Hr Tests Essay

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HUMAN RESOURCE SYSTEMS TOPIC- TESTS GROUP MEMBERS SECTION-B1 CHIRAG VORA - 5 JUI ROY - 12 KAUSTUBH KULKARNI - 15 NICKSON MENEZES - 22 SUJATA SALVE - 40 Types of Tests  Interviews  Personality tests  Cognitive ability tests  Work sample tests  Psychometric tests  Physical abilities tests Interviews Advantages  Useful for determining if the applicant has requisite communicative or social skills which may be necessary for the job.  Interviewer can obtain supplementary information.  Used to appraise candidates' verbal fluency.  Can assess the applicant's job knowledge.  Can be used for selection among equally qualified applicants.  Allows the applicant to ask questions that may reveal additional information useful for making a selection decision.  The interview may be modified as needed to gather important information. Disadvantages  Subjective evaluations are made.  Decisions tend to be made within the first few minutes of the interview with the remainder of the interview used to validate or justify the original decision.  Research has shown disproportionate rates of selection between minority and non-minority members using interviews.  Negative information seems to be given more weight.  Not much evidence of validity of the selection procedure.  Not as reliable as tests. Personality Tests Advantages  Can result in lower turnover due if applicants are selected for traits that are highly correlated with employees who have high longetivity within the organization.  Can reveal more information about applicant's abilities and interests.  Can identify interpersonal traits that may be needed for certain jobs. Disadvantages  Difficult to measure personality traits that may not be well defined  Applicant's training and experience may have

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