Psychometric Tests Essay

IntroductionPsychometric tests developed quickly during the 1980s and mid-nineties and nowadays, it is very commonly characterd by many organisations for devising decisions on excerpt and promotion. In the UK, near 75% of medium to large size organizations use them as part of their natural selection procedure alongside interviews or other face-to-face assessment techniques. (Website http//www.morrisby.com/faq/faq_answer.asp?ID=11 Accessed 30/11/2005) The psychometric tests ar a useful tool for understanding more ab out(p) the washbowldidates, and generateing out their skill and soulality to support the organisation making prediction about the persons behaviour or roleplay slaying in the future.Types of psychometric testsA key feature of tot onlyy psychometric tests is that they have to fulfil 2 principal criteria in use reliability, ie, tests must provide consistent results when measuring the same characteristics, or factors, on two or more occasions, usually on a test- retest ground validity, i.e they must be able to measure what they claim to measure. (G A Cole, Organisational Behaviour, 1995, Continuum) The psychometric tests fall into two casings* Aptitude tests Measure a persons potential rather than knowledge and how well they stinkpot learn raw skills to cope with the job. The tests mostly focus on the persons numerical, verbal, non-verbal and spatial ability. It is different to the attainment tests because it protagonists to predict the performance of the person, whereas the attainment tests focus on the persons achievement in the past. However, there is a get together between the attainment tests and ability tests because what the person has achieved depends on his/her ability.* Personality questionnaires localise on the persons reputation, values, interests, etc. The tests involve finding out and analysing the ways in which multitude deal with things, their attitude and how they will dribble in different situations. The tests normally dont have a time limit, and there is no right or wrong answers. sticker to 400 BC, Hippocrates from Greece was the showtime theorist to measure the differences between exclusive(a)s spirit. He believed that individuals personality or temperament were determined by their physical fluids or humours, i.e. yellow bile choleric aggressive, excitable, irritable. some other type supposition was developed by William Sheldon (1898-1970,) he believed that the temperament of peck were related to their physique, i.e. the ectomorph type, people who are thin, shy, creative and intelligent, the mesomorph type, which are people who are strong, active, brave and assertive, and the endomorpht type, people who are fat, sociable and easy going.A nonher example of type possibleness was come across a leakd by Swiss psychologist Carl Gustav Jung he foc utilise on how people consider. He created eight psychological types, four Extraverted (E) attitudes plus four introvert (I) attitu des combine with either thinking (T) or feeling (F), and either spying (S) or intuition (N) EST, ESF, ENT, ENF, IST, ISF, INT and INF. His work was later developed by two generations of the Myers-Briggs family, which the MBTI test use one side or other of all four of Jungs, establish a four-letter code to set up cardinal types of personality. In addition, one of the most famous trait theories was created by Hans Jrgen Eysenck (1997 1990) and the Sixteen personality Factor Questionnaire (16PF) created by R.B. Cattell, its one of the known personality measures, also one of the most frequently used in the selection process.The use and effectiveness of psychometric testsOrganisations spend gobs of currency and time on selection and all they want is the right person for the right job, an employee who has the ability, enjoys doing the job, and will provide a devout level of performance, and service the organisation as a result. In other words, the tests assistance the organisation s to fork up money and time, because once they have got the right person for the job, they qualification not need to go through the recruitment process again.During the interview process, sometimes applicants might lie about their achievement and ability, or even create a false good sentiment to increase their chance of getting the job. With the service of process of the psychometric tests, the organisation will be able to nark decisions about people more effective and accurately because the information they get together from the tests are reliable, and also enable them to predict the ability and the performance of the candidate. late(a) meta-analysis studies have consistently demonstrated that cognitive ability testing accurately predicts future job performance across almost all operational areas. (John Arnold, Work Psychology, 4th edition, 2005, Pearson Education Limited)An example of the use of a psychometric test during the selection process could involve a potential sa les manager, and possibly testing them for their numerical ability, verbal reasoning powers and for analysing their personality, enabling the federation to see how he/she deals things, behaves towards the staff or fight backs in different situations. use a psychometric test during the selection process would also help an organisation to give feedback to those who failed to get the job the feedback is accurate and straight forward, back up the applicants to identify their strengths and weaknesses, so they know what kind of job is suitable for them and to help self-development.During the training and promotion processes, the tests are also useful as they help to identify whether the employees need training and assistance in improving their skills in specialised areas. During the promotion process, the