CHAPTER 6

Personnel Testing
The modern selective program seeks to make use of every available means to fill positions with individuals whose abilities, interests and other qualifications meet the requirements disclosed by job specifications to be requisite for each position in the organization. For this reason, all sorts of selective tests have been used and are being used by modern industry and business. And, of course, also by governments. Testing. A personnel test is an objective and standardized measure of sample of behavior and as such is used to measure different characteristics as for instance, abilities, aptitudes, interests and personalities in quantitative terms. For a test to be effective and worth the time and effort spent on it, it muist meet accepted standards of reliability. CLASSIFICATION OF PERSONNEL TESTING According to Purpose. Most test used in business and industry are grouped under four major classifications, depending upon the purpose for which they are intended. They are: 1. Tests to determine the aptitudes of skill, such as manual dexterity, the ability to operate machines and equipment like lathes, computers, etc., and of course, the desire to work with things. 2. Tests intended to determine aptitudes in terms of interests, preference and aptitudes. 3. Tests designed to ascertain aptitudes in terms of personality traits and characteristics for given types of work, such as emotional stability, sociability, and aggressiveness. 4. Tests to determine special or exceptional qualities, such as ability to solve problem, work with ideas, and supervise people. Aptitude Tests. The aptitude test attempts to determine the inborn suitability, or the degree of natural endowment in particular field. It measures the productivity or built-in readiness of, for specified type of works. Aptitude tests are simple for they take a narrow range of intellectual measurement. Mulitaptitude tests. They are so-called because they are designed to measure many aptitudes. It measures nine different areas of aptitude, such as: intelligence, verbal aptitude, numerical aptitude, special aptitude, form perception, clerical perception, motor coordination, finger dexterity and manual dexterity. Personality Tests. Personality tests are designed to measure such characteristics as emotional adjustment, perseverance, self-confidence, and many other characteristics.

Mental Abiltiy Tests. Mental ability tests which are known under the popular term intelligence tests, were originally designed at the turn of the century, in order to predict academic success. Intelligence may be defined as an individuals capacity to utilize past learning to cope with problem situations Psychological Testing. People are not alike by nature, training or education. A job may be performed well by one, fairly well by another, and poorly by a third. The job may appear to be a source of satisfaction and pride to one, a monotonous and boring task to another, and entirely beyond the comprehension and capacity of the third. Psychological test in order to be scientific must be impersonal, otherwise there is grave danger that the results of the test will be used without being tempered by other considerations. According to Methods or Techniques. Tests may be further classified according to methods or techniques used in accordance with certain purposes in mind. Three methods or techniques are noteworthy which are used either separately, or in combination of all three called battery. Such test are: a. Performance test. As the title of the test suggests, the individual is tested on the basis of his actual performance on the job. His skills are tested on a machine to which he will be assigned to operate. In such a case his manual dexterity, hand coordination and visual perception among others are put to a test. b. Paper and pencil test. Paper and pencil tests are used particularly in helping determine mental ability and alertness, personality, mechanical comprehension, and other specialized knowledge. In these tests, the job applicant is required to fill out certain prescribed forms and answer questions to the best of his ability within a time limit. Questions may be asked with respect to arranging and completing sentences, completing a short narration, or writing an essay or article, doing mathematical computations, comprehending a series of numbers, or counting of objects. c. Projective test. Projective tests while not as common as performance and paper and pencil test are used in clinical work as diagnostic tools, and require skilled specialists for its administration and interpretation. According to Areas. Tests have been used in a variety of areas, such as: a. Selection. In the area of selection, test have been found to be highly successful in connection with shop and clerical jobs. However, such tests have found little success in professional and executive positions. b. Guidance and placements. Inasmuch as most young people do not know exactly to what field of endeavor they are best suited explains the importance of testing for purposes of guidance and placement. c. Training. Testing is also used to determine who should be trained, where training should begin, and whether training is adequate for the purpose of the company.

Characteristics of Good Tests. While there are a number of characteristics that good tests should posses, however, two such characteristics stand out very prominently because of their importance. They are referred to as validity and reliability. To have validity, a test must project what it is intended to measure. Expressed in another way, it means that there must be a high degree of correlation between the results obtained from the test and results shown by actual performance on the job. By reliability is meant the trustworthiness of the test being administered by the company. The repeated administration of the test should generate the same results, or nearly the same results. Thus, it should be pointed out in this connection that no matter how reliable a test is, the results will measure nothing more than what an individual can do, not what he will do. Fundamental requirements of Personnel Tests. While doubtless reliability and validity represent the fundamental requirements of personnel tests, nevertheless, there are other requirements which must not escape the attention of the officer conducting such test. Among them are: 1. Cost. Any test which is economically prohibitive In cost should be dispensed with. Indeed as has been shown by observations, there appears no relation, if any, between the costs of tests and their quality. 2. Time. Those that could be administered without much expense and cost in time are preferable from the point of economy. 3. Face Validity. Tests must be related to the purpose for which the individuals are made to subject them. 4. Administration. A good test must be be one that is capable of easy administration. Arguments-Pro and Con There is a lot of divergence of opinions with respect to the value of personnel testing. Among the arguments which support the giving of tests, the following seem to be most pertinent, if not to say at the same time the most forceful. First, tests help without form among applicants those who even if given the opportunity to land on a job are not capable of development except through intensive training and therefore expense in terms of time, effort and money on the part of the company. Second, tests provide for an effective matching of personal qualifications with job requirements. Third, in the absence tests, selection may be done half haphazardly if only with the objective of filling up an existing vacancy so much so that at times there is observed square pegs in round holes. Fourth, corollary to the above, if it is extremely difficult to weed out an employee who turned out to be more of a liability rather than an asset to the company.

Sound Testing Programs Important questions to consider. a. Are test desirable? Unless tests are found desirable, there is no sense in justification on the part of a company to institute sound testing program. One factor that must be considered is the size of the company. b. Are the criteria of Job success defined? All tests are aimed at helping amangement select nothing but the best among the job applicants to insure the successful operation of the business, if not say, to foster its growth. c. What tests should be used? Owing to the fact that there are number of personnel testing that are in use by business and industry, the question that calls immediately for an answer is what test to use. To answer this question, it is necessary as well as important to turn the job description and job specification formulated by the company itself. d. Are the test valid? Validity refers to how well the test measures what is suppose to be measured.

Administering the Tests Scoring. Today a good number of test s administered in business and industry can be scored easily through the use of a key or template which is laid over the answered sheet and against which the answers are checked by trained clerks. Interpreting the Scores. In order to determine whether the applicant has successful been hurdled the tests or not as a prelude to the selection of candidates for existing vacancies in the company, standard scores are adopted.

Observations. Before taking leave of the subject, two important observations may be made. They are: 1. Exponents of personnel testing should not ignore the fact that while test can be helpful, they alone cannot predict success or satisfaction in the job. 2. Opponents of testing should not look at it with a jaundiced eye. They should consider some of the advantages that are available to them.