judging Mental Process?

J or P Which kind of mental process leads your Outside World Orientation?


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4. INTJ

For INTJs the dominant force in their lives is their attention to the inner world of

possibilities, symbols, abstractions, images, and thoughts. Insight in conjunction with logical

analysis is the essence of their approach to the world; they think systemically. Ideas are the

substance of life for INTJs and they have a driving need to understand, to know, and to

demonstrate competence in their areas of interest. INTJs inherently trust their insights, and

with their task-orientation will work intensely to make their visions into realities.

5. ISTP

For ISTPs the driving force in their lives is to understand how things and phenomena in the

real world work so they can make the best and most effective use of them. ISTPs are logical

and realistic people, and they are natural troubleshooters. When not actively solving a

problem, ISTPs are quiet and analytical observers of their environment, and they naturally

look for the underlying sense to any facts they have gathered. ISTPs do often pursue variety

and even excitement in their hands-on experiences. Although they do have a spontaneous,

even playful side, what people often first encounter with them is their detached pragmatism.

6. ISFP

For ISFPs the dominant quality in their lives is a deep-felt caring for living things, combined

with a quietly playful and sometimes adventurous approach to life and all its experiences.

ISFPs typically show their caring in very practical ways, since they often prefer action to

words. Their warmth and concern are generally not expressed openly, and what people often

first encounter with ISFPs is their quiet adaptability, realism, and "free spirit" spontaneity.

7. INFP

For INFPs the dominant quality in their lives is a deep-felt caring and idealism about people.

They experience this intense caring most often in their relationships with others, but they

may also experience it around ideas, projects, or any involvement they see as important.

INFPs are often skilled communicators, and they are naturally drawn to ideas that embody a

concern for human potential. INFPs live in the inner world of values and ideals, but what


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For ENFPs the dominant quality in their lives is their attention to the outer world of

possibilities; they are excited by continuous involvement in anything new, whether it be new

ideas, new people, or new activities. Though ENFPs thrive on what is possible and what is

new, they also experience a deep concern for people as well. Thus, they are especially

interested in possibilities for people. ENFPs are typically energetic, enthusiastic people who

lead spontaneous and adaptable lives.

12. ENTP

For ENTPs the driving quality in their lives is their attention to the outer world of

possibilities; they are excited by continuous involvement in anything new, whether it be new

ideas, new people, or new activities. They look for patterns and meaning in the world, and

they often have a deep need to analyze, to understand, and to know the nature of things.

ENTPs are typically energetic, enthusiastic people who lead spontaneous and adaptable lives.

13. ESTJ

For ESTJs the driving force in their lives is their need to analyze and bring into logical order

the outer world of events, people, and things. ESTJs like to organize anything that comes into

their domain, and they will work energetically to complete tasks so they can quickly move

from one to the next. Sensing orients their thinking to current facts and realities, and thus

gives their thinking a pragmatic quality. ESTJs take their responsibilities seriously and

believe others should do so as well.

14. ESFJ

For ESFJs the dominant quality in their lives is an active and intense caring about people and

a strong desire to bring harmony into their relationships. ESFJs bring an aura of warmth to all

that they do, and they naturally move into action to help others, to organize the world around

them, and to get things done. Sensing orients their feeling to current facts and realities, and

thus gives their feeling a hands-on pragmatic quality. ESFJs take their work seriously and

believe others should as well.


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y Organizational change

Understand why people react differently to change and how to support them though the

process.

y Improving communication

Help people to understand how to communicate effectively with different people and

develop influencing and persuading skills

y Education and career counseling

Identify learning styles and motivations, improve teaching and training methods and

provide career guidance.

RELIABILITY

Inter rater reliability: 0.61-0.87

Test Retest reliability: 0.71-0.85

VALIDITY

Construct validity

BENEFITS OF MBTI

y Increased self-awareness and better self-management

y Develop and appreciation and value for differences

y Improved communication and Increased interpersonal skills

y Can lead to motivated behavior

y Provides a guideline of how to be a more effective leader, manager, teacher, learner, and

team member.

y Can provide an effective avenue for conflict resolution

y Increased problem resolution


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y Better understanding of the decision making process

y Facilitates team building

y Assists in diagnosing cultural and organizational issues.

y Easy to use, score and explain plus Short and quick to complete.

y Provides a powerful conceptual framework, allowing you to deepen your knowledge and

apply it in many situations.

y Promotes a constructive approach to individual differences.

LIMITATIONS

y It does not give information about intelligence, abilities or technical expertise.

y

Should not be the main criteria for selection.y Should not be used to type cast others rather emphasize on strengths.


