A STUDY ON THE EFFECTIVENESS OF “PSYCHOMETRIC TEST” WITH SPECIAL REFERENCE TO GEM EQUIPMENTS LTD, COIMBATORE. PROJECT REPORT Submitted by SRI KANAKA DURGA.V (Register No: 1135F0609) Under the Guidance of Ms. P.AKILANDESHWARI, MBA., Submitted to the Bharathiar University in partial fulfillment of the requirement for the degree of MASTER OF BUSINESS ADMINISTRATION of Bharathiar University , Coimbatore. 2011-2013 DEPARTMENT OF MANAGEMENT STUDIES 1
project report on psychometric test which helps the employees to improve in their skills,knowledge,intelligence, personality and attitude. the psychometric test also helps for the recruitment and selection process in the HR department.
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A STUDY ON THE EFFECTIVENESS OF “PSYCHOMETRIC TEST” WITH
SPECIAL REFERENCE TO GEM EQUIPMENTS LTD, COIMBATORE.
PROJECT REPORT
Submitted by
SRI KANAKA DURGA.V
(Register No: 1135F0609)
Under the Guidance of
Ms. P.AKILANDESHWARI, MBA.,
Submitted to the Bharathiar University in partial fulfillment of the
requirement for the degree of
MASTER OF BUSINESS ADMINISTRATION
of Bharathiar University , Coimbatore.
2011-2013
DEPARTMENT OF MANAGEMENT STUDIES
MAHARAJA ARTS & SCIENCE COLLEGE
(Affiliated to Bharathiar University Approved by AICTE, New Delhi)
NEELAMBUR, COIMBATORE – 641 407.
1
CERTIFICATES
2
MAHARAJA ARTS & SCIENCE COLLEGE
(Affiliated to Bharathiar University Approved by AICTE, New Delhi)
Neelambur, Coimbatore – 641 407
CERTIFICATE
This is certifying that the project report entitled “A STUDY ON THE
EFFECTIVENESS OF PSYCHOMETRIC TEST WITH SPECIAL REFERENCE TO
GEM EQUIPMENTS LTD, COIMBATORE” is a bonafide record of work done by SRI
KANAKA DURGA.V (Reg. No 1135F0609), submitted in partial fulfillment of the requirement
for the degree of MASTER OF BUSINESS ADMINISTRATION of BHARATHIAR
UNIVERSITY
…………………… ……………………………..
Faculty Guide Head of the Department
……………………... …………………………….
Dean PG – Studies Principal
Viva-voce examination held on …………………………….
…………………...... ……………………………..
Internal Examiner External Examiner
3
DECLARATION4
DECLARATION
I, hereby declare that the project work entitled “A STUDY ON THE
EFFECTIVENESS OF PSYCHOMETRIC TEST” submitted to Bharathiar University in the
partial fulfillment of the requirement for the award of the degree of MASTER OF BUSINESS
ADMINISTRATION is a record of original work done by me, under the Guidance of Ms.
P.AKILANDESHWARI, MBA ., Department of Management Studies.
PLACE: Signature of the candidate
DATE : (SRI KANAKA DURGA .V)
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ACKNOWLEDGEMENT
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ACKNOWLEDGEMENT
First and foremost I would like to express my whole hearted and sincere thanks to
ALMIGHTY GOD for helping me throughout this project.
I owe a deep debt of my gratitude Thiru. K.PARAMASIVAM, B.Sc., Chairman of
Maharaja Institutions, Mr.P.SATHYAMOORTHY, B.E., MBA., M.S., Correspondent of
Maharaja Institutions who gave me this wonderful opportunity to take up the project.
I wish to express my sincere thanks to Dr.C.LOGANATHAN, M.Sc., M.Phil., Ph.D.,
Principal of Maharaja Arts and Science College who permitted me to do the project.
My thanks are due in abundant measure to Prof. S. RANGASAMY, M.A., MBA.,
M.Phil., DSS., Dean of PG - Studies, Maharaja Arts and Science College for providing
necessary facilities and offering useful guidelines to carry out this project successfully.
I remember and respectfully acknowledge the support, inspiration and encouragement
extended by our Head of the Department Prof. S. RANGASAMY, M.A., MBA., M.Phil., DSS.,
of Management Studies for successfully completing this project work.
