Selection & Personality Tests

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Personnel

Selection

Personality

Tests

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

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Johari Window

Self

Others

Known

Unknown

Known Unknown

Open

Hidden

Blind

Unknown

Selection is the process of choosing the individuals from among the Group

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What are ?

•Recruitment•Selection•Placement•Job•Job Analysis

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Selection

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

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Selection

•Individual differences•Causes of differences•Human Traits•Performance Traits

Physique AppearanceIntelligence

AptitudesAttitudes

Interests MotivationTemperaments

PersonalitySkills Training

Education JobKnowledge

Character

Individuals

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AgeGenderPhysical

DevelopmentHereditaryEnvironmentCultureNationality

Causes of individualDifferences

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MathematicsReaction timeSustained logical

workMuscular StrengthMuscular

CoordinationDexterity with

toolsHistoryScience

Causes of individualDifferences

Gender

Memory testsNumber checking

testsPattern recognitionWord AssociationMirror DrawingQuick AdaptationDexterity with fingersReadingEnglish

Likely Superiorityof Males

Likely Superiorityof Females

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Human Traits

Expressive TraitsPhysical traitsMovement traitsPerceptual traitsStyle TraitsAge TraitsGender Traits

Performance Traits Intellectual TraitsNon Intellectual TraitsPhysical Performance TraitsSpecial Aptitudes and Abilities

IntellectualVerbal ComprehensionNumerical AbilityLogical ReasoningVisual Memory

Non IntellectualInterestCharacterTemparament

12

What is a Psychological test?

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.

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Development of Tests

Test in addition to other techniquesTests to predict weaknesses than

StrengthsTesting before useTests only if other techniques failsTest Scores may not be the decision

point

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Steps in DevelopingTests

Job AnalysisDeveloping an Appropriate

Test Pilot TestDeveloping Battery of TestsValidation of Tests

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Characteristicsof a Good Test

Reliability

Validity

Standardization

Objectivity

Norms

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Reliability

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

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Validity

Refers to the ability of a test to measure what it was designed to measure.

What psychologist are trying to know about intelligence?

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Standardization

Standardization refers to the uniform procedures used in administrating and scoring a test.

Conditions in which tests are to be administered

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Objectivity

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

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Norms

Norms refers to test scoresof individuals in comparison to reference group……

percentiles, percentage

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Classification of Tests

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AptitudeTests

Tests

Achievement

Tests

Situational

Tests

Personality

Tests

InterestTests

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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

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MeasuresThroughAptitude Tests

•Intelligence•Numerical Aptitude•Mechanical Aptitude•Clerical Aptitude•Psychomotor Aptitude

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IntelligenceTests

•Stanford -Binet Mental Age Scale•Otis Age of Intelligence•Differential Aptitude Test Verbal Reasoning Numerical Ability Mechanical Reasoning Clerical abilities Language Usage

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AchievementTests

Tests given to those applicantsWho have already achieved sometraining in a particular trade and claims to have knowledge aboutsomething

PerformanceTests

Work SampleTests

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PerformanceTests

These test measures the knowledgeof the candidates in a particular fieldMarketing, Law, Accounting,…..

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Work SampleTest

This type of test measures the actualPerformance of the candidates on theJob.Typing, computer programming

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SituationalTests

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 aProblem of investment where information about stock market can be given to him and he may be asked to take decision

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InterestTests

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

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InterestTests

•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

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PersonalityTests

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)WhereF is functionH is hereditary characteristicsE is Environmental learning's

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Big

FivePersonalityTraits

OpennessConscientiousne

ssAgreeablenessExtroversionNeuroticism

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Big Five personality traits

Openness

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

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Big Five personality traits

Conscientiousness

•Efficient/ Organized vs. Easy-going / careless).

• A tendency to show self-discipline, act dutifully, and aim for achievement •Planned rather than spontaneous behaviour.

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Big Five personality traits

•Agreeableness

•Friendly / Compassionate vs. Competitive / Outspoken).

•A tendency to be Cooperative rather than suspicious

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Big Five personality traits

•Neuroticism

•Sensitive / nervous vs. Secure / confident).

•A tendency to experience unpleasant emotions, such as anger, anxiety, depression

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Big Five personality traits

•

Extroversion

•Outgoing / Energetic vs. Shy / Reserved.

• Positive emotions, and •The tendency to seek stimulation in the company of others.

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Extroverts &Introverts

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

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

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PersonalityTests

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)WhereF is functionH is hereditary characteristicsE is Environmental learning's

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Big

FivePersonalityTraits

OpennessConscientiousne

ssAgreeablenessExtroversionNeuroticism

Paramjit Sharma

Big Five personality traits

Openness

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

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Big Five personality traits

Conscientiousness

•Efficient/ Organized vs. Easy-going / careless).

• A tendency to show self-discipline, act dutifully, and aim for achievement •Planned rather than spontaneous behaviour.

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Big Five personality traits

•Agreeableness

•Friendly / Compassionate vs. Competitive / Outspoken).

•A tendency to be Cooperative rather than suspicious

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Big Five personality traits

•Neuroticism

•Sensitive / nervous vs. Secure / confident).

•A tendency to experience unpleasant emotions, such as anger, anxiety, depression

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Big Five personality traits

•

Extroversion

•Outgoing / Energetic vs. Shy / Reserved.

