Critical analysis of psychometric testing in HRM
Kaspar Lai (100070377) 2014-‐2015 NBS5011Y Human Resource Management Summative Assessment
Introduction: Psychometric testing has been described as a standardised assessment on analysing individuals’ cognitive abilities and personalities traits. These kinds of information are especially important in making managerial decisions, such as recruitment, selection and promotion decisions.
There are many ways of using psychometric testing and the feasibility varies by how organisations use it. In the following, we’ll look at the feasibility of using psychometric testing in human resource management process, the examination of tests available and the way that they are used and discuss the pros and cons of using these tests in selection and promotion decisions.
Feasibility of using testing in HRM process: Psychometric testing is often described as a very useful tool to provide the information, however ‘very useful’ is a fairly vague idea of whether these tests are feasible in the real organisational context. According to some studies (Demasi, 2013), there are five factors affecting the effectiveness of psychometric testing.
The feasibility of using testing relies on whether the five conditions are satisfied. First of all is standardised, the organisation should administrate and score
Introduction: Psychometric testing has been described as a standardised assessment on analysing individuals’ cognitive abilities and personalities traits. These kinds of information are especially important in making managerial decisions, such as recruitment, selection and promotion decisions.
There are many ways of using psychometric testing and the feasibility varies by how organisations use it. In the following, we’ll look at the feasibility of using psychometric testing in human resource management process, the examination of tests available and the way that they are used and discuss the pros and cons of using these tests in selection and promotion decisions.
Feasibility of using testing in HRM process: Psychometric testing is often described as a very useful tool to provide the information, however ‘very useful’ is a fairly vague idea of whether these tests are feasible in the real organisational context. According to some studies (Demasi, 2013), there are five factors affecting the effectiveness of psychometric testing.
The feasibility of using testing relies on whether the five conditions are satisfied. First of all is standardised, the organisation should administrate and score