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Employment Testing and Human Resource Management - Article Example

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In their article, Employment Testing and Human Resource Management, C.O. Ajila and Linus Okafor give a detailed and informative account of employment testing. However, the relevance of such testing in Human Resource Management is given only superficial treatment…
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Employment Testing and Human Resource Management
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Download file to see previous pages The researcher states that while Ajila and Okafor give a detailed and informative account of employment testing, the relevance of such testing in Human Resource Management is given only superficial treatment. Ajila and Okafor define Human Resources Management, its objective in matching organizational goals with employee skills, and the use of employment testing as a step in any “comprehensive screening program”. The authors present an in-depth account of the origin and nature of employment testing, beginning with its roots in the tests of Francis Galton in 1883, and its evolution over the decades: from Alfred Binet’s scales, the Stanford-Binet test, and the Army Tests used in World War I. Ajila and Okafor go on to define psychological tests, and analyze employment testing in terms of validity and reliability. As personnel selection is one of the most significant features of Human Resource Management, the authors explore validity (accuracy, legitimacy) and reliability (dependability or consistency) in terms of measures used to assess the “attributes related to success on the job”. The authors give a comprehensive report of the various types of tests used in personnel screening and selection, based on cognitive ability, mechanical ability, motor and sensory ability, aptitude, personality, and knowledge. By providing examples of each kind of test, the authors further elucidate the nature of employment testing and the purpose and use of the different tests. Ajila and Okafor conclude with the unequivocal assertion that employment testing should definitely be a part of the process of personnel selection. While the authors give a commendably detailed analysis of the history of psychological testing, and a comprehensive list of the types of tests, the article does not make a strong enough case for the inclusion of such testing in the personnel selection process. Ajila and Okafor do not quote any studies or research to back their stand that employment testing is a reliable and valid method of personnel selection. ...Download file to see next pagesRead More
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