Words in my vocabulary are insufficient to express duly my heartful thanks and gratitude
to faculty guide Ms. P.AKILANDESHWARI, MBA .,for her valuable guidance and advice and
suggestion to complete the project work in proper manner and also in time.
My Deep sense of gratitude to Mr. MAHESHWARAN. R, M.B.A Human Resources
Manager, Gem Equipments Limited, Coimbatore for his tremendous support and help.
Without his encouragement and guidance this project would not have materialized.
SRI KANAKA DURGA.V
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CONTENTS
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CONTENTS
CHAPTER NO
TITLE PAGE NO
LIST OF TABLES
LIST OF CHARTS
CERTIFICATES
DECLARATION
ACKNOWLEDEMENT
I INTRODUCTION
1.1 INTRODUCTION OF THE STUDY
1.2 STATEMENT OF THE PROBLEM
1.3 OBJECTIVES OF THE STUDY
1.4 SCOPE OF THE STUDY
1.5 RESEARCH METHODOLOGY
1.6 LIMITATIONS OF THE STUDY
1.7 CHAPTER SCHEME
II REVIEW OF LITERATURE
III PROFILE OF THE ORGANISATION
3.1 INDUSTRY PROFILE
3.2 COMPANY PROFILE
IV DATA ANALYSIS AND INTERPRETATION
V FINDINGS SIGGESTIONS AND CONCLLUSION
BIBLIOGRAPHY
ANNEXURE
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LIST OF TABLES
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LIST OF TABLES
TABLE NO
TITLE PAGE NO
1. Table showing the age group of the respondents.
2. Table showing the gender of the respondents.
3. Table showing the marital status of the respondents.
4. Table showing the educational qualification of the respondents.
5. Table showing the designation of the respondents.
6. Table showing the income of the respondents.
7. Table showing the year of service of the respondents.
8. Table showing the type of psychometric test conducted in the organization.
9. Table showing the opinion regarding the application of psychometric test in HR.
10. Table showing the effectiveness of psychometric test to perform the duty in the organization.
11. Table showing the improvement in knowledge of the respondents after attending the psychometric test.
12. Table showing the organization satisfaction with the result generated by using the psychometric test.
13. Table showing the satisfaction of the respondents with the improvement of personality by the effect of psychometric test.
14. Table showing the satisfaction of the respondents with the
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development of attitude by the effect of the psychometric test.
15. Table showing the psychometric test helps in prediction of on- the job performance.
16. Table showing the control of attrition rate through psychometric test.
17. Table showing whether organization should spend money on establishing psychometric test for recruitment purpose.
18. Table showing the psychometric test helps in team building.
19. Table showing the psychometric test helps in control of tension during the working hours.
20. Table showing the psychometric test helps in improving the communication skills.
21(a) Table showing the psychometric test helps in assessing the skills earlier in hiring process.
21(b) Table showing the psychometric test helps in creating the culture that values the work.
21(c) Table showing the psychometric test helps in improvement of the intelligence, aptitude, and personality.
21(d) Table showing the psychometric test helps in handling stress
21(e) Table showing the psychometric test helps in coping with intellectual demands of the job.
22. Table showing the improvement of psychometric test in organization
23. Table showing whether organization plans to use any other psychometric test in near future.
24. Table showing relationship between the age group of the respondents and the psychometric test effectiveness.
25. Table showing relationship between gender of the respondents and improvement in knowledge after psychometric test.
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26. Table showing relationship between marital status and on-the job performance of the employees.
27. Table showing relationship between the psychometric test and the employee performance in the work.
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LIST OF CHARTSLIST OF CHARTS
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CHART NO
TITLE PAGE NO
1. Chart showing the age group of the respondents.
2. Chart showing the gender of the respondents.
3. Chart showing the marital status of the respondents.
4. Chart showing the educational qualification of the respondents.
5. Chart showing the designation of the respondents.
6. Chart showing the income of the respondents.
7. Chart showing the year of service of the respondents.
8. Chart showing the type of psychometric test conducted in the organization.
9. Chart showing the opinion regarding the application of psychometric test in HR.
10. Chart showing the effectiveness of psychometric test to perform the duty in the organization.
11. Chart showing the improvement in knowledge of the respondents after attending the psychometric test.
12. Chart showing the organization satisfaction with the result generated by using the psychometric test.
13. Chart showing the satisfaction of the respondents with the improvement of personality by the effect of psychometric test.
14. Chart showing the satisfaction of the respondents with the development of attitude by the effect of the psychometric test.
