The most popular
types of test (in order of their
usefulness…are
- performance test
- aptitude test
- personality test
- intelligent test
(Maimunah aminuddin first published 1992 ISBN 9676558370
fajar bakti Book: Human Resource management third edition…
To be useable …test must be valid and reliable
A valid test is one which measures what it intends to
measure A highly test score should mean that the applicant will be able to do
good work
A reliable test is
one which gets consistent results if repeated or if different testers are used
A) Performance tests is The purposed of a performance of
achievement test is to check that a candidate has specific abilities that he
says he has , even when he is able to show some certificate of compentency.
Performance test / achievement test stimulates actual conditions and tasks to
beperformed on the job
example
i.
driving test
ii.
keyboarding test
iii.
language test
iv.
computer usage test
v.
machine usage test
For forest ranjer…the abilities to identify the tree species
in the forest stand asuch as know which is Chengal, Meranti, keriung, nyatoh,
merbau which are have the high quality of wood for sawn timber and furniture
etc
Tests are easy to construct and administer and they give a
clear picture of the candidate’s abilities and skills
B) Aptitude test
Aptitude tests attempt to discover a person’s potential
abilities and talentd. If a person has an innate aptitude, then it can be
assumed that with proper training he will be able to develop a skill in that
particular area
Different aptitudes for instance the forest ranjer should
know the species of tree like chengal. Meranti, nyatoh, keriung,
sesendok,ramin,dammar minyak, merbau etc
Aptitude test are useful to the employer wishing to recruit
trainees and apprerantices fresh out of school who have no technical background
or work experiences to prove their abilities
C. Personality Test (page 38…
Manay a job specification will call for a person with
certain person with certain person ability characteristics such as ‘friendly’;’coorperative’/
able to work in a team’; and ‘assertive/ firm.
D) Intelligence tests
Intelligence is a useful attribute in most jobs today.
Everybody assumes that the more intelligent a person is, the better he can
perform. Unfortunately this is far from reality. If a candidate with above
average intelligence is given a challenging, difficult job, he may flourish. If
however he isgiven a routine job with little or no discretion and no
opportunity to exercise his intelligence, he will soon become bored and frustrated
The question is therefore not, whether we can measure
intelligence. There are plenty of tests which do that accurately. The problem
for intelligence needed for a particular job. Does a score of 100 , or 120 mean
that a candidate will perform wellness on a given job?
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