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Psychological assessment and Psychological testing in Organizational Setting tl ett is ’ 08 — peer OE Industrial / Organizational Psychology > I/O psychology is the subspecialty of psychology that deals with behaviour in work situations. > In its broadest sense, I/O psychology includes diverse applications in business, advertising, and the military. » Psychological testing in the service of decision making about personnel (hiring, placement, promotion, and evaluation) is thus a prominent focus of this profession. agin — sine A. Job analysis > > The manner in which jobs are defined is crucial to organizational direction and growth. Cascio (1987) has outlined the questions that may be asked when new or existing organizations are scrutinized from the standpoint of employee position: How many positions will we have to staff and what will be the nature of these positions? What abilities, skills, and the personal characteristics will be required of the individual jobholders? How many individuals should we recruit? social, and technical) should e What factors (personal, in the selection of these we be concerned with individuals? How should they be trained, and what criteria should we use to measure how well they have performed their jobs? Before any of these questions can be answered, administrators must define the jobs in question, and then identify the employee skills and behaviours necessary to perform each job. S * : » This process is known as job analysis. a | = x eee —- z Ss gees ee . > Job analysis includes two major components: 1. Job description identifies the physical and environmental characteristics of the work to be done. 2. Job specification details the personal characteristics necessary to do that work successfully. > Approaches to do job analysis ® Direct observation of job incumbents ® Structured interview of workers © Collection of critical incidents from supervisors = Checklists of duties and skills ® Questionnaires ipa B-Personnel assessment and selection » Psychological assessment is done through following method: » Autobiographical data Employment interview Psychological tests VW Paper-and-pencil integrity tests Vv Sensory, physical, and dexterity test V Work sample and situation tests Vv Assessment centers wt ao nage gers. as - ene >Biodata have predictive power because certain character traits which are essential for success also are stable and enduring. > Biodata items usually call for “factual’ data; however, items that tap attitudes, feelings, and value judgments are sometimes included. >Except for demographic data such as age and marital status, biodata items always refer to past accomplishments and events. » There are two different strategies for using background data to _ predict job performance: 1-The development of empirical keys, or systems for scoring application blanks, and 2-The assignment of persons to groups that are homogeneous with respect to biographical information but differ in terms of expected job performance. Psychological tests >In case of business organisations, psychological tests are used mainly at two stages: = First in the pre-employment phase and, ® Second, in the form of various performance appraisal tools done after the employment. eiicegt a ~ nee - > Psychological tests measure the key features that determine whether a person with the required education and work experience: ® will fit successfully into the team and organisational structure of the new company with their personality, : ® will actually be motivated to do their work assignments and responsibilities, ® can do what the work processes require them to do, ® will work successfully and efficiently with their superiors, 2 will successfully and efficiently guide and supervise the work and conduct of their co-workers. > In analysing the structure of personality traits, abilities, interests, attitudes and motivation, we use psychological or psychometric testing. aeannenioy seinen Psychological tests are used for the measuring following: > Cognitive ability > Personality and temperament > Motivation > Emotional intelligence > Social and interpersonal skills me ~ Cognitive ability test > Have many application in personnel selection, evaluation, and screening through measuring : ® Intelligence = Verbal skills, « Numerical ability, s Spatial perception, or perceptual speed > Such tests are quick, inexpensive, and easy to interpret. Representative cognitive ability personnel selection > General ability tests Shipley Institute of Living Scale Wonderlic Personnel test Wesman Personnel Classification Test Personnel Tests for Industry > Multiple Aptitude Test Battery ® General Aptitude Test Battery = Armed Services Vocational Aptitude Battery ® Differential Aptitude Test Battery ® Employee Aptitude Survey allt ” spesee ONE tests used in >» Mechanical Aptitude Tests ® Bennett Mechanical Comprehension Test ® Minnesota Spatial Relations Test ® Revised Minnesota paper form Board Test ® SRA Mechanical Aptitudes » Motor Ability Tests Crawford Small Parts Dexterity Test Purdue Pegboard Test Hand-Tool Dexterity Test Stromberg Dexterity Test 
