HRD 606

One should expect that, after nearly a year in the program, all members of my Tusculum team would be producing high-quality, graduate-level work.

Of course, when you are on a team where members refuse to present an article you chose when it was your turn because they didn’t know the meanings of terms or even how to pronounce them, what can you expect. The instructor was very pleased with the relevance of my article selection, by the way.

We had completed fifteen hours’ credit by the time we were enrolled in the course where we were required to review articles on learning evaluation. Each team member wrote one review on behalf of the team. The text below was written by one member. I was embarrassed to have my name on it.

For comparison, you can view the article review I wrote by clicking here.

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Article Review

Psychometric testing: Can it add value to HR?
Catherine Corcoran
Accountancy Ireland, August 2005; 37, 4; ABI/INFORM Global Pg. 63

Psychometrics is defined as cognitive ability, and relates to assessing personality types and a person’s actual ability to do the tasks necessary on the job. This article discusses the use of psychometric testing when making personnel decisions in the workplace.

As we have discussed in class, the evaluation process can be used in a variety of situations. This article is specific to job placement. The author describes a scenario where two different candidates are being interviewed for a finance director position. Through the use of an Occupational Personality Questionnaire (OPQ), the interviewing board found one candidate to be a more appropriate fit for the position. In the interviewing process, candidates can often times “talk the talk”, but objective testing can see if the candidate can “walk the walk.” (at least, on paper, that is.)

In selecting a test, it is important to develop a tool that has high reliability and validity. The test must be directly related to the skills necessary in carrying out the job. Otherwise, the tool is not an appropriate use of company resources. The author also mentions that psychometrics are best used in conjunction with other assessment tools, like interviews. When making personnel decisions, it is imperative to get as much information about the candidate as possible. By using testing as an alternative in selecting potential candidates, “employers are immediately aware of any areas-ability or personality-where an employee might not be an exact match for the job , and can make informed decisions as to whether the employee should be selected and trained, or rejected.”

Finding the appropriate candidate with cognitive skills can save the organization money when is comes to training and development. However, the HR department should not rely too heavily on psychometric testing in making hiring decisions.

The author of this particular article is obviously biased, and sees the value of bringing testing to the forefront of HR decision-making. However, the article does not list the demerits of incorporating a testing program. Test development is an extremely expensive realm, and often requires outside consultants who can do independent organizational, task, and person analyses. A specific DACUM should be developed, along with an extensive list of KSAs that are necessary for a particular job description. Also, it is important to consider particular culture-related issues when writing tests. Experience and education affect how adults approaches a written assessment. It is especially important to develop tests that are not racially biased. (i.e. using words or phrases that may be known only to particular groups or those in particular social circles) Making sure the actual test is truly valid and reliable can produce significant financial stress.

Corcoran does stress, however, that “there is no one ‘best’ profile which will guarantee success across the board.” Different organizations have different goals and objectives which govern different jobs.