1. CIP ON WORK AND PSYCHOLOGY
Submitted To
Proff – I.S Singh Sir
Different psychology test conducted
At the time of
Selection process of an employee
By—
Pratik Negi
PGP-SS/09-11/HR

2. Work psychology Page 2
Selection–
Selection is a rational and a set of procedure by which the employer collect information
about individuals seeking job and use the information to make employment decisions.
The purpose of selection is to help an employer identify the most qualified individual for
the job. Generally the term selection is referred to the initial hiring of the employees for
promotion or transfer to other jobs. The responsibility for making such an decision
usually is shared by human resources or personnel department staff and the manager
of the department.
Organization in the employment environment
Employee selection in any organization is open to influence from outside, as indicated in
the figure below a number of environmental factors can effect an organization effort to
hire and retain a workforce. These include national and economy, law and political
climate, organization labor, culture and subculture, science and technology and
behavioral and social science. in addition to it the availability of labor supply, customer
and competitor within the community are special factors for employee selection.
FACTORS influencing SELECTION
ORG - Labor
Customers
Culture and sub culture
Behavioral and social
science
Available labor supply
Law and political
climate
National and global
economy
Competitors
Organizations
Science and technology

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General Steps of Selection methods – [predicting job success]
1} Basics of selection measurement
o Psychological measurement in employee selection { becomes
important }
o Requirement of effective selection measures.
o Validity of selection measures
o Using measurement in selection decision making
2} Test of ability and knowledge
 content of selection test
 Mechanics of testing
 Standardized adaptability test
3} Test of personality and character
Personality testing and selection
Testing of integrity and honesty
4} Applications and other personal back tracking
5} Interviews, GD and other criterions
6} Assessment centers and other simulation
[GENERAL STEPS IN EMPLOYEE SELECTION
WOULD BE AS UNDER]

4. Work psychology Page 4
What is the need to check the physhology?
Psychometric test?
'A psychological test is any procedure on the basis of which inferences are made
concerning a person's capacity, propensity or liability to act, react, experience, or to
structure or order thought or behaviour in particular ways'.
Why use psychometrics in an employment setting?
The main advantages of using psychometric tests are:
 Objectivity - they dramatically reduce bias and personal perspective.
 Clarity - they provide a robust framework and structure.
 Equality and fairness for all individuals (tests are standardized so that all individuals
receive the same treatment).
 Increase the likelihood of being able to predict future job performance (they have a
high level of ‘predictive validity’).
 The identification of training needs.
 Encourage employers to do thorough job analysis in order to identify appropriate
skills and abilities. This helps to ensure that candidates for a position are assessed
on skills only relevant to the job.

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Some uses of psychometric tests are:
 Selection of candidates to jobs
 Personal development/identification of training needs/staff development
 Careers guidance
 Building and developing teams
Psychometric testing is now used by over 80% of the Fortune 500 companies in the USA
and by over 75% of the Times Top 100 companies in the UK. Information technology
companies, financial institutions, management consultancies, local authorities, the civil
service, police forces, fire services and the armed forces all make extensive use of use
psychometric testing.
As an indicator of your personality, preferences and abilities, psychometric tests can help
prospective employers to find the best match of individual to occupation and working
environment. As a recruitment and selection tool, these tests can be applied in a
straightforward way at the early stages of selection to screen-out candidates who are likely
to be unsuitable for the job. They can also provide management with guidance on career
progression for existing employees.
What do psychometric tests measure?
Psychometric tests may measure aptitude, personality or interests:
 Aptitude Tests – these measure how people differ in their ability to perform or carry
out different tasks. (these are the type you are most likely to find at the first stage of
a selection process).
 Interest Tests – these measure how people vary in their motivation, in the direction
and strength of their interests, and in their values and opinions (these are less likely
to be used on new graduates but are sometimes).
 Personality Tests – these measure how people differ in their style or manner of
doing things, and in the way they interact with their environment and other people
(personality).