15
15. Chart showing the psychometric test helps in prediction of on- the job performance.
16. Chart showing the control of attrition rate through psychometric test.
17. Chart showing whether organization should spend money on establishing psychometric test for recruitment purpose.
18. Chart showing the psychometric test helps in team building.
19. Chart showing the psychometric test helps in control of tension during the working hours.
20. Chart showing the psychometric test helps in improving the communication skills.
21(a) Chart showing the psychometric test helps in assessing the skills earlier in hiring process.
21(b) Chart showing the psychometric test helps in creating the culture that values the work.
21(c) Chart showing the psychometric test helps in improvement of the intelligence, aptitude, and personality.
21(d) Chart showing the psychometric test helps in handling stress
21(e) Chart showing the psychometric test helps in coping with intellectual demands of the job.
22. Chart showing the improvement of psychometric test in organization
23. Chart showing whether organization plans to use any other psychometric test in near future.
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INTRODUCTION OF THE STUDY
I. INTRODUCTION
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1.1 INTRODUCTION OF THE STUDY
Today psychometric testing is employed in a wide variety of setting, from educational to
industrial organizations, for a diverse range of purpose. Especially from the HR point of view, its
uses have increased manifold over the last few years.
Psychometric test is the branch of science which deals with scientific measurement of
personality and intelligence. Psychometric test has been used the early parts of the 20 th century
and were originally developed for use in educational psychology. Test 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.
The 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.
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 test plays a
vital role in both assessment and development of individuals.
MEANING OF PSYCHOMETRIC TEST
A psychological test is essentially an objective and standardized measure of a sample of
behavior. Psychological tests are like the tests in any other science, insofar as observations are
made on a small but carefully chosen sample of an individual’s behavior. Aims to measure
aspects of mental ability, aptitude and personality of an individual.
DEFINITION OF PSYCHOMETRIC TEST
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A simple definition lies in the word ‘psychometrics’ itself: psycho means to do with the
mind, while metrics means to do with measurement. So, we are looking at ways to measure
things relating to the mind.
Psychometric testing is generally used to discover how good someone is at a particular
skill, such as verbal or numerical reasoning. This is different to the related area of psychometric
profiling which is used to “build a picture” of either an individual or a team, such as identifying
their values, personality type or occupational interests.
OBJECTIVES OF PSYCHOMETRIC TEST
To increase personality, preferences and abilities.
To handle stress of the employees.
Best match of individual to occupation and working environment.
To cope with the intellectual demands of the job.
To measure how well the employees work with each other.
To help the organization in recruitment and selection process.
A PSYCHOMETRIC TEST SHOULD BE
Objective: The score must not affected by the tellers beliefs or values.
Standardized: Must be administered under controlled conditions.
Reliable: Must minimize and quantify and intrinsic errors.
Predictive: Must make an accurate prediction of performance.
Non-discriminatory: Must not disadvantage any group on the basis of gender, culture,
ethnicity etc.
TYPES OF PSYCHOMETRIC TEST
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PERSONALITY TEST
Personality is defined as the particular pattern of behavior and thinking that prevails
across time and contexts, and differentiates one person from another. Personality test describes
the character pattern of a person. Some examples of personality test are MBTI, FIRO-B, and 16
PF etc.
ABILITY TEST
These test measure general mental ability or intelligence of an individual. Ability tests
can categorized into the following:
Achievement test: Measures the previous learning and knowledge.
Aptitude test: Measures potential for acquiring a specific skill.
Intelligence test: Measures the potential to solve the problems and adapt to changes.
EFFECTIVENESS OF PSYCHOMETRIC TEST
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PSYCHOMETRIC TEST
PERSONALITY TEST
APTITUDE AND ABILITY TEST
Psychometric test is the act of increasing the personality, aptitude, behavior and
knowledge of an employee for doing a specified job. This is done with a view to bring about
improvement in an employee and thus enabling the employee to make his contribution in greater
measure in meeting the goals and objective of the organization. Psychometric test remains as a
tool for enhancing job related performance and organization effectiveness.
Effectiveness means producing an intended result. The effectiveness of psychometric test
is very important factor. It means how effective the psychometric test.
Many psychometric test fail to deliver the expected organizational benefits. Having a
well-structured measuring system in place can help to determine where the problem lies.
