selection & personality tests

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Usefulness of personality tests in selection of Manpower

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Personnel Selection

Personality Tests

Paramjit Sharma

Human Asset is the only Asset which appreciate (Human Resource Accounting)

Johari Window

SelfKnown Unknown

KnownOthers Unknown

Open

Blind

Hidden

Unknown

Paramjit Sharma

Selection

is the process of choosing the individuals from among the Group

What are ? Recruitment Selection Placement Job Job Analysis

Paramjit Sharma

Selection

Selection Techniques Interviews Group discussion Individual differences Causes of differences Human Traits Performance Traits

Paramjit Sharma

Selection

Individual differences Causes of differences Human Traits Performance Traits

Paramjit Sharma

Physique

Skills

Individuals

Temperaments

Job Knowledge

Causes of individual Differences

Age Gender Physical Development Hereditary Environment Culture Nationality

Paramjit Sharma

Likely Superiority of MalesMathematics Reaction time Sustained logical work Muscular Strength Muscular Coordination Dexterity with tools History Science

Likely Superiority of FemalesMemory tests Number checking tests Pattern recognition Word Association Mirror Drawing Quick Adaptation Dexterity with fingers Reading English

Causes of individual Differences

Gender

Paramjit Sharma

Expressive Traits

Human Traits

Physical traits Movement traits Perceptual traits Style Traits Age Traits Gender Traits

Performance Traits

Intellectual Traits Non Intellectual Traits Physical Performance Traits Special Aptitudes and Abilities

Verbal Comprehension Numerical Ability Logical Reasoning Visual Memory

Intellectual

Non Intellectual Interest Character Temparament Paramjit Sharma

A psychological test is a standardized measure of a sample of human behavior that is used to measure the individual differences that exist among people.

12

Development of Tests

Test in addition to other techniques Tests to predict weaknesses than Strengths Testing before use Tests only if other techniques fails Test Scores may not be the decision point

Paramjit Sharma

Steps in Developing Tests

Job Analysis Developing an Appropriate Test Pilot Test Developing Battery of Tests Validation of Tests

Paramjit Sharma

Reliability Validity Characteristics of a Good Test Standardization Objectivity Norms

Paramjit Sharma

Reliability

It is the degree to which people earn almost same scores each time they are administered the test or measured. weighing machine

Paramjit Sharma

Validity

Refers to the ability of a test to measure what it was designed to measure. What psychologist are trying to know about intelligence?

Paramjit Sharma

Standardization

Standardization refers to the uniform procedures used in administrating and scoring a test. Conditions in which tests are to be administered

Paramjit Sharma

Objectivity

A test is said to be objective when two or more person interpreted the results in the same way and derive the same conclusions about it. There is no subjectiveness of the psychologist opinion or bias

Paramjit Sharma

Norms

Norms refers to test scores of individuals in comparison to reference group percentiles, percentage

Paramjit Sharma

Classification of Tests

Paramjit Sharma

TestsAptitude TestsAchievement

Tests

Situational Tests

Personality Tests

Interest TestsParamjit Sharma

Aptitude Tests

Aptitude test measures the potential of an Individual for a particular job. Aptitudes are Potentialities, which the candidate possess for Learning the skill required to do the job effectively

Paramjit Sharma

Measures Through Aptitude Tests

Intelligence Numerical Aptitude Mechanical Aptitude Clerical Aptitude Psychomotor Aptitude

Paramjit Sharma

Stanford -Binet Mental Age Scale

Intelligence Tests

Otis Age of Intelligence Differential Aptitude Test Verbal Reasoning Numerical Ability Mechanical Reasoning Clerical abilities Language Usage

Paramjit Sharma

Achievement Tests

Tests given to those applicants Who have already achieved some training in a particular trade and claims to have knowledge about something

Performance TestsParamjit Sharma

Work Sample Tests

Performance Tests

These test measures the knowledge of the candidates in a particular fieldMarketing, Law, Accounting,..