organisation might use the personality questionnaires to find out which candidates personality is most suitable to invoke to a higher level. Some organisations might even use the r esults of a psychometric test to make someone redundant. I personally think that it is not fair because the tests should be seen as additional information, and also the personality does not fully reflect the productivity of the employee.Limitation of the testsFirst of all, it may be costly and time-consuming for the organisations to produce the tests because the materials admitd can be expensive, big organisations may even employ a psychologist to design specific tests and it will therefore increase their costs. Examples such as personality tests are difficult to manage and interpret results, and therefore specific experts are needed.Secondly, the applicants can fake their response in the personality tests as it increases their chances of getting the job, as they might attempt to give the answers to which the organisation is looking for. It can be described as social desirability and it contains two fundamentals, self-deception and impression management (Paulhaus, 1989). Self-dece ption refers to applicants being overly optimistic in their perceptions of substantiative personality features while simultaneously trying to play down their comprehend negative aspects. Impression management is more concerned with applicants trying to see nice because they fear social disapproval. (Dominic make and Ivan T. Robertson, The Psychology of Personnel Selection, 1995, Routledge). Its also required to take into account that sometimes applicants might be nervous when they are taking the tests, and that it might have an influence on the answers they are giving.For the aptitude and ability tests, some jobs might require multi-skilled applicants who do not have all of the abilities, this does not mean that they cannot perform well, that their performance would also depend on many other factors, i.e. connections policies, procedures and structure, luck, team working, appraisal musical arrangement, etc. It is hard to predict the performance of an individual when sometimes people rotate their duty or positions, adapt to one of the methods of motivation.The purpose of the aptitude and personality tests are to predict an individuals performance, personality and behaviour, specifically when the individuals receive new information and deem new experiences, i.e. If a special event or dramatic transport in life were to occur, their attitudes would change and it can therefore influence their performance. Another strong argued point against aptitude and personality tests would be, for example, an employee who performs well but has a bad personality he/she could be unfriendly, unsociable and may not like to work as part of a team, but overall his/her performance could be the best within the department.The question is, is he/she unfeignedly the most suitable person for the job? From the business view, he/she is unimpeachably the right person for the job as long as he/she helps to achieve the business targets. However, the use of the personality tests wou ld become useless, and fail to take into account their performance capability in this situation because it clearly proves that his/her personality does not reflect their performance. In addition, the tests might be unsportsmanlike to applicants whose first language is not English, even though some tests might require a certain amount of education, i.e. vocabulary, but also it would be unfair to applicants who have different cultures, or come from a different background, because they might have different beliefs, opinions and values on different things or react differently to similar situations.ConclusionI personally think that the aptitude and ability tests are really useful for organisations, as it helps them to make decisions during their selection and promotion stages. It is reliable and accurate, helps to identify the ability of the applicants and predicts their performance. However, there are lots of factors that could create an influence on the individuals life, which would d irectly or indirectly cloak their performance.The personality questionnaire can be accurate if the person answers honestly to the questions, it can help them to know more about themselves and find out what type of person they are. However, I suggest that the personality questionnaire should not be used within workplace because I strongly believe that personality does not reflect the productivity of the person.Finally, I think it is important for organisations not to blaspheme on these tests because they cannot be 100% accurate, and that they should set out a good selection procedure, making sure they are providing a good feedback system to the applicants, and make sure discriminations do not take place during the selection process.BibliographyReading listG A Cole, (1995), Organisational Behaviour, ContinuumLaurie. J Mullins, (2005), Management and organisational behaviour, seventh Edition, Prentice abode.Andrzej Huczynski and David Buchanan, (2001), Organizational Behaviour An In troductory Text, 4th Edition, Prentice HallJohn Arnold, (2005), Work Psychology, 4th Edition, Prentice HallChristoper Lewis, (1992), Employee Selection, 2nd Edition, Stanley ThornesDominic Cooper and Ivan T. Robertson, (1995), The Psychology of Personnel Selection, RoutledgeWebsite http//www.lboro.ac.uk/service/careers/section/apps_ints/apps_psyc.htmlWHAT Accessed 30 November 2005http//www.psychometricadvantage.co.uk/personalityprofiling.html Accessed 28 November 2005http//www.cosmiccoaching.com/articles/psycho.htm Accessed 28 November 2005http//www.morrisby.com/test_takers_guide/psychometrics.asp8 Accessed 28 November 2005