6. Work psychology Page 6
A psychometric test must be:
 Objective: The score must not affected by the testers’ beliefs or values
 Standardized: It must be administered under controlled conditions
 Reliable: It must minimize and quantify any intrinsic errors
 Predictive: It must make an accurate prediction of performance
 Non Discriminatory: It must not disadvantage any group on the basis of gender,
culture, ethnicity, etc.
Potential Problems in Personality Testing
There are several potential problems associated with the use of personality tests.
The most serious are
1. Validity
2. Reliability
3. lack of job relatedness
4. invasion of privacy
5. faking by test takers
6. Labeling of test takers
What are different means and Measures that are used to check it.
QPQ32r measure
The OPQ32r is designed to be used at every stage of the employee lifecycle, from
recruitment and selection, to development and succession. The depth of insight and
range of available reports means the OPQ32r is an excellent choice in multiple contexts
from graduate recruitment to leadership development.
A range of targeted, user-friendly and professional reports are available, providing clear,
concise, graphical summaries of performance against job competencies. Most of these
reports are designed for use by line managers.
SHL OPQ Tests
SHL tests, including the SHL OPQ (Occupational Personality Questionnaire) and SHL
ability test are successfully used for occupational testing worldwide, providing robust
psychometric tools for recruitment, candidate assessment and selection, personal
development and career development purposes. SHL were previously known as Saville
and Holdsworth.
The Occupational Personality Questionnaire invites candidates to describe their
behaviour, preferences and attitudes, in relation to different aspects of their working life.
The candidate's responses are then compared against those of a large relevant
comparison group to give a profile of the candidate's perceived preferences for different
ways of behaving at work

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Bennett Mechanical Comprehension Test, Forms S and T)
The BMCT is designed to measure the ability to perceive and understand relationships
of physical forces and mechanical elements in practical situations. It contains 68
questions presented as black and white illustrations. Each requires the understanding
and application of some physical law or mechanical operations.
IQ/achievement tests
IQ tests purport to be measures of intelligence, while achievement tests are measures
of the use and level of development of use of the ability. IQ (or cognitive) tests
and achievement tests are common norm-referenced tests. In these types of tests, a
series of tasks is presented to the person being evaluated, and the person's responses
are graded according to carefully prescribed guidelines. After the test is completed, the
results can be compiled and compared to the responses of a norm group, usually
composed of people at the same age or grade level as the person being evaluated. IQ
tests which contain a series of tasks typically divide the tasks into verbal (relying on the
use of language) and performance, or non-verbal (relying on eye–hand types of tasks,
or use of symbols or objects). Examples of verbal IQ test tasks are vocabulary and
information (answering general knowledge questions). Non-verbal examples are timed
completion of puzzles (object assembly) and identifying images which fit a pattern
(matrix reasoning).
Manchester Personality Questionnaire (MPQ14)
120 item personality test provides a profile on 14 primary dimensions as well as a "big
5" dimensions summary profile. Scales include: Originality, Rule Consciousness,
Openness to Change, Assertiveness, Social Confidence, Empathy,
Communicativeness, Independence, Rationality, Competetitiveness,
Conscientiousness, Perfectionism, Decisiveness, and Apprehension.
Advanced Managerial Tests
The tests are designed to measure the verbal and numerical abilities required of middle
and senior managers. Consequently they are recommended for use with those with an
educational level of good GCSE or ‘A’ level and above. Four sub-tests are provided, two
numerical and two verbal. The tests measure word usage and grammatical
understanding (VMT1); the ability to solve decimals, percentages, averages and ratios
(NMT2); the ability to understand and critically evaluate written passages (VMT3), and
the ability to make inferences and decisions from numerical data, graphs, charts and
tables (NMT4). The sub-tests can be used individually or as a battery. The tests have
between 30 and 35 items, which are responded to by means of multiple-choice
selection. The tests take either 20 min. (VMT1 and NMT2) or 35 min. (VMT3 and NMT4)
to complete and the use of calculators is stipulated. In keeping with their claim to be
occupationally relevant, they are business-orientated in style.

