You are on page 1of 18

Subject : Human Resources Management

Topic : TEST

TEST
A test is designed to measure such skills and abilities in a worker as are found by job analysis to be essential for successful job performance.

Characteristics of a good test


Assumption Preparation Objectivity Imprecise Validity Reliability Standardization Qualified people Usefulness

Types of tests

Intelligence tests - Tests of general intellectual abilities or mental ability tests

Aptitude tests -Tests which measure skills and ability and measure whether an individual has the capacity to learn a job efficiently

Personality tests - Includes traits like self confidence ,sympathy ,self confidence etc. Interest tests - It is used to discover a persons areas of interest and to identify the kind of work tat will satisfy him

Performance

interpretation of problems or situations.

tests -This test requires

G.K

tests - Now a days, G.K Tests are very common to find general awareness of the candidates in the field of sports, politics, world affairs, current affairs, etc.

Perception tests - At times, perception test can be conducted to find out beliefs, attitudes, mental Sharpness etc Situational tests -The candidates is asked to either cope with a situation or solve critical situations of the job

Achievement tests - It is basically a measure of what a person has learned.

Advantages of tests

Tests

can be used to check on the reported experience of the applicant.

They

can also be used as a basis for objective comparison between applicants are commonly used to judge candidates properly and can help in selecting not the best, but the most suitable candidate

Tests

Personality test can throw light on the character of the candidate can be used for guiding and counseling persons seeking various jobs.

They

If

conducted properly, they can reduce the work of oral interviewers like I.Q. tests enable to find out the mental capacity of the candidate to deal with any eventuality

Tests

The

tests can be used to discriminate the suitable candidates from the unsuitable ones Tests, if systematically conducted, are more objective and reliable as compared to Other personal assessment techniques

Developing a test programme


In order for any selection test to be useful, an employer should be fairly sure that scores on the test are related in a predictable way to performance on the job . The following steps are generally involved in establishing a sound testing programme.

Deciding the objectives of the testing programme

- Choosing the tests

Administering the test Relating the test scores and criteria Cross-validating and revalidating Analyzing the results of tests

Case Study

Employee data is spread across multiple systems. Eg: contract information is in mailing database, training details in training database etc. HR does not have consolidated information at any given point in time. Employees work from various locations that are not same as their head count location. HR was unable to keep track of headcount and movements.

With multiple offices, information is spread across the globe and this required coordinating with the regional HR teams spread across different timelines.

Solution

Onsite discussions for requirement Elicitation. Documenting requirements in the form of use cases. Requirement analysis and Domain Modeling. Writing test case scenario's. Design and reviews of front and prototype of the application.