Selection: Basic Testing Work

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Selection: Basic Testing Work

Selection: Basic Testing Work

Tests are useful selection devices in that they uncover qualifications and talents that can’t be detected otherwise. They can be used to predict how well one would perform if one is hired, why one behaves the way one does, what situational factors influence employee productivity, etc. Tests also provide unbiased information that can be put to scientific and statistical analysis. [ Selection: Basic Testing Work ]Image result for Selection: Basic Testing Work in hrm diagram

Standards for Selection Tests

To be useful as predictive and diagnostic selection tools, tests must satisfy certain basic requirements:
1. Reliability: Test scores should not vary widely under repeated conditions. If a test is administered to the same individual repeatedly, he should get approximately identical scores. Reliability is the confidence that an indicator will measure the same thing every time.
2. Test-retest reliability: Where the technique gives the same results when administered repeatedly to the same person. For example, if a person takes the same hearing test twice during the week and receives the same result, the test -retest reliability is high.
3. Inner-rater reliability: Where the instrument gives the same results when used by two or more different rates. For example, if two supervisors interview the same worker and evaluate the worker similarly, the interview has high interrater reliability.
4. Intra-rater reliability: Where the technique gives the same results when repeatedly used by the same rater to rate the same behaviours or attitudes at different times.
5. Validity: Validity is the extent to which an instrument measures what it intends to measure. In a typing test, validity measures a typist’s speed and accuracy. To determine whether it really measures the speed and accuracy of a typist is to demonstrate its validity.
6. Qualified people: Tests require a high level of professional skills in their administration and interpretation. Professional technicians are needed for skilled judgmental interpretations of test scores.
7. Preparation: A test should be well prepared. It should be easy to understand and simple to administer.
8. Suitability: A test must fit the nature of the group on which it is applied. A written test comprising difficult words would be fruitless when it is administered by less educated workers.
9. Usefulness: Exclusive reliance on any single test should be avoided since the results in such a case are likely to be criticised. To be useful, it is always better to use a battery of tests.
10. Standardisation: Norms for finalising test scores should be established. There must be prescribed methods and procedures for administering the test and for scoring or interpreting it. [ Selection: Basic Testing Work ]

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