Leadership qualities Essay

This paper talks close to sorting in specialized solelyy psychometric interrogatory that is utilise by employers in blanket employees in the picking process at nerves. After a brief k at presentledgeableness to what psychometric is all closely, it dissects critically this method of choosing employees with respect in like manner the disadvantages and advantages of this subject of bear witnessing. The paper then concludes itself with discussion of the growth of psychometric bear witnessing in relation to its success factor outs leading on to the final concluding paragraph. adit psychometric examination is macrocosm roled for decades instantly, changing its forms while riveting technological improvements.It is intentiond as an necessity element in the screening of employees at the workplace to thereby increase work issuingiveness in legal injury of selection of the right lowlifedidate for the right job. Not entirely in the selection process, but this slip of interrogationing is also used in other atomic number 18as namely, promotion, information, advisory services in wrong of tender-hearted Resource management, mean and development. psychometric examen is used as a tool for deciding upon the winning qualities of employees to get a better perceptiveness of which employee to further develop upon and how, and which to spend different training resources on etc.This type of testing basically uses questionnaires that ar get hold of by victor test makers who also undertake abbreviation of the results with the serving of an organizational psychologist. The verdict/s r distributivelyed thereby is then considered final and accurate to a gigantic extent. Psychometric tests put on been categorized into Ability tests, Motivation tests, Attitude and perception, Projective techniques (TAT), spirit inventories, Organizational climate surveys, Employee satisfaction surveys etc. (TVRLS, 2006)Psychometrics is the field of think over bel onging to the zone of psychometric testing, and is used as an indicator of amount of abilities, attitude, perception, skills, temperament traits including team playing, leadership qualities etc. The two major subdivisions of this type of study ar Construction of the method or procedure in testing and improving upon the qualities of the test in terms of outline and sound judgement (Golombok, n. d. ). There atomic number 18 numerous other fields of study that ar pertinent directly or indirectly to this type of testing.Firstly, there is the clear test theory (CTT) and item response theory (IRT). There is also the Rasch model that aims at the requirements when measuring educational and work indicators in terms of physical sciences. Secondly, in relation to correlation and conclusion out adaptation in the results there argon umteen techniques including factor analysis, multidimensional scaling, selective information clustering, structural equation modelling, and path analysi s. These few methods aim at finding out what data easily prospects into the population that is being tested do a sample and how.(Hogan, 2006) Screening techniques in firms and organizations could range from traditional manual shifting of applications to sophisticated physical exertion of psychometry. Recruiters immensely make use of online resources or garter search for criteria important in measuring the candidates qualification (Suff, 2005). Psychometric tests undertake the study of perspicacity in terms of psychological perspicacity of individual with respect to five criteria that each test possesses. These argon inclemency measures what the test is supposed or has been designed to measure Reliability the results in the end are in line with the research that was interpreted and give non change if the test is undertaken again keeping certain factors unremitting Standardisation the instruments used in the test, timing, instructions, test items, scoring techniques ar e all same for each candidate Objectivity there is no deterring of results referable to biases caused by subjective finiss or favouritism etc. There should therefore be no variation in scores according to these criteria. specialisation tests that have been undertaken have been designed to account for differences and the results should show no assemble of the candidates personal traits and facts like ethnicity, religion, gender etc. (unless the test aims to measure these as a factor). (Dent & Curd, 2004) CRITICAL ANALYSIS The question that arises now is about the significance of these tests in our lives revolving around the workplace and in specific the corporate world. Psychometric testing is efficacious, yes but how can it be used, as a measure of success in employee selection, is the approximately important cursor here.Psychometric tests are used in assisting with the selection process to stand by predict future employee surgical operation and hence to help in planning o ut the desired outcomes against these predictions. These tests are economical and efficient, and facilitate the test presenters in the attainment of information quickly while cutting down on the money cost also. They are non prone to subjectivity biases when they are objective and hence aid in increasing fairness in decision-making.Apart from finding out the right person for the right job, these tests help recognize development necessitates, increase motivation and correct stress factors for employees which have a damaging impact on their productivity levels if non remote or minimized. (Dent & Curd, 2004) Psychometric