Page 95 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes Polygraph Tests: Also known as lie diction test, records physical changes in body such respiration,
blood pressure and perspiration on a moving roll of paper while answering series of questions.
Suitable for government agencies for filling security, police, fire and health positions.

Issues: Is it possible to prove that the responses recorded by the polygraph occur only because a
lie has been told? What about those situations in which person lies without guilt (pathological
liar) or lies believing the response to be true.
Integrity Tests: To measure employee's honesty to predict those who are more likely to steal
from an employer. Such questions are generally asked.
Do you carry office stationery back to your home for occasional use?

Do you mark attendance for your colleagues also?
Have you ever told a lie?

Did u know? What are Projective tests?
These tests expect the candidates to interpret problems or situations based on their own
motives, attitudes, values, etc. Many personality tests are projective in nature. A picture is
presented to the person taking the test who is then asked to interpret or react to it. Since
the pictures are clouded, the person's interpretation must come from inside - and thus get
projected.

6.2.4 Standards for Selection Tests

1. Reliability: Test scores should not vary widely under repeated conditions.
(a) Test-retest reliability: techniques giving same results when repeated on the same person.
(b) Inner-rater reliability: giving same results, when used by two or more different rates.
(c) Intra rater reliability: technique which gives the same results, when repeatedly used
by the same rater to rate the same behaviour or attitudes at different times.
2. Validity: is the extent to which an instrument measures what it intends to measure. Example
typing speed.

(a) Content validity: is the degree to which the content of the test represent the actual
work situation. Example, Typing test has high content validity for typist.
(b) Construct validity: is the degree to which specific trait is related to successful job
performance. Example, Honesty would be important for bank cashier.
3. Qualified people
4. Preparation
5. Suitability

6.2.5 Employment Interview

It is the oral examination of candidates for employment. In this step the interviewer matches the
information obtained about the candidate through various means to the job requirements and
to the information obtained through his own observations during the interview.

It gives opportunity to recruiter to:
1. To ask questions that are not covered in the tests.

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