Principles for the validation and use of personnel. Most companies realize the value in using psychological tests as part of the employee selection and promotion process. Although the personal interview is the most widely used method of selection of employees, it has its limitations. Sackett, phd cochair university of minnesota nancy t. Psychological testing in personnel selection, part i sage journals. The validity and utility of selection methods in personnel psychology. Psychological disorders are the leading cause of hospitalization in first 2 years of service accession medical standards analysis and research activity, 1999. This article is the first in a threepart series that examines the deveiopment of selection testing. The validity and utility of selection methods in personnel. Psychological tests american psychological association apa, 1985,principles for the validation and use of personnel selection procedures society for industrial and organizational psychology, 1987,enforcement guidance. Personnel psychology is the area of industrialorganizational psychology that primarily deals with the recruitment, selection and evaluation of personnel, and other job aspects such as morale, job satisfaction, and relationships between managers and workers in the workplace.
Such information is obtained through a variety of methods and measures, with relevant sources determined by the specific. Warren bobrow, phd is a licensed psychologist and principal with the context group. Selection personnel was established for the british army. Similarly, while physical fitness and endurance will surely be tested throughout selection i. Part i focuses on the historical deveiopment of personnel seiection testing from the late 19th century to the present, with particular attention given to personality testing. Following the war, more and more tests purporting to measure an everwidening array of psychological variables were developed and used. A selection procedure measure the personality characteristics of applicants that are related to future job performance. Summary of the standards for educational and psychological testing f1 october 2003 the following summary of the standards for educational and psychological testing has been prepared by the state personnel boards test. Psychological testing has been part of the personnel selection process for over half of this century. Review on psychological test for personnel selection in long duration mission to extreme environment by dr. Psycholcgical testing in personnel selection queens university irc. The psychology of personnel selection this engaging and thoughtprovoking text introduces the main techniques, theories, research and debates in personnel selection, helping students and practitioners to identify the major predictors of job performance as well as the most suitable methods for assessing them.
A followup study of 763 veterans with socalled war neuroses showed that 36. Psychological testing in personnel selection, part i. The contemporary application of psychological tests and measures to personnel selection can be traced to the dual influences of the turnofthecentury industrial. Psychological testing for education and personnel selection is of great importance in the efforts by many african countries to ensure that suitable candidates are selected for education beyond the primary school level and for training for different employment.
Use of psychological tests in selection of an employee. Attention was given to the efforts of eariy industrial psychoiogists that shaped and defined the roie of testing in the scientific seiection of empioyees. Psychological assessment contributes important information to the understanding of individual characteristics and capabilities, through the collection, integration, and interpretation of information about an individual grothmarnat, 2009. The mpt was studied to determine its possible value in the selection of officers charged with combined military and scientific duties. Screening applicants for conscientiousness will yield better performers than. The use of psychological tests for selection purposes has. The news items above illustrate some of the ways psychological tests have been applied in our societies. A psychological test can be defined as a formal measuring device that has been developed through careful research. Psychological testingtesting in industrial and business. Personnel psychology is a subfield of industrial and organizational psychology. Review on psychological test for personnel selection in.
Psychological testing in personnel selection, part iii. It is a costly, inefficient and usually invalid procedure. Personality assessment in personnel selection cpp, inc. Validity and utility of selection methods 2 abstract this paper summarizes the practical and theoretical implications of 100 years of research in personnel selection. The use of personality measures in personnel selection. Psychological testing and the challenge of the criterion. Psychological testing in personnel selection, part ii sage journals. Each test has its own relative strengths and weaknesses in this regard. A method of operationalizing a psychological construct using a multiple item test e. This paper examines the development of personnel selection testing from the late 19th century to the present, emphasizing general cognitive ability and personality testing.
Contemporary issues in cognitive ability and personality testing. An integrity test is a specific type of personality test designed to assess an applicants tendency to be honest, trustworthy, and dependable. Determination of the medical necessity of psychological tests always requires consideration of the clinical facts of the specific case to assure that tests. Personnel assessment is a systematic approach to gathering information about individuals. In addition, i discuss only the use of personality tests as a determinant of hiring. Psychological testing in personnel selection semantic scholar. Psychological tests as a selection technique have definite advantages over other methods of selection.