tests have evolved from the essential to examine ability and resulting widening in work situations. The two types of psychometric tests when broadly put, these being As a measure of ability, verbal or numerical reasoning and as a measure of personality traits and work situations, and what leads to the correct or the go around fit.Analysing the usage of tests c arries utmost grandeur when it comes specifically to the choice in terms of what test is to be used in a given situation. This requires latterly analysis of the kind of job at hand and then testing candidates to determine the kind of traits take oned for that job. On measuring job performance the form that needs to be remembered is skills + attitude + process + knowledge = achiever However efficacious this argument holds for psychometric tests, their severeness and usage, as a tool in selection of employees is considered controversial also.The difficulty here lies in the fact that people who are being testes somemagazines do not give their dependable answers and get prone to achievement of success with the formula given above, except that the attitudes, skills etc might just be their ideal states in their minds and not something that exists within them in real. This lying on the tests and hiding uncoiled meaning of their traits makes accurate judgments difficult and hinders the attainment of absolute fairness in decision-making.And this is also when frequently, psychometric tests are said to be not useful and prone to inaccurate collection of data and information. Hence in mevery organizations, the usefulness of these tests remains limited and is only to the extent of informing about the decision and not actually making it. Therefore, no matter how sparkly the success formula grammatical constructions, the inefficiency prone to this testing can rid an organization of valuable employees (those who had most probably not lied on the test). (Farrington, 2007)The good use of psychometric tests is also another factor that requires discussion in terms of a critical analysis of this topic under dissertation. It is extremely essential that the information used by these tests is relevant to the purpose do study, is accurate and does not probe too much into the personal lives of the candidates so as to stay away from intrusion of their privacy. The test shou ld undertake the inspectors competence, procedures and techniques used, and the client welfare to make sure that these guidelines corresponding to each is followed. The test users must be adequately qualified and trained.Results should not be leaked out or sold to any third parties or yeting other candidates and should only be useable to the test takers who leave behind need it to analyse and conclude the tests. Feedback needs to be offered to the people who have taken the test or the candidates to counter any negative effects of the test that was left on them. These tests should not discriminate against gender, race or ethnicity and even disability and age. All test materials need to be secured completely to hospital ward off any unauthorized access to the information provided by these tests.A few of the common tests that are present, measure ability, aptitude, personality, interpersonal skills and relationship awareness etc. (Dent & Curd, 2004) With respect to the five crite ria mentioned earlier, a study showed that where selection, assessment and training are concerned, cognitive ability tests and work samples were found out to be most valid. Also, the results of this study showed that interviews were most practical. Results from tests involving knowledge assessment, personality tests involving motivation, satisfaction etc showed that these were most popular with prospective employers.(Mok et al, 2008) CASES FOR psychometric TESTS Psychometric testing provides organizations and any test givers a very commanding way of assureing the selection and involution of the scoop out candidates through their thorough analysis in terms of ability and favorite(a) behavioural styles. Psychometric testing allows the pre-hiring screening becomes more popular because validity is a criterion that is usually always met and hence this form of testing becomes more preferred. Usually, it also includes IQ testing also on with personality test to enable the organization to gain valuable insight into the pick out at hand. date is saved, as prospective employees are able to identify constructive things that without psychometrics would have been very hard or time consuming to learn. The HR Department hence becomes a powerful building block as it realized confessedly matching of the employees personality traits with the characteristics of the company. fiscal benefits to the company have also been seen where psychometrics are involved in the process of hiring. Through the availability of technological advances like LAN and the Internet, companies are able to easily administer these tests also.Cost benefits are achieved as ultimately companies in the take up-case scenario able to learn which employees will stay with the company lifelong than the others. (Vaid, 2007) Some of the benefits provided by psychometric testing are 1. Efficiency psychometric testing improves efficiency in selection and decision-making when it comes to humans resource rec ruitment. near suitable candidates are hence chosen thereby making level best use of time, cost and efficiency. 