Types of Psychometric test continue..

Types of Psychometric tests continue...

v  Ability tests

 Ability test-use to examine to employees’ skills, verbal skills, numerical skill, problem-solving, decision making (Ryan and Sackett,1987). according to Armstrong (2014), ability tests create too check what people are capable to do or what kind of knowledge they are having to do the job.

“They measure the capacity for:

● verbal reasoning – the ability to comprehend, interpret and draw conclusions from oral or written language;

● numerical reasoning – the ability to comprehend, interpret and draw conclusions from numerical information;

● spatial reasoning – the ability to understand and interpret spatial relations between objects;

● mechanical reasoning – understanding of everyday physical laws such as force and leverage.”

(Amstrong,2014).”

 According to the Andrew Jenkins, (2001) most of the test companies offer ability tests which assesses the specific tasks required in particular jobs. Further Andrew Jenkins, (2001) points out as an example, there are tests for clerical jobs which assess verbal and numerical checking skills, comprehension of office vocabulary, and the ability to plan and organize (Andrew Jenkins,2001).  Similarly, there are tests for technical jobs such as technical checking and faultfinding, knowledge of electronics, and the ability to comprehend diagrams and other job-specific tests exist for call center staff, computer programmers, sales staff, and managers(Andrew Jenkins,2001).

Ability Test (Numerical, Mechanical, Verbal Ability and General Reasoning Questions & Answers)

Source (CareerVidz 2019)

Video explain about numeric reasoning, Mechanical Comprehension, Verbal Ability and General reasoning and sample questions that can be tested in the Ability test. (CareerVidz, 2019)

v  Aptitude tests

Robert Edenborough (2005) argues that the terms ‘aptitude’ and ‘ability’ are not always exactly separated. Many tests in these categories are used to look at behavior, frequently of an intellectual or cognitive nature, with greater or lesser degrees of specificity. Accordingly, there are tests of general intelligence, which can be observed as mental horsepower or the general ability to process information and more expert tests of a particular ability, (Edenborough, 2005).

According to the Armstrong (2014) Aptitude tests are job-related tests that assess the extent to which people can do the work. They typically take the form of work sample tests, which duplicate a significant aspect of the actual work the candidate will have to do, such as using a keyboard or carrying out a skilled task such as repair work sample tests can be used only with applicants who are already familiar with the task through experience or training. (Amstrong,2014).

“The term ‘aptitude’ is usually reserved for those tests directed at predicting whether skill in a particular area can be acquired. Examples are the Computer Operator Aptitude Battery (COAB) and clerical aptitude batteries such as that in SHL’s Personnel Test Battery.” (Edenborough, 2005)

Aptitude test Questions and Answers

Source (CareerVidz,2020)

Above video explain about what are aptitude tests, types of aptitude test and sample aptitude test questions(CareerVidz,2020). 

v  Attainment tests

Attainment tests commonly used to measure capabilities or skills that have already been learned by training or experience (Armstrong, 2010). A typing test is the most typical example. It is easy to find out how many words a minute a typist can type and compare that with the standard required for the job. ( Armstrong, 2010)

According to Edenborough (2005) this test often referred to as achievement tests, these are commonly used in relation to educational assessment than in occupational settings. They denote standard ways of measuring the amount of skill currently reached or accomplished in a particular area. (Edenborough,2005)

‘For example, the Foundation Skills Assessment (FSA), which was published by the Psychological Corporation (1988), is designed to measure attainment in numeracy and literacy skills in adults. This battery of four tests is organized at three levels of difficulty for each and with a short initial screening test. The latter means that the appropriate level of difficulty can be chosen for detailed investigation and so the actual level of attainment assessed with some precision” (Edenborough, 2005).

Source (The Art of Service,2017)

Above video shows example 38 number of attainment test(The Art of Service,2017).

Reference List.

• Andrew Jenkins (2001) Companies’ Use of Psychometric Testing and the Changing Demand for Skills: A Review of the Literature, Centre for the Economics of Education London School of Economics and Political Science. London WC2A 2A.
•  Armstrong’s (2010) A Handbook of Human Resource Management Practice 10th ed PP464-465.
•  Armstrong’s (2014) A handbook of human resource management practice.13th ed p.196-465.
•  CareerVidz,(2019) YouTube. [Online]. Available          at:< https://www.youtube.com/watch?v=mDVms0lGC2o&t=361s> May 20 2020.
•  CareerVidz,(2020)YouTube. [Online]. Available          at:< https://www.youtube.com/watch?v=YerFp7SPOE8&t=2s> May 20 2020.
• Robert Edenborough, (2005). Assessment methods in recruitment, selection, and performance. Kogan Page, London, and Sterling, VA. 
•  The Art of Service,(2017)YouTube. [Online]. Available          at:< https://www.youtube.com/watch?v=rbfJOMxENqQ&t=194s > May 20 2020.