Use of Psychometric Tests in Selection Essay Example | Topics and Well Written Essays - 2000 words

Use of Psychometric Tests in Selection - Essay ExampleManagement therefore faces the risks of not hiring the proper person and it would skilful be a waste of resources to have hired people who will not be contributing to attainment of the goal of the organization.Being aid to employee survival of the fit bear witness and development decisions and processes, psychometric tests could not just be administered nor delegated to anybody as there are costs and risks that are involved in the decisions. In the same federal agency that employees submitted credentials must be verified for authenticity and reliability, psychometric tests are to be evaluated also in terms of validity and reliability of the test.It may be asked whether it is possible to the have most effective way to evaluate the reliability and validity of any estimation tests so to help the decision maker screw exactly how to find the right productive people with certainty and predictability with off any catastrophe in hiri ng any wrong people who simply look good. PsyAsia external (2007) cited a Hong Kong website of an employee testing system that with worldwide claim that testing the people one knows very well will allow one to know which assessment test can be valid and reliable to use. PsyAsia International heavily the claim as to show need for understanding the real essence of test of validity and reliability.3responded that the obvious assumption is that we know ourselves well and so if the test report provides an accurate reflection of the self that we know, it must be valid. 4Using research as basis of criticism, PsyAsia International5 did expose how defective such assessments of test reports by individuals. It therefore cited a study where human resource professionals attending a conference were asked to have intercourse a personality test.After the personality test, the same professionals were given a randomly generated narrative report but said participants were NOT told that it had been ra ndomly generated and they were asked to evaluate its accuracy. What came out was that 90% of the respondents agreed that the report was either amazingly accurate or very accurate. Were the participants really good in evaluating the accuracy Or, could it imply that what was randomly selected has the great hazard that the result of the test has a statistically significant basis and therefore must be reliableIt would seem from the above result of research that it was indeed easygoing to have known that 90% of respondents agreed, but how accurate are the respondents report PsyAsia International reminded of suggestions made by various worldwide psychological societies and academics to assess at least(prenominal) 4 types of validity when evaluating tests.6 In the same context then, PsyAsia Internat