2. More informed recruitment decisions objective information is provided by these tests to ensure the occurrence of an informed decision-making.3. Aid to interviews interviews do not provide all information necessary to conclude upon which candidates are best for that cross job. Hence these tests are highly useful to especially those recruiters who are not much proficient in testing or analyzing a candidate. 4. Tried and tested these tests now have been offered by many agencies that are used for outsourcing these tests by companies. Also, companies themselves now use many different psychometric tests in the selection process today. 5.Business needs these tests are in direct relation with the needs of human resource of organizations, and hence fit perfectly to the purpose of these organizations 6. Potential of an individual an individuals skills and attitudes along with perceptions are thoroughly weighed through these tests that are not provided by interviews as such. 7. For all levels of staff these tests are even more helpful since they are appropriate enough to be used at all levels in the organization. 8. Easy to understand these tests are easy to understand, as their speech communication is unsubdivided and simple.They also hence are not prone to discrimination against ethnicity, language or region when they follow the five effective criteria of testing as mentioned earlier in this paper. (Psychometric Testing, n. d. ) 9. Job profiling this can be make even before the interview takes place, so that key skills and abilities for a event position in the organization can be further do clear before interviewing the person about it. 10. Useful information these tests help in providing useful and complete information as to how functional an employee will be in terms of performance in a particular position. (Oriel Training, n. d.) 11. master key psychometric tests make the entire selection process look more formal and professional 12. Objectivity it adds objectivity to the whole process. 13. Time saving maximum amount of information is collected in lower limit time. 14. Flexibility receivable to the use of technology, tests are administered with more flexibility. 15. Self-awareness when it comes to development of the employees, these tests can help point out the negative factors that should be erased and positive ones that need highlighting and promotion. 16. Cost-effectiveness when used appropriately, they also provide cost advantages to the firm.(Vaid, 2007) CASE AGAINST PSYCHOMETRIC TESTING It is essential to make sure that the correct procedure in testing is followed including the process of selection, administration, feedback and analysis. Failure on the part of the test giver to do can result in ill communication and analysis often results leading to cynicism, anger, and dissatisfaction. Some of the disadvantages o f psychometric testing are sign training can prove to be more expensive and costly, provide of feedback is mostly deemed essential but can waste a mete out of time, Uneasiness and resistance shown by the participants can hinder collection of true results.These tests need to be paired with some other form of assessment because complete reliance on them can prove to be not useful at all to the company. Lying or hiding of true information about oneself can result in portrayal of a false picture to the prospective employer, leading to making of false or inaccurate decisions on his/her part (Dent & Curd, 2004). It is very difficult for an untrained pith to find out which is the correct psychometric test to use and employ, due to the high availability of various types of tests in the market.This involved correct decision in terms of choosing the right test for that organization because if this is not done then the results will not be relevant to the organization and the distinguish a t hand. There are many cases where people administering these tests are not qualified or have not been trained enough to in good order administer these tests, hence it is imperative that in order to get the maximum out of these tests, organizational psychology courses need to be offered for training of these test administrators.It should also be understood that these tests provide results that are not cytosine percent valid and reliable, so as to not take the effect of many external factors can result in large negative consequences to the organization which is often the case. (Team Focus, 2004) SUCCESS FACTORS Many managers do not make good interviewer and this is where again psychometric testing comes in handy. Studies have shown that many managers and interviewers focus on their gut disembodied spirit when it comes to hiring employees. Also, another important factor that they use is the candidates ability through his skills attained at School/ College etc.This is information one can easily discover off and understand through the Curriculum Vitae of that candidate. The success factor of psychometric testing comes in our discussion when we say that the question about whether a candidate is behaviourally fit in an organization is something whose answer lies in the analysis undertaken through psychometric testing. In other words, how well an employee according to psychometrics will be able to match his personality traits with characteristics of the organization and how this will impact his performance inside the organization henceforth. (Lievens & Peeters, 2008)One type of psychometric test here exactly important to this kind of testing is the McQuaig clay test which helps in outlining a behavioural profile of an employee with respect to the bluff position that candidate is applying for. Another success factor very essential to organizational development, is the basic fact that this outline can then be used to erase out the subjectivity biases attached to g ut feeling and help make out a prediction that is dependent on the technical ability of the candidates behavioural personality. There are various reasons for growth in the usage of psychometrics in the selection process.A few of these are 1. Especially when they are hiring employees legal obligations and regulations are met through the use of psychometric tests as they are now being awarded a status that is obligatory to follow and be used by organizations. 