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Automated Office Battery
The battery was developed to identify the skills needed to work in a automated office
environment and is designed for use with potential office staff who will be using
automated equipment (e.g. accounts clerks, clerical supervisors, etc.). The battery
contains three tests and in 1990 three parallel versions were published which are
distinguished by the letter Y in the title: Numerical Estimation (NE-1 and NE-1Y)
contains 50 items and takes 10 min.; Computer Checking (CC-2 and CC-2Y) contains
40 items and takes 12 min. and Coded Instructions (CI-3 and CI-3Y) contains 40 items
and takes 18 min.
Applied Technology Series
The ATS contains six tests designed specifically to supplement those available in the
TTB (see separate review) and assess skills for working in the high-technology sector of
the job market (mechanical and electronic engineering, process control, high-technology
production and assembly, computer-aided design operatives, etc.). The six tests fall into
two groups. The first three are designed to measure more general aptitudes and are for
candidates with just basic formal educational qualifications. These include ‘Following
Instructions’ (VTS1, 36 items, 20 min. time limit); ‘Numerical Estimation’ (NTS2, 40
items, 10 min. time limit) and ‘Mechanical Comprehension’ (MTS3, 36 items, 15 min.
time limit). The other three tests are more specific and are aimed at candidates with
moderate levels of educational attainment (e.g. good GCSEs, good CSFs, or ‘0’ levels).
These include ‘Fault Finding’ (FTS4, 36 items, 20 min. time limit); ‘Spatial Checking’
(STS5, 40 items, 15 min. time limit) and ‘Diagrammatic Thinking’ (DTS6, 36 items, 20
min. time limit). The latter three tests employ some fairly novel item types while the
former three use more traditional ones
MD5 (Mental Ability Test)
The test was first developed in 1972 and is described as a test of mental ability for staff
selection and placement at managerial and supervisory levels. It is available as a paper-
and-pencil test and in a computer administration/scoring/norming format and takes 15
min. to complete. Written material is used, requiring the candidate to write out answers
to both verbal/vocabulary and arithmetical items. However, it is stated that the MD5’s
prime concern is with the abilities to deduce relationships and to apply the rules
governing them. The 57 items are presented in the following combination. Relationships
(15 items), symbol relationships (answers as words or parts of words: 16 items),
alphabetical sequence relationships (six items), symbol relationships (answers as
letters: four items), relationships between numbers and letters or words (five items),
symbol relationships (answers as numbers: one item), arithmetical relationships (nine
items), and arithmetical procedures (one item).

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IT’S a big business today.
It is estimated that as many as thirty per cent of all companies use some form of
personality testing. The actual percentage of personality test usage is somewhat difficult
to ascertain clearly because surveys tend to inquire about the use of "psychological"
tests rather than "personality" instruments per se. Psychological tests include an array
of tests such as cognitive ability tests (instruments that measure a person's ability to
learn or to perform a job), psychomotor abilities tests (devices that measure strength,
dexterity, coordination, and other performance aspects), job knowledge tests
(instruments that measure a person's understanding of the duties and responsibilities of
a particular position), and vocational interest tests (paper-and-pencil tests that measure
a person's interest in various occupations).
Among the readily identified users of pre-employment personality tests are such well-
known companies as Wal-Mart, General Motors, Yankee Candle Company, Universal
Studios Hollywood, Albertson's, Neiman Marcus, Target, Finish Line, Inc., and General
Motors.
It is estimated that personality testing is currently a $400 million industry that is growing
at a rate of eight to ten percent annually. Some 2,500 personality tests are allegedly
available in the testing marketplace. Among the most widely known tests are those that
have been around for some time such as the Myers-Briggs Type Indicator, the
Minnesota Multiphase Personality Inventory (MMPI), and the California Psychological
Inventory (CPI).
References
1. Test measurement and research methods in behavior science – (AK singh)
2. Employee selection – (lilly M. berry.)
3. www.psychtesting.org.uk
4. www.shl.com
5. www.ksl-training.co.u
6. www.google.com
7. www.psychometric-success.com
8. www.jobtestprep.com
9. www.centraltest.com