Effective psychometric test helps to organization for recruiting and selection process of
the employees. It is also used for training the employees and for talent development. It benefits
the organization for the motivation and team building of the employees. So the company should
follow effective psychometric test.
ADVANTAGES OF PSYCHOMETRIC TEST:
They lead to judgments that are likely to be more valid than judgments made by other
means. This is the most important advantage of psychometric assessment.
They are relatively cheap and easy to administer when compared to other approaches.
They are likely to lead 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 cost of high-turn over,
under performance or misemployment of staff.
DISADVANTAGES OF PSYCHOMETRIC TEST:
21
There are numerous tests and questionnaires on the market which purport to be
‘psychometric instruments’ but which are not. Unfortunately, it is very difficult for
untrained people to distinguish these from good psychometric instruments.
Lack of correct training is also a significant danger in the use of psychometric test.
It is the use of personality questionnaires to try to assess a person’s ability or skill in a
particular area.
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STATEMENT OF THE PROBLEM
1.2 STATEMENT OF THE PROBLEM
23
Today every organization is providing good working atmosphere to their employees
because in today’s world of production, employees are considered to be one of the factor of
production, so every organization is providing better environment to their employees to get the
work done by the employees effectively and efficiently. In order to evaluate the psychometric
test offered by the company, a study has been undertaken in order to find out the opinion of
employees about the psychometric test prevailing in the organization.
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OBJECTIVES OF THE STUDY
1.3 OBJECTIVES OF THE STUDY
25
To study the effectiveness of psychometric test.
To find out the opinion of the employees regarding the application of the psychometric
test in HR functions.
To find out the improvement of the employees after attending the psychometric test.
To find out how psychometric test helpful in the control of attrition rate.
To find out how well employees handle stress after the psychometric test.
To provide opinions and suggestions regarding the psychometric test.
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SCOPE OF THE STUDY
1.4 SCOPE OF THE STUDY
27
The study entitled “A study on the effectiveness of psychometric test with special
reference to GEM Equipments Limited at Coimbatore” is based on the employee’s survey
through questionnaire as well as personal interview in.
This study consists of sample size 120 employees in various departments. The duration of
the study is 45 days. The research data has been collected through structured questionnaire
method.
Personal data.
Work environment.
Job satisfaction level.
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RESEARCH METHODOLOGY
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1.5 RESEARCH METHODOLOGY
RESEARCH:
Research can be defined as “a scientific and systematic search for pertinent information
on a specific topic”. The Advanced Learners Dictionary of current English gives the meaning of
research as a careful investigation or inquiry especially through search for new facts in any
branch of knowledge.
RESEARCH METHODOLOGY:
Research methodology is a way to systematically solve the research problem. It includes
various steps that are generally adopted by study.
The procedure using, which researches go about their work of describing, explaining and
preceding phenomena is called methodology.
FORMULATION OF RESEARCH PROBLEM:
Psychometric test is an important factor for the functioning of an organization. For some
employee’s job satisfaction is obtained through psychometric test. As the study is based on
“Effectiveness of psychometric test” in the organization it is necessary to take some established
factors like welfare facilities, working conditions, providing the training program are analyzed
and made as a problem of the study. So the topic of the study is “Effectiveness of psychometric
test” in GEM equipments limited, Coimbatore.
GEOGRAPHICAL AREA:
The study is conducted in GEM Equipments Limited, Coimbatore. Where the opinion
of the employees are evaluated and carried out.
PERIOD OF THE STUDY:
The period of the study is 45 days.
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RESEARCH DESIGN:
The research design of the study is descriptive research. The descriptive research studies
are those studies which are concerned with describing the characteristics of a particular
individual or of a group. The studies concerned with specific predictions, with narration of facts
& characteristics concerning individual, group or situation are all examples of descriptive
research studies.
SAMPLING PLAN:
Population
The study has the population size of 360 employees.
Sample unit
Employees working in GEM Equipments Limited, Coimbatore from who the study was
conducted constitute the sampling unit. The employees include various categories like executives
and non-executives.
Sample size
The sample size is 120.
Sampling procedure
The sampling procedure for this study is non probability convenience sampling, the
researcher selects samples.
METHOD OF DATA COLLECTION:
The study adopted primary data as well as secondary data for data collection. As primary
data are those which are collected for the first time and they happen to be original in nature. The
study utilized both primary and secondary data. Primary data was collected through
questionnaire and interview method. Secondary data was collected through company profile.