Pdf on mar 1, 20, omar ebrahim al ali and others published psychological testing in personnel selection. Preemployment disabilityrelated inquiries and medical examinations under the americans with disabilities act of 1990equal. Tippins, phd cochair tippins group winfred arthur, jr. They are more objective and have a lesser probability of biases, however unintended, creeping into the selection. Psychological and physiological selection of military special operations forces personnel. Attention is given to the efforts of eariy industrial psychologists that shaped and defined the role of testing in the scientific selection of employees. Material was prepared for use as an aid in handling requests for psychological testing. The use of integrity tests for preemployment screening.
Morris, psyd this article is the third in a threepart series examining the development of selection testing. During world war ii, the military would depend even more on psychological tests to screen recruits for service. I do not address suspicionbased psychological testing by psychologists that an employer may initiate in response to a specific situation. The roots of psychological testing the use of paperandpencil psychological tests in human resource selection was essentially nonexistent prior to the beginning of the 20th century. Callahan, integrity testing for personnel selection. The united states is the worlds largest user of standardized tests and test products and americans are, without. Psychological and personality testing in employment screening. Pdf psychological testing in personnel selection, part. Part i focused on the historical development of personnel selection testing from the iate 19th century to the present, with particular attention given to personality testing. On the basis of metaanalytic findings, this paper presents the validity of 31 procedures for predicting job performance and the validity of paired combinations of general. They range from unstructured interviews to structured personality tests. This information is used to make employment or careerrelated decisions about applicants and employees.
Goffin b a richard ivey school of business, university of western ontario, london, ontario, canada, n6a 3k7 b department of psychology, university of western ontario, canada abstract with an eye toward research and practice, this article. A lack of integrity is associated with such counterproductive behaviors as theft, violence, sabotage, disciplinary problems, and absenteeism. Use of psychological tests in selection of an employee are as follows. Psychological testing has been part of the personnel selection process for over half of this. Personality tests typically measure one or more of five personality dimensions. Testing can often bring objectivity and validity to the recruitment process. Part i focuses on the historical deveiopment of personnel seiection testing from the late 19th century to the present, with particular attention. Pdf psychological testing in personnel selection, part iii. It is vitiated by the bias, prejudices and subjective attitude of the interviewer. As explained more fully in the executive summary, the overall objective of this rtg was to set guidelines to improve personnel selection processes for special operations forces sof personnel.
Policy and practices summary of the standards for educational and psychological testing appendix f appendix f. We can easily answer this question by considering what all psychological tests do. The minnesota personality test in relation to selection of specialized military personnel. In order to be effective, hr practitioners need to be informed of best practice in a wide. Part i focused on the historical development of personnel. California state personnel board merit selection manual. Pdf this article is the third in a threepart series examining the development of selection testing. The minutes allocated for each test include administration, scoring and write up.
I have chosen to focus on aspects of psychological testing for selection purposes that can contribute to the further development of what can be considered best practice in occupational testing. Lastly, i would like to thank my family and friends for their unparalleled support in this journey. In july 2016 the national academies of sciences, engineering, and medicine convened a workshop with the goal of bringing together industrial and organizational io psychologists, experts on personnel selection and testing, forensic scientists, and other researchers whose work has a nexus with workforce needs in the forensic science field with. The main goal of these tests is to predict job performance. Review on psychological test for personnel selection in long duration mission to extreme environment dr. Selection assessment methods common misconceptions about selection tests 1 myth. A very commonly employed selection test is a job interview.
This is the process of determining the knowledge, skills, abilities and. For example, you, as an employer, may conduct personnel assessment to select employees for a job. The legal implications of incompetent hiring eeo laws and court decisions related to. Practical and theoretical implications of 85 years of research findings.
Principles for the validation and use of personnel selection procedures pdf, 338kb 4th ed. They are less timeconsuming and costly compared with interviews. For active duty personnel between 19901999, 23% of all hospital bed days involved a mental disorder diagnosis hoge et al. The use of personality testing in personnel selection riya kumar. Psychological and physiological selection of military. The use of personality testing in personnel selection. The resurgence of personality testing article pdf available in public personnel management 381. Overview of psychological testing psychological testing.
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