Paramjit Sharma

Work Sample Test

This type of test measures the actual Performance of the candidates on the Job. Typing, computer programming

Paramjit Sharma

Situational Tests

This type of test evaluate the candidates in a similar type of situation that he may face on the Job.A finance manager may be given a Problem of investment where information about stock market can be given to him and he may be asked to take decision

Paramjit Sharma

Interest Tests

Tests conducted to understand likings and disliking of the candidates in relation to their job

Paramjit Sharma

Interest Tests

The Strong Vocational Interest Blank (SVIB) 400 items of liking and disliking Grouped in 8 parts Which group one individual falls Kudar Preference Record (KPR) 10 groups and 1 for verification also suggested occupations for the groups KPR Occupational 38 occupation and one for verification

Paramjit Sharma

Personality Tests

Personality may be defined as the sum total of behavior or sum total of all the qualities or characteristics that an individual has inherited and acquired by experience. P= F (HE) Where F is function H is hereditary characteristics E is Environmental learning's

Paramjit Sharma

Big Five Personality Traits

Openness Conscientiousness Agreeableness Extroversion Neuroticism

Paramjit Sharma

OpennessBig Five personality traits

Curious vs Cautious. Transparency Appreciation for art, emotion, adventure, unusual ideas,

Paramjit Sharma

ConscientiousnessBig Five personality traitsEfficient/ Organized vs. Easy-going / careless).

A tendency to show self-discipline, act dutifully, and aim for achievement

Planned rather than spontaneous behaviour.

Paramjit Sharma

Big Five personality traits

AgreeablenessFriendly / Compassionate vs.Competitive / Outspoken). A tendency to be Cooperative rather than suspicious

Paramjit Sharma

Big Five personality traits

NeuroticismSensitive / nervous vs. Secure / confident). A tendency to experience unpleasant emotions, such as anger, anxiety, depression

Paramjit Sharma

ExtroversionBig Five personality traitsOutgoing / Energetic vs. Shy / Reserved.

Positive emotions, andThe tendency to seek stimulation in the company of others.

Paramjit Sharma

Extroverts & IntrovertsExtroverts Introverts

Alert to their environment Mix with people Ups and down in mood Express emotions Impulsive in action Likes action Likes change Adapts readily

Absent minded Avoid social Contacts Apparently even tempered Not Expressive Thinks before acting Likes reflection Dislikes change Not Easily Adaptable

Paramjit Sharma

Personality Tests

Personality may be defined as the sum total of behavior or sum total of all the qualities or characteristics that an individual has inherited and acquired by experience. P= F (HE) Where F is function H is hereditary characteristics E is Environmental learning's

Paramjit Sharma

Big Five Personality Traits

Openness Conscientiousness Agreeableness Extroversion Neuroticism

Paramjit Sharma

OpennessBig Five personality traits

Curious vs Cautious. Transparency Appreciation for art, emotion, adventure, unusual ideas,

Paramjit Sharma

ConscientiousnessBig Five personality traitsEfficient/ Organized vs. Easy-going / careless).

A tendency to show self-discipline, act dutifully, and aim for achievement

Planned rather than spontaneous behaviour.

Paramjit Sharma

Big Five personality traits

AgreeablenessFriendly / Compassionate vs.Competitive / Outspoken). A tendency to be Cooperative rather than suspicious

Paramjit Sharma

Big Five personality traits

NeuroticismSensitive / nervous vs. Secure / confident). A tendency to experience unpleasant emotions, such as anger, anxiety, depression

Paramjit Sharma

ExtroversionBig Five personality traitsOutgoing / Energetic vs. Shy / Reserved.

Positive emotions, andThe tendency to seek stimulation in the company of others.

Paramjit Sharma

Pl be frank with yourself in answering 16 questions 1 A job is what you make of it.2 On most jobs people can pretty accomplish whatever they set out to accomplish 3If you know what you want out of job, you can find a job that gives it to you 4 If employees are unhappy with the decision made by the boss, they should do something about it. 5 Getting a job you want is mostly a matter of luck. 6 Making money is primarily a matter of good fortune 7 Most people are capable of doing their jobs well if they make the effort. 8 In order to get good job you need to have acquaintances at high places 9 Promotions are usually a matter of good fortune 10 To land on a good job, it is more important to know people than knowing the job 11 Promotions are given to those employees who performs well on jobs 12To make lots of money you have to know the right people

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