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STATISTICAL TOOLS ADOPTED:
Percentage analysis
Simple percentage analysis refers to a specified kind of ratio in making comparison between
two or more data and to describe relations between the data. Percentage can also be used to
compare the relative terms, the distribution of two or more series of data.
No. of respondents
Simple-percentage = ___________________________ X 100
Total no. of respondents
Likert-type scales or summated scales
Summated scales or Likert-type scales are developed by utilizing the item analysis approach
wherein a particular item is evaluated on the basis of how well it discriminates between those
persons whose total score is high and those whose total score is low.
Bar diagram
Using bar chart the collected data are clearly plotted and well defined.
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Chi-square test
It is one of the simplest and most widely used non-parametric tests in statistical work. The
quantity χ2 describes the magnitude of discrepancy between theory and observation. If χ2 is zero,
it means that the observation and expected frequencies completely coincides. The greater the
value of, the greater would be the discrepancy between the observed and expected frequencies.
χ2 = ∑ [(O-E) 2 /E] ~ (r-1) (c-1)
O = Observed frequency
E = Expected or theoretical frequency.
The calculated value of χ2 is compared with the table value of χ2 for the given degrees of
freedom and specific level of significant. If the calculated value is greater than the table value,
the difference between theory and observation is considered to be significant. If the calculated
value of χ2 is less than the table value, the difference is not considered significant.
Anova
Anova is the process of studying the variance present in observed values as classified into
several classes. Analysis of variance may be defined as a technique which analysis the variances
of two or more comparable series for determining the significance of differences in their means,
and for determining whether different samples under study are drawn from same population or
not, with the help of the statistical technique called F- test.
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LIMITATIONS OF THE STUDY
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1.6 LIMITATIONS OF THE STUDY
The time period available for the study was limited.
The sample size of the study is limited to 120 not the entire employees of the
organization.
Some of the respondents were unwillingness to answer the questions.
Some of the respondents are afraid to give true information in some cases.
There may be bias on the part of employees while answering to the questions.
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CHAPTER SCHEME
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1.7 CHAPTER SCHEME
CHAPTER-1
This part covers the introduction of the study, statement of the problem, objective of the
study, scope of the study, research methodology and limitations of the study.
CHAPTER-2
This part covers the detailed summary of the project.
CHAPTER-3
This part provides the description about the industrial profile and company profile.
CHAPTER-4
Here the performance is been analyzed by various tools.
CHAPTER-5
This part covers the findings, suggestions and conclusion.
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REVIEW OF LITERATURE
38
II. REVIEW OF LITERATURE
Eysenck, (1994): Psychometric tests of intelligence can be seen as derived from theories, such
as, Spearman’s theory of the general factor or Thurston’s theory of bonds.
D.Constantine-Simms (2000): Psychometric testing can be used to make deductions about
changes in the demand for skills in the economy.
Gill (2000): On management selection, reported ‘a high degree of satisfaction, at times
bordering on complacency, with traditional methods of recruitment and selection which, as the
research indicates, have not changed in any significant way in the past10 years’.
Sternberg (2000): The psychometric approach is one of the most common approaches for
understanding personality and human intelligence
Cassandra Sundaraja (2001): Psychometric test results have a strong role to play in whether
they get the job or not, it is not surprising that candidates will show moderate to high levels of
social desirability. This does not necessarily imply that the candidate has blatantly yield about
himself, and therefore interpreting the social desirability score in the right manner is essential.
Reiss (2001): Psychometric test refers to human development and leadership training purposes to
include areas of: career counseling, pedagogy, group dynamics, employee training, marketing,
leadership training, life coaching, executive coaching, marriage counseling, Workers'
compensation claims and personal development.
Senath Et Al (2002): Psychometric testing in order to select from a pool of job applicants and
indeed of recruitment and selection method.
Bhad (2002): Psychometric tests are like the tests in any other science, in so far as observations
are made on a small but carefully chosen sample of an individual’s behavior.
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Laure Marcus (2004): Psychometric tests provide valuable help to recruiters by giving them
objective information on those aspects that are often difficult to evaluate through other means.
They allow recruiters to save time and money, and reduce recruitment errors, that often turn out
to be a costly affair for the employer. The recruiter can get an access to a whole lot of
information. The recruiter can then use this data as a basis for discussion in the interview.
Robert Edenborough (2005): Psychometric tests as instruments used in gaining understanding
of an individual and predicting an individual’s behavior and thinking and providing a basis for
future actions.
