[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-298108-105":3,"detail-sidebar-cat-0-en-105":81,"doc-detail-298108-en":130},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","the-application-of-psychometric-tests-in-human-resource-management","The Application of Psychometric Tests in Human Resource Management","","Psychometric tests support occupational decisions by helping organizations select and classify human resources. In South Africa, new and continuing labour legislation—especially the Employment Equity Act—raises the need to validate every assessment tool used for selection. This follow-up investigation collects information on which psychometric tests industry currently uses, the purposes for their use, company background details, and where tests are applied in the selection process, including users, comments, recommendations, and shortcomings.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/research-report/","Research & 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Application of Psychometric Tests inHuman Resource Management\n\nRP van der Merwe  \nDepartment of Industrial and Organisational Psychology,University of PortElizabeth  \n## ABSTRACT\n\nPsychometric tests are widely used as aids in occupational decisions,includingthe selection and classification of human resources.Recent and ongoingdevelopments in South African labour legislation,especially the implications ofthe Employment Equity Act,highlight once again the importance of validatingall instruments used for assessment and selection purposes.This is a follow-upstudy,reporting on an investigation into psychometric testing in industry today.Information was gathered to establish which psychometric tests are presentlyused,and for what purpose.Biographical information on each companyconcermed is supplied,including the number of employees.The role ofpsychometric tests in the selection procedure is discussed,as well as the levels atwhich the tests were applied.The various tests used,as well as the users,areindicated,and comments,recommendations and shortcomings discussed.  \n                                  JEL J29  \n## 1INTRODUCTION\n\nOne of the critical elements in the pursuit of outstanding organisationalperformance,is the selection and development of the best possible staff.Intemational as well as local research has demonstrated the role that psychometricassessment can play in significantly enhancing the selection process for both newentrants and internal promotions.Effective psychometric assessment can alsoplay a key role in staff development processes -an important challenge facingSouth Africa.  \nPsychometric tests are commonly employed as aids in occupational decisions,including the selection and classification of human resources.From theassembly-line operator or filing clerk to top management,there is scarcely atype of job for which some kind of psychometric test has not proved helpful in  \nReproduced bySabinet Gateway under licence granted by the Publisher(dated 2006)  \nsuch matters as hiring,job assignment,transfer,promotion,or termination(Anastasi &Urbina,1997).  \nAccording to Owen and Taljaard (1996),it appears that psychometric tests cancontribute to the efficiency of selection and placement in industry,if carefullyand responsibly used.Friedenberg(1995)refers to research which comparesdifferent selection procedures(application forms,letters of reference,interviews,testing)and confirms that although each technique has its ownmerits,standardised tests are psychometrically the soundest.  \nMoerdyk,in an article by Mittner(1998),reportedly mentions that ifpsychometric tests are handled with insight and sensitivity,they remain the mosteffective means of predicting behaviour.Kemp(1999)says that tests are an aidin the selection process,and if properly used,supply invaluable informationwhich is not easily gleaned in interviews.According to Van der Walt(1998),experience has proved that tests are generally more reliable and valid than otheravailable techniques.Studies in trade and industry have indicated thatpsychometric tests are about four times more effective than screeninginterviews.  \nGiven the high costs of staff turnover and the heightened importance ofidentifying key staff from previously disadvantaged population groups,psychometric assessment can make a major contribution to human resourcemanagement in South Africa.In the light of the above-mentioned points,it wasdecided to investigate the application of psychometric tests in human resourcemanagement.This study is a follow-up report on the findings of such ongoingexploratory research(Van der Merwe,1999),undertaken to establish whichpsychometric tests are used and for what purpose,in industry today.  \n## 2 RECENT LEGISLATION\n\nTo protect the public against abuses,the use of psychometric tests is legallyspecified (Medical,Dental and Supplementary Health Service Professions Act,1974).Specialised tr","cbCaigv8Dsr53dwV","https://ap.wps.com/l/cbCaigv8Dsr53dwV","pdf",805037,18,"English","# ABSTRACT\n# 1 INTRODUCTION\n# 2 RECENT LEGISLATION\n# 3 THE SELECTION PROCESS","[{\"question\":\"What role do psychometric tests play in human resource decisions?\",\"answer\":\"They are used as aids in occupational decisions, particularly for the selection and classification of human resources.\"},{\"question\":\"Why is test validation emphasized in South Africa?\",\"answer\":\"South African labour legislation, notably the Employment Equity Act, highlights validating instruments used for assessment and selection to support fairness and scientific soundness.\"},{\"question\":\"Who may use psychometric tests according to the legislation discussed?\",\"answer\":\"Tests may only be used by registered psychologists or other suitably qualified and registered persons under the supervision of psychologists.\"}]","The Application of Psychometric Tests in Human Resource Management | PDF",1789751053,45]