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FUNDAMENTAL INTERPERSONAL RELATIONS

ORIENTATION BEHAVIOR (FIRO B)

FIRO B instrument was developed by William Schutz, in 1958. It was first used to assess how

teams performed in the US Navy.

The FIRO-B is an assessment tool used to help individuals and teams better understand their

preferences in satisfying three basic social needs:

y Inclusion: The degree to which one belongs to a group, team or community.

y Control: The extent to which one prefers to have structure, hierarchy and influence.

y Affection: One's preference for warmth, disclosure and intimacy.

For each of these factors, FIRO-B assess individuals as to:

y How much they express the needs.

y How much they wantto have the needs expressed to them from others.

It is a highly valid and reliable tool that assesses how an individual's personal needs affect that

person's behavior towards other individuals. This highly valid and reliable self-report instrument

offers insight into an individual's compatibility with other people, as well as providing insight

into that person's own individual characteristics.

The FIRO-B questionnaire provides an understanding of the fundamental differences among

people and how these impact on relationships. It can dramatically increase an individual's

understanding of areas such as how they come across to others, how and why conflict can

develop and how to understand and manage their own needs when interacting with others. It

measures how a person typically behaves towards others and how that person would like others

to behave towards them.


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The FIRO-B assessment data is particularly rich in enabling understanding individual and team

behavior. By reviewing the assessment report, an individual can gain insight into what kind of

teams they prefer to work in, what kind of environment they'd like to work in, and what roles

they prefer in the workplace.

The FIRO-B model can also provide an information regarding leadership styles and areas of

potential conflict.

If teams take the assessment together, they can compare the extent to which each person's

preferences complement or conflict with colleagues. For example, a team member wanting a

high degree of inclusion would appreciate and respond well to a manager who invites him to

various meetings. A team member with a high degree of expressed affection is likely to work

well with a colleague who seeks affection and attention.

The FIRO-B system is a simple and elegant model that particularly assists understanding of

team dynamics, greater self-awareness, mutual awareness among team-members and team

leadership development.

Three primary dimensions of FIRO B are:

1. Need for Inclusion: This describes the persons need for belongingness, recognition and

participation. A person with high need for inclusion will make an effort to include

others in his activities. He will try to belong to or join social groups; basically will try to

be with people as much as possible (expressed behavior). Such a person would alsoexpect or want others to invite him join them and would like people to notice him

(wanted behavior).

2. Need for Control: It relates to whether one wants to be super ordinate, subordinate

while working with others or in a group. It relates to a person's desire for influencing

others, leading others and responsibility. Such a person shall try to exert control and

influence over things. He would enjoy organizing things and directing others (expressed

behavior). Such a person will feel most comfortable working in well defined situationsand would like to get clear expectations and instructions from others (wanted behavior).

3. Need for Affection: This describes the emotional ties and warm connections between

people; it determines the extent of closeness that a person seeks. The person makes an

effort to get close to people and would be comfortable expressing his personal feelings


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and will try to be supportive of others (expressed behavior). This person would also

want others to act warmly towards him and will enjoy when people share their feelings

with them and would love it when people encourage him and appreciate his efforts

(wanted behavior).

For each of the three interpersonal needs Inclusion, Control, and Affection, the instrument

provides a measure of how much each need is Expressed or Wanted by an individual.

1. Expressed (e): The extent to which an individual will initiate the behavior is called the

Expressed dimension of that need. It is the behavior which one feels most comfortable in

showing, what a person prefers to do, and how much that person wants to initiate action.

2. Wanted (w): The extent to which an individual will accept the behavior from others is called the

Wanted dimension of the need.

APPLICATIONS OF FIRO B

FIRO-B is a highly reliable self-report instrument that offers insight into an individual's

compatibility with other people, as well as providing insight into that person's own individual

characteristics. The underlying assumption of FIRO-B is that preferences, as well as behavior,

can be changed at will. The instrument can be used in one-to-one, team or group situations. The

qualified user has a range of applications at their disposal, providing the versatility demanded in

contemporary workplace environments. This highly reliable and practical instrument has vast

applications such as:

y Team building and team development

FIRO-B can help in Identifying likely sources of compatibility or tension between people

working in a group or team. By improved communication, openness and trust it can help

to resolve conflicts and create better understanding amongst team players. The instrument

can hence be effectively used in team building and team development.

y Individual development and executive coaching

This powerful tool and can be used in executive coaching or self development. It helps

individuals to increase their self-awareness and interpersonal effectiveness, by identifying


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and understanding their interpersonal style. Since the instrument increase self-awareness

and interpersonal effectiveness it can surely assist in individual development. It can also

be used for identifying leadership style. It can be used as part of a coaching process, or

for career development or personal growth of people.

y Conflict resolution

Identifying the real cause of conflict is pre-requisite to effective management of conflict.