Reber (2005): Psychometric test is seen as ‘’pertaining mental testing in any of its facets
including an assessment of personality, evaluation of intelligence and determining attitudes.
Andrew Jenkins (2006): Psychometric tests are used to make deductions about changes in the
demand for skills in the economy. The standard approach to measuring the demand for skills,
and skill shortages, is to conduct a survey of employees.
Hogan (2007): The concept of quantifiable refers to the ability to reduce the results down to
concrete number scores or measurements. However this does not guarantee the reliability or
validity of the tests or its results. Testing in the psychological field is generally blurred a bit as
categories often blend one into other.
Hayes (2000); Hothersall (2004); Engler (2009): The psychometric approach is useful for
understanding personality and human intelligence, as it has enabled researchers objectively
measure intelligence and personality in order to develop a reliable understanding of these
phenomena.
Gary Mayhew,Ed.d (2012): Psychometric tests are defined as “formalized measures of mental
functioning . In psychology the use of psychometric tests are common and include a number of
forms. As a rule they are exams that are written, verbal or visual observations that are given to
determine cognitive or emotional functioning.
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INDUSTRY PROFILE
41
III. PROFILE OF THE ORGANIZATION
3.1 INDUSTRY PROFILE
The liberalization of the economy has opened new windows of opportunity for
manufacturing sector. Increasingly the success of manufacturing industries is dependent on
innovations, research and development. It is critical not only to remain competitive but also,
significant advantages can be gained by developing and commercializing new technologies.
IMPORTANCE OF MANUFACTURING SECTOR IN INDIA’S ECONOMIC
GROWTH:
The structural transformation of the Indian economy over the last three decades has been
spectacular growth of the services sector, which now accounts for about 50 per cent of the GDP.
However, the rapid growth of the services sector much before the manufacturing industry
attaining maturity is not a healthy sign. A knowledge -based economy cannot be sustained in the
long run unless it is adequately supported by a growing manufacturing economy. Moreover, a
service economy cannot continue to thrive on a long-term basis in a country where over 80 per
cent of the population is education below the middle-school level.
INDIAN ELECTRICAL AND ELECTRONIC INDUSTRY:
In the past, the pace of growth of the Indian electrical industry was laggard for want of
co-ordination & co-operation between authorities and development agencies and technology
backwardness. The electronic industry has carved a niche in the metamorphosing and globalized
market. Electronics is one of the fastest growing segments of Indian industry both in terms of
production and exports. De-license of the industry along with liberalization in foreign investment
and concession in import tariff, attracts global players. Vast indigenous market and efficient
production base are also an attraction to the overseas companies.
42
INDUSTRY OF CHILLERS:
Like a lot of advancements in engineering, chillers are an outcome of the desire to
control the environment around us. As one of the top ten engineering achievements of the 20th
century, the chillers are consequence of our search for a way to keep things cool independently
of the surrounding environment.
The modular chiller solves several overwhelming concerns in modern day air
conditioning. Research has shown that most existing chiller installations are far from energy
efficient. Most are at least 30% oversized or more which results in higher than necessary
power and energy consumption per ton of cooling delivered, increased maintenance cost and,
ultimately, a shortened chiller operating life.
1950 - The first industrial chiller is designed for use in the plastics industry.
1992 – A new filtration system is designed in response to the problem of fouling
caused by the use of CBEs (Compact Brazed Heat Exchangers).
2000 - While existing modular chillers are "modular" in the sense that they can be
delivered in sections and assembled on site, they guarantee uninterrupted operation by
installing additional modules that will back up the system in case one of its individual
modules fails or breaks down.
2004 - Tandem Chillers designs the first true modular chiller where it is possible to
remove an individual component to fix it and "plug" it back in without shutting down
the balance of the system - in a matter of a few hours.
INDUSTRY OF COOLING TOWERS:
A hyperboloid cooling tower was patented by Frederik van Iterson and Gerard
Kuypers in 1918. The first hyperboloid cooling towers were built prior to 1930 in Liverpool,
England to cool water used at a electrical power station that used coal.
Cooling towers are heat removal devices used to transfer process waste heat to
the atmosphere. Cooling towers may either use the evaporation of water to remove process heat
and cool the working fluid to near the wet-bulb air temperature or, in the case of closed circuit
dry cooling towers, rely solely on air to cool the working fluid to near the dry-bulb air