2. Test results are now found to be more useful than before because they have been in use for years now. The change policy-making and cultural state of affairs that pertain to an organization has changed. Also, there has been a shift in the climate of these organizations, which have become more varied in terms of diversity in religions, cultures, ethnicity and so on.Tests hence when efficaciously designed and made help take these factors into account also. Equal employment opportunity is hence offered immensely well in most ca ses. 3. The cost of testing have decreased significantly because of the improved and increased use of Internet among many other technological advances. Computer establish testing allows for flexibility, ease and quickness in adding up scores and summing up data probing organizations to indulge when more in such testing procedures 4. benignant Resource policies are more formally and appropriately designed now to take into account a once much ignored resource- human resource.5. Tests provide up-to-date information and when employing older employees, this becomes essential because then tame qualification would prove to be outdated mostly. 6. Large organizations can use these tests to screen large number of applicants, who without the use of these tests and other computer based tests, would be almost humanly impossible to accomplish. (Psychometric success, n. d. ) CONCLUSION The use of tests, in particular those involving psychological analysis are here to stay as can be seen from the ir wide usage and growing popularity.It remains yet the duty of the employers to ensure that they remain professional, ethical, valid and reliable. Training is an essential component o the success of the usage of these tests in an organization to better analyze and understand the results depicted by these tests. Employers while undertaking the administration of these tests need to take a few things in perspective.They should be clear about what they are measuring, what is the audience like, make sure that it is not indiscriminate towards any class etc., ensure proper training, provide adequate feedback, and also guarantee confidentiality of information, so that effectives can be reached along with success in usage of these tests. Effectiveness, all in all depends directly on giving importance to these factors just discussed so that any form of psychometric analysis is made productive. (Dent, & Curd, 2004) Bibliography Golombok, S. (n. d. ) Modern Psychometrics The Science of Psychol ogical Assessment. International Library of psychology Hogan, T. (2006) Psychometric Testing A practical introduction. Wiley. Dent, F. and Curd, J.(2004)Psychometric tests an overview of an increasingly Gordian world Internet purchasable from http//www. ashridge. org. uk/Website/IC. nsf/wFARATT/Psychometric%20Tests%20An%20Overview%20of%20an%20Increasingly%20Complex%20World/$File/PsychometricTest. pdf Accessed 19 December, 2008 Farrington, J. (2007)Psychometric Tests and Professional Salespeople- unhappy bedfellows Internet Available from http//www. greatmanagement. org/articles/57/1/-Psychometric-Tests-And-Professional-SalespeopleUnhappy-Bedfellows/Page1. html Accessed 19 December, 2008 Lievens, F.and Peeters, H. (2008) impact of elaboration on responding to situational judgment test items Online Library Available from International daybook of Selection and Assessment. Dec2008, Vol. 16 Issue 4, p345-355 Mok, C. Wong, A. Lam, W. Baum, L. Ho, K. and Wong, L. (2008) A case-co ntrolled study of cognitive advance in Chinese lacunar stroke patients Online Library Available from Clinical Neurology & Neurosurgery. Jul2008, Vol. cx Issue 7, p649-656 Oriel Training (n. d. ) Key benefits of psychometric testing Internet Available from http//www. orieltrain.com/KeyBenefitsofPsychometricTesting. htm Accessed 19 December, 2008 Psychometric success (n. d. ) The growth of psychometric testing Internet available from http//www. psychometric-success. com/psychometric-tests/psychometric-tests-advantages. htm Accessed 19 December, 2008 Psychometric Testing (n. d. ) Exciting features Internet Available from http//www. excitingfutures. com/psychometrictesting. htm Accessed 19 December, 2008 Suff, R. (2005) First-line distort Online Library Available from IRS Employment Review from IRS Employment Review 12/16/2005 Issue 837, p44-48Team Focus (2004) Disadvantages of psychometric testing Internet Available from http//www. teamfocus. co. uk/disadvantages_of_psychometric_tes ting. htm Accessed 19 December, 2008 TVRLS (2006) Psychometric testing and climate surveys Internet Available from http//www. tvrls. com/psychometric_testing_and_climate_surveys. html Accessed 19 December, 2008 Vaid, R. (2007) Advantages of Psychometric testing Internet Available from HRD Test Products from http//smarthiring. com/articles/articles/6/1/Advantages-of-Psychometric-Testing/Page1. html Accessed 19 December, 2008