Most of the modern business companies today use intensively
the art and the science of Psychology in hiring human resource and personnel
management. Indeed, faculty of business
did not only adopt the writing standard of APA (American Psychological
Association) but use the basic cognitive testing for human resource
hiring. Study shows that proper application
of Psychological testing during hiring period lessens the future human resource
conflicts and dilemmas.
Polygraph Lie Detector Test
SOME COMMON TYPES OF TEST:
1. Intelligence Test- Intelligence (IQ) test or commonly
known as IQ determines the applicant if he/she can accomplish the technical
task of the company per required by the particular department. Sample testing may be done through
questionnaire or interview.
2. Specific Cognitive Abilities- specific testing activities
are sometimes done when detailed and specific testing for the job is
given. Inductive and deductive
reasoning, verbal comprehension, memory, and numerical ability are sometimes
tested for important qualifications.
3. Motor & Physical Abilities- Motor and Physical testing
for human resource are conducted or the purpose of knowing how the whole
physical body of the applicant interacts towards the nature of job. The most common Psychological testing for
motor and physical abilities is through Dexterity Test. The purpose of Dexterity testing is determine
and measure speed and accuracy of simple judgments as well as the speed of
finger, hand, and arm movements. Other motor
& physical motor testing are the Stromberg Dexterity Test, Minnesota Rate
of Manipulation Test, and Purdue Peg Board.
Mechanical aptitude includes the Mechanical Reasoning Test and the SRA
Test of Mechanical Aptitude.
Dexterity Test
Purdue Peg Board
4. Achievement Test- is a basic evaluation of the basic
knowledge of the job opening. In this
area of test, the applicant will be tested of their university and academic
knowledge and expertise. This kind of testing
is widely used knowing that theoretical knowledge of the job from the latest academic
training is needed inside the business organization.
5. Video-based Situational Testing- are usually used by
outsourced HR hiring companies like Accenture to know the personality of the
applicant by showing a video clip case scenario and evaluate the applicant by
actual verbal and essay interview basing from the given video case.
6. Miniature Job Training- is requiring the applicant to
perform the task that he/she will be doing in the future. This test will allow the applicant to be a
participant to the case sample test. As
such, the actual temperament outcome of the tested applicant will be considered
for higher HR management hiring decision making.
7. Background and Reference Test- implies towards the
chronological professional history of the applicant. Usually the reflection of resume will be the
basis of reference testing.
8. Polygraph and Honesty Testing- using the Polygraph machine
will utilize the ability of technology in determining the honesty behavior of
the applicant. Scientific interpretation
from the mechanical readings of the Polygraph machine will allow the company in
extending their psychological communication reach.
As a final point, Psychological Test and Measurements in
multinational companies of today are mandatorily implemented to allow the
organization to have control and communication of their personnel’s inner
characteristics affecting the job and the company as a whole. Undeniably, APA is reaching not only in basic
behavioral science but to the very detailed organizational behavioral testing
and measurement.
Accenture
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