HRM, Selection Process and introduction of Psychometric Test

In the modern day most of business organisations are facing so many issues. One of most common issue is failure to recruit most suitable candidate to the vacant position. Therefor Human resources management became the crucial factor of every organisation in order to achieve its goals. Despite the qualifications, working experience, teamwork, attitudes, personality of the employees, how they are managed is the key factor of the success of the organisation since the main asset of the organisation is the employees (Memon, et al.2018). 

Though the many definition to the Human Recourse Management were found, according to the Armstrong(2006) use of tactical and logical system on the employees to achieve the organization’s long term and short term target can be defined as HRM. In the term of Human resources management, recruitment and selection process plays very crucial role. According to Bratton and Gold(2007) Recruitment is the process of gathered a group of individuals who applied for the said vacancy and choose the most suitable person or persons using the special tools or instruments

Selection Tools Use By Organisations

According to Stone(1982) Human resources mangers use several methods to select the best candidates for the vacant positions. Well known these methods are shown as follows.

• Interviews

• Skills Test

• IQ Test

• Psychometric Test

• Aptitude and competency bases assessments

• Reference Check, Police Check and check with network Interviews

Psychometric Test

                                                  Source(IDreamCareer, 2018)

Though there are many selection tools, psychometric Test became popular over the years. Screenihi and Fernandes(2014) stated that the reason behind that is the candidates have been well prepared for the other selection methods and that will help them to easily go through selection process. In fact when it comes to the practical situation, employees are not capable enough to do the job. Accordingly psychometric tests are standard and scientific methods use to measure individuals capabilities and personalities. Its enable employers to choose most appropriate candidate for the specified job (Healy, 2008). 

Psychometric tests will be designed to measure applicant’s suitability for the said position. Employers use the information collected from the psychometric test to identify the hidden aspects of candidates that are difficult to observe from a face-to-face interview or formal selection tools. (Bryon, 2011).

Reference List

• Armstrong,M.(2006)A handbook of human resource management practice.10th ed.London, 
   Kogan  Page Limited.
• Bratton,J and Gold.(2007)Human resource management : theory and practice.04th ed.Basingstoke,    Palgrave Macmillan.
• Bryon, M.(2011)How to pass Graduate Psychometric tests.04th ed. Kogan Page, London.
• Memon,M,,Ahmed,F., Qureshi,M and Brohi N.(2018)Journal of organizational behavior research.   Effectiveness Of Psychometric Testing In Recruitment Process,l3(1),pp.92-93.
• Stone,T.(1982) Understanding Personnel Management,The Dryden Press Series in 
   Management,01st ed.Harcourt School.
• Fernandes,O and Screenidhi, K.(2004)The benefits of using a Holistic Approach in 
  behavioral assessment Interpretation
• Liam Healy, L.(2008)Psychometric test for dummies, England, John Wiley & Sons Ltd.