By effectively assisting in Identifying the likely causes of conflict between people this

instrument can help in effectively dealing with various types of conflicts that may be

present in a group.

y Selection and placement

FIRO-B can also be used in combination with other assessment techniques. This can help

to structure interviews and assess likely team roles or interpersonal behavior.

y Management and leadership development

The instrument is ideal to use with new and experienced managers; it will enable them to

understand their natural style and what impact this has on the way they communicate, to

involve others in decision-making and to delegate responsibility.

RELIABILITY

Inter Rater reliability: 0.85-0.96

Test- Retest reliability: 0.71-0.85

VALIDITY

Content Validity

BENEFITS OF FIRO B

y It is a practical tool that offers insights into interpersonal needs and behaviors, the FIRO-

B questionnaire gives practical suggestions for improving relationships or increasing

effectiveness.


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APPLICATIONS OF THOMAS PROFILE

y Learning tool

The DISC Profile, as a learning tool can be used to create rapid rapport and

connection with people is fundamental in selling, managing, and leadership.

Understanding behavioral styles benefits personal and professional relationships by

improving communication skills and reducing conflict. Imagine being able to

better understand what motivates people and being able to recognize how to effectivelydeal with others.

y Recruitment

A person's DISC profile series is compared against an ideal Job Profile for a particular

career, and the closeness of the match between the two styles will give an indication of

how well that individual's style is suited to the career area in question. However it must

be noted that there are a multitude of factors that must affect the decisions a person takes

about their career. DISC personality testing alone cannot provide a definitive conclusion,

but it is able to provide guidance in deciding whether a particular career path is suited to

an individual or not.

y Training and development

This online DISC profile report provides targeted strategies and insights for

interpersonal success through effective communication, understanding and

tolerance. These insights have been utilized for personal growth and development,

training, coaching and managing of individuals, groups, teams, and organizations.


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y Team workers make helpful interventions to avert potential friction and enable difficult

characters within the team to use their skills to positive ends.

y They tend to keep team spirit up and allow other members to contribute effectively

y Their diplomatic skills together with their sense of humor are assets to a team.

y They tend to have skills in listening, coping with awkward people and to be sociable.

Sensitive and people oriented.

Weakness:

y They tend to be indecisive in moments of crisis and reluctant to do things that might hurt

others.

9. Complete Finishers:

Characteristics:

y They give attention to detail and aim to complete and to do so thoroughly.

y They make steady effort and are consistent in their work. They are not so interested in the

glamour of spectacular success.

Weakness:

y They tend to be over anxious and have difficulty letting go and delegating work.


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APPLICATIONS OF BELBIN TEAM ROLE

y This inventory gives insights about team effectiveness.

y Helps in measuring the team progress.

y Gives information about the behavior of team players.

BENEFITS OF BELBIN TEAM ROLE

y Individual Belbin profiles can offer tremendous insight into individual and team

operating methods.

y By using the Belbin profiles people can better understand teams and the contributions of

the individuals around them.

y Each individual invariably brings different skills and behaviors to a team.

LIMITATIONS

y Can only be used for teams.

y Does not tell about the intelligence and technical expertise.


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BENEFITS OF BEI

y It is a cost effective method of assessment.

y It gives information about the managerial behavior of a person which is not directly

observable.

y It is a content valid assessment method.

y It determines the actual behavior of a person at the job.

LIMITATIONS

y The interview relies on the recall of the memory of respondent, the information which he

happens or chooses to remember is presented in the interview. This results in self serving

and biased information.

y They are not used to assess the intelligence and specialized knowledge.

y An expert is needed to conduct the interview.


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CONCEPT OF FLUID INTELLIGENCE AND CRYSTALISED INTELLIGENCE

The assessment of mental abilities or intelligence is one of the oldest areas of psychology.

Cattell and his colleagues identified that the general intelligence could be decomposed into two

subtypes:

y FLUID INTELLIGENCE:It is the reasoning ability in purest form. It is the ability to analyze

new problems, identify patterns and relationships that emphasize these problems and

extrapolate from them using logic. This intelligence is very crucial for solving scientific,

technical and mathematical problems. It is independent of educational experience of a

person and strongly determined by genetic factors.

y CRYSTALLISED INTELLIGENCE: It refers to the cultural activities, knowledge and skills

that are accumulated over lifetime. It is the product of cultural and educational

experience in interaction with fluid intelligence. A person with high crystallized

intelligence are good in general knowledge and vocabulary. It increases with the age of

a person.