• Positive emotions, and •The tendency to seek stimulation in the company of others.

1 A job is what you make of it.2 On most jobs people can pretty accomplish whatever they set out to accomplish3If you know what you want out of job, you can find a job that gives it to you4 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 fortune7 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 places9 Promotions are usually a matter of good fortune10 To land on a good job, it is more important to know people than knowing the job11 Promotions are given to those employees who performs well on jobs12To make lots of money you have to know the right people.13 it takes a lot of luck to be an outstanding employee on most jobs14 People who performs their jobs well are generally rewarded for it.15 Most people have influence over their supervisors, except you16 The main difference between people who make a lot of money and people who makes a little money is luck

Pl be frank with yourself in answering 16 questions

1 Disagree very much2 Disagree Moderately3 Disagree Slightly

4 agree Slightly5 agree Moderately6 agree Very much

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PersonalityTests

SubjectiveTests

ObjectiveTests

PersonalityTests

ProjectiveTests

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PersonalityTests The candidate himself discloses what

he knows about himself. He makes observationsof himself and reports his findings to thePsychologists— case history, interview, autobiography ….set of questionnaires

SubjectiveTests

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PersonalityTests

The behavior is observed by others on the basis of certain tests –

• Bell Adjustment Inventory•California Psychology Inventory•Guilford-Zimmern Tempramental Survey•Minnesota Multiphasic Inventory

ObjectiveTests

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Bell AdjustmentInventory

•Can be used for screening well adjusted and mal-adjusted workers.

•4 Adjustment scores in Home Health Social and Emotion

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CaliforniaTest ofPersonality

•5 different forms•Primary, elementary, intermediate, secondary, Adult

•The scales are grouped into

•Personal Adjustments

•Self reliance, Personal freedom, feeling of belongingness.

•Social Adjustments

•Social Standard, Family relations, Occupational Relations

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GuilfordZimmermanTemperamentSurvey

•Separate Scores on 10 traits

•Each score is based on 30 items related to the trait

•Each trait vary from high degree to low degree

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GuilfordZimmermanTemperamentSurvey

10 traits1 slow2 Carefree3 Submissive4 lonely5 pessimistic6 sensitive7 suspicious8 Hostile9 Critical10 Interest infeminine activities

Traits1 General2 Restraint3 Ascendance4 Sociability5 Emotional6 Objectivity7 Friendliness8Thoughtfulness9 Personal Relations10Masculinity

1 Fast2 Serious-minded3 Leader4 Many friends5 Optimistic6 Thick-skinned7 tolerance8 Poise9 Faith in others10 Interest inMasculine activities

Traits High Low

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MinnesotaMultiphsicPersonalityInventory

•McKinley-1940

•It assesses those traits of phases of human personality that are characteristics of psychological normal or abnormality. Inventory consist of 500 affirmative statements which a candidate is to answer as true, false or cannot say

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Areas Covered byMMPI

•Neurological Disorders•Motor Disturbance•Sexual Attitude•Political Attitude•Religious Attitude•Occupation•Family

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Areas Covered byMMPI

•Neurotic Symptoms•Obsessions•Compulsions•Delusions•Illusions•Phobias•Sadistic trends•Anxiety…………

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PersonalityTests

The projective technique is an instrument that is considered especially sensitive to unconscious aspects of behavior.

Hndzey has described 5 classes of methodsAssociative techniques Ordering TechniquesConstruction Techniques Expressive TechniquesCompletion Technique

ProjectiveTests

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AssociativeTechnique

ProjectiveTests

•Subjects are asked to react to words, inkblotsor other stimuli with first thought coming to mind

•Frustration•Motivation•Work•Attendance•Punctual•National•Beloved

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Construction Technique

ProjectiveTests

Subject is asked to create a story afterWatching the picture

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CompletionTechnique

ProjectiveTests

•Subject is asked to complete an incomplete Product or sentence

When I heard National Anthem of India at…………………………………………….

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Ordering Technique

ProjectiveTests

•Subject is asked to choose or order among the stimuli

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ExpressiveTechnique

ProjectiveTests

•Subject is asked to express freely on any topic

?

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Commonly UsedPersonalityTests

•The Rorschach Inkblots test•Thematic Appreciation test

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RorschachInkblotsTest

The subject respond to ambiguous inkblotsas a diagnostic tool in studying unconscious processes

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ThematicAppreciationTest

•Candidates are shown cards or pictures and asked to tell a story about each card. He is asked to depict the scene on the card, what the characters are thinking and feelings and what is the outcome of theScene

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Some otherTests

•Test of Vision•Test of Colour Vision•Auditory Tests•Motor and Manual Tests•Hand Dynamometer Tests•Reaction Time Tests•Manual Dexterity Test•Crawford Small Parts Dexterity Tests•Stromberg Dexterity Tes•Bennett Hand Tools Dexterity Test

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Effectiveness of Psychological Tests

Training, Research and Execution

Methodology Used

Tester’s Credentials

Analysis of Test Results

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Improving Psychology of Manpower

MotivationLeadership SkillsCommunicationUnderstanding OthersDecision MakingImprove MemoryPerformance and

CompetenceHealth

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