Académique Documents
Professionnel Documents
Culture Documents
Topic : TEST
TEST
A test is designed to measure such skills and abilities in a worker as are found by job analysis to be essential for successful job performance.
Assumption Preparation Objectivity Imprecise Validity Reliability Standardization Qualified people Usefulness
Types of tests
Aptitude tests -Tests which measure skills and ability and measure whether an individual has the capacity to learn a job efficiently
Personality tests - Includes traits like self confidence ,sympathy ,self confidence etc. Interest tests - It is used to discover a persons areas of interest and to identify the kind of work tat will satisfy him
Performance
G.K
tests - Now a days, G.K Tests are very common to find general awareness of the candidates in the field of sports, politics, world affairs, current affairs, etc.
Perception tests - At times, perception test can be conducted to find out beliefs, attitudes, mental Sharpness etc Situational tests -The candidates is asked to either cope with a situation or solve critical situations of the job
Advantages of tests
Tests
They
can also be used as a basis for objective comparison between applicants are commonly used to judge candidates properly and can help in selecting not the best, but the most suitable candidate
Tests
Personality test can throw light on the character of the candidate can be used for guiding and counseling persons seeking various jobs.
They
If
conducted properly, they can reduce the work of oral interviewers like I.Q. tests enable to find out the mental capacity of the candidate to deal with any eventuality
Tests
The
tests can be used to discriminate the suitable candidates from the unsuitable ones Tests, if systematically conducted, are more objective and reliable as compared to Other personal assessment techniques
Administering the test Relating the test scores and criteria Cross-validating and revalidating Analyzing the results of tests
Case Study
Employee data is spread across multiple systems. Eg: contract information is in mailