Psychometric Testing

[Sapna]

Psychometric Tests are measures of the mental skills, aptitudes and personality traits of people. Only tests that have been “standardized” for their “reliability” and “validity” should be used to get correct results. Psychometric Tests are behavior samples that are uniform, objective and interpretable. They are designed to gauge individual differences.

Psychometric testing is recognized as a vital component in improving organizational effectiveness through the development of individual, interpersonal and team competencies.

Organizations use psychological tests as part of the selection process-recruitment, redundancy, promotion, and for developmental purposes-career guidance and counseling, personal or team development, succession planning. To understand better the factors that tend to predict best performers, testing can be used to identify common qualities amongst successful employees in a job category, so that those qualities can be looked at and trained for.

Properly developed psychometric tests and questionnaires, when used by competent and qualified individuals, lead to judgments that are likely to be more valid than judgments made by other means.

The psychometric tests are classified in to the following areas:

Ability tests
Personality Inventories
Interest Inventories
Tests of Motivation and Attitude
Projective Techniques (TAT)
Organisation Climate Survey, Employee Satisfaction/Engagement Survey etc.

The below mentioned link might be of some help:

http://books.google.co.in/books?id=EGlq ... 0#PPA17,M1