HRM, Selection Process and Introduction of Psychometric Test

 

HRM, Selection Process and Introduction of Psychometric Test




 

Nowadays many business organizations are facing a lot of problems. One of the most common problems is failing to appoint the most suitable person to a vacant position. Human resource management thus became an integral part of all organizations in achieving its goals. Apart from qualifications, work experience, collaboration, attitudes, staff personality, how they are treated is a key factor in organizational success since the main asset of the organization is staff (Memon, et al. 2018).

Although much was explained in Human Recourse Management, according to Armstrong's (2006) strategic and strategic plan for employees to achieve a long-term and short-term organizational goal can be described as HRM. In the case of human resource management, the recruitment and selection process play a very important role. According to Bratton and Gold (2007) Recruitment is the process of recruiting a group of people who have applied for this selected position and then selecting the most suitable person or people who use special tools or equipment.

Selection Tools Used by Organizations

According to Stone (1982) Human resource managers use a number of methods to select candidates for the largest vacancies. These well-known methods are shown below.

• Conversations

• Skills assessment

• IQ test

• Psychometric Test

• Assessing the basics of skills and competencies

• Reference Check, Check Police and check network conversations


Psychometric Tests




   Source(IDreamCareer, 2018)

Although there are many tools to choose from, the psychometric Test is very popular over the years. Screenihi and Fernandes (2014) argue that the reason for this is that the candidates are well prepared for other options and that will help them to go through the process easily. In fact when it comes to working conditions, employees cannot do the job well enough. Psychometric tests are therefore common and scientific methods used to measure human strength and personality. It empowers employers to select the most suitable person for the specified job (Healy, 2008).

Psychometric tests will be designed to measure the applicant's suitability for the specified position. Employers use data collected in a psychometric test to identify hidden traits of candidates that are difficult to detect in face-to-face interviews or official selection tools (Bryon, 2011).

Reference List

• Armstrong,M.(2006)A handbook of human resource management practice.10th ed.London, 
   Kogan  Page Limited.


• Bratton,J and Gold.(2007)Human resource management : theory and practice.04th ed.Basingstoke,    Palgrave Macmillan.


• Bryon, M.(2011)How to pass Graduate Psychometric tests.04th ed. Kogan Page, London.
• Memon,M,,Ahmed,F., Qureshi,M and Brohi N.(2018)Journal of organizational behavior research.   Effectiveness Of Psychometric Testing In Recruitment Process,l3(1),pp.92-93.


• Stone,T.(1982) Understanding Personnel Management,The Dryden Press Series in 
   Management,01st ed.Harcourt School.


• Fernandes,O and Screenidhi, K.(2004)The benefits of using a Holistic Approach in 
  behavioral assessment Interpretation


• Liam Healy, L.(2008)Psychometric test for dummies, England, John Wiley & Sons Ltd.

 

Comments

  1. Bhashitha Dissanayake 28 August 2021 at 11:44

    Hi Madushani.The Psychometric take a look at and the employee selection manner most employers need the ‘ideal suit’ for any position vacant for recruitment. They usually generally tend to want the satisfactory guy suitable for the activity, technically and interpersonally

    ReplyDelete
  2. Parami Rathmalgoda28 August 2021 at 12:17

    Hi Madhushani. Thank you for sharing Uncommon topic. Psychometric means capacity of the mind. Psychometric tests purport to measure psychological characteristics, including personality, motivation, career interests, competences and intellectual abilities. Most tests require applicants to work through a large number of items in a given amount of time.

    ReplyDelete
  3. Nadeeshan Madusanka28 August 2021 at 13:32

    Psychometric tests are used to assess human intelligence. This is mostly used for interviews since it is difficult to discern behavior during the interview, such as the applicant's experience, educational background, and skills. The results of this exam will greatly assist HR in selecting the best candidate for the job.

    ReplyDelete
  4. Sunith Geeganage28 August 2021 at 22:43

    Selection is so crucial considering the future direction of an organization. Selection process of HR is increase with no of modification to best fit to organization. Psychometric tests designed to find the best person and whether that person suitable for the position or job. Employer can evaluate the data collected from the test and and after processing can identify hidden trait of them.

    ReplyDelete
  5. M.Janarthan29 August 2021 at 06:38

    Psychometric tests provide a rounded view of a candidate, revealing their logical processes, aptitude for problem-solving, and ability to interpret and analyses a range of data. Just as importantly, they also provide an insight into their personality traits, integrity and how they might fit into an existing team.

    ReplyDelete
  6. Rukmali Fernando29 August 2021 at 10:32

    Psychometric testing measures whether the job applicants capabilities and personality best fit for the organization or the job position. If the best fit candidates are selected the organizations can easily achieve their goals by improving performance and reducing the costs.

    ReplyDelete

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