UNIT – I Lesson 1 HRM – AN OVERVIEW Lesson Outline Nature of ...

advice youth or job seekers regarding the field where they are likely to succeed. This is
called ‘vocational guidance.’ Second to select best persons for jobs where they may
succeed. This is called ‘vocational selection.’ There are specific aptitude tests for
mechanical aptitude test, clerical aptitude test, management aptitude test etc.,
Achievement test
Achievement test measures the person’s potential in a given area or job. In other
words, these tests measure what a person can do based on skill or knowledge already
acquired.
Intelligence test
Intelligence tests measure general ability for intellectual performance. The core
concept underlying the intelligence test is mental age. It is presumed that with physical
age, intelligence also grows. There may be exceptions to this rule. If a five year old child
does the test for six years or above, his or her mental age would be determined
accordingly. Mental age is generally indexed in terms of Intelligence Quotient (IQ) and
calculate using the following formula:
Mental age
IQ = × 100
Actual age
It means that IQ is a ratio of mental age to actual age multiplied by 100.
IQ levels may vary because of culture and exposure. Intelligence testing in industry
is based on the assumption that if organization can get bright, alert employees quick at
learning, it can train them faster than those who are less endowed.
Judgment test
These tests are designed to know the ability to apply knowledge in solving a
problem.
Personality tests
Interest tests
These tests discover a person’s area of interest and to find the kind of work that
would satisfy him. The most widely used interest test is Kuder Reference Record. It
consists of three forms. The first form measures vocational interest such as mechanical,
computational, artistic, literary, music and clerical interest. The second form measures
vocational interest such as group activities, avoiding conflicts etc. The third form of