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BENNET MECHANICAL COMPREHENSION TEST

Bennet Mechanical Comprehension Test (MCT) measures the complex set of abilities composed

of three primary constructs.

y Mechanical Information

y Spatial Visualization

y Mechanical Reasoning

The comprehension test measures your natural interest for mechanics and their moving parts,

knowledge, mechanical reasoning and spatial intelligence. It assesses the ability of an individual

to comprehend simple mechanical and physical principles.

There are around 135 questions in the test that cover the categories like levers, belt drive,

inertia, optics, centrifugal force, acoustics, heat, hydraulics, electricity etc. The test can be

administered through online test, written test and verbal interpretation of mechanical

concepts.

APPLICATIONS OF MCT

y Some jobs require to qualify a mechanical test and different levels of knowledge is

required for different jobs such as welding, mechanical, electrical, hydraulics etc.

y Sometimes new machines are introduced into the organization and managers need to

train people. The testing sessions determine the ability to learn complex mechanical

expertise.

y This test is administered on children at basic level to know their interest in mechanics.


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VISUAL ACUITY TEST

The visual acuity test measure the persons ability to find the path through complex two

dimensional diagrams. It focuses on aptitude of a person for performing tasks which require

visual precision. As the test is timed, fifteen mazes have to be solved in complete eight minutes.

This test helps in measuring the ability of person to perform precision tasks. The test is suitable

for workers in the microprocessor and electronics industries which require detailed work on the

extremely small components and circuits.

APPLICATIONS OF TECHNICAL TEST BATTERY

y It measures the core and technical skills of candidates.

y It helps in assessing the mechanical skills.

y It is suitable for hiring employees for technical occupations mechanical engineers,

electronic engineers and architects.

RELIABILITY

Mechanical Reasoning Test: 0.81

Spatial Reasoning Test: 0.84

Visual Acuity Test: 0.80

VALIDITY

Construct validity

LIMITATIONS

Does not tell give any information about the behavior and personality.


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ABSTRACT REASONING TEST (ART)

Abstract Reasoning Test (ART) is specifically designed to assess the fluid intelligence of an

individual. Fluid intelligence is the purest form of intelligence and does not depend upon

educational experience. This test measures the ability to solve abstract and logical problems

which does not require any prior knowledge and educational experience.

This test is basically designed for technicians, people in scientific engineering, financial roles

and senior managers who have to take strategic decisions.

The test contains three by three matrix which consists of eight cells containing the geometric

patterns. The ninth cell is left blank and the respondents are asked to deduce the logical rules that

govern how the sequence of geometric designs progresses (both horizontally and vertically)

across the cells of the matrix, and extrapolate from these rules the next design in the sequence.

Thirty five matrices are present in the test ordered by item difficulty with respondents having

thirty minutes to complete the test.

APPLICATIONS OF ART

y This test is appropriate for graduate and managerial level positions.

y It helps in screening of employees based on their intelligence.

RELIABILITY

Internal Consistency: 0.81

VALIDITY

Construct validity.


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RECOMMENDATIONS

By studying the recruitment and selection process of L&T and Godrej, I propose a modified

model of recruitment and selection process which includes a psychometric profile. This

psychometric profile could be Thomas Profile or a combination of various inventories depending

upon the type of hiring process ( entry level, middle level or senior level).

Introduction of psychometric profile will help in making the recruitment and selection process

effective at L&T. The employer will be able to hire right person for the right job. The job

description will harmonize with the candidate profile.

The overlap between life and work is growing. Terms and conditions of work , the

psychological contract, corporate social responsibility (CSR) and ethics are increasinglyimportant to candidates seeking work. This makes recruitment a more complex process as

recruiters are asked to match people with organizations, not just skills with

vacancies. Establishment of psychometric tests will help in matching the organization

requirements and candidates requirements.

This profile will also help in the lowering down the attrition rate of the organization. If wrong

people are hired for the job they are intended to leave their job fast because they are not satisfied

with their job and the tasks which are assigned to them. Jobs in which high stress is involved, are

vulnerable to attrition. Psychometric profile will help the employer to know whether the

candidate can deal with the high stress situations or not.

People resist change in their environment. Change is also one of the major factor in stress. How

much a person can endure stress this can also be predicted and measured through psychometric

profile.


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35540183 psychometric tests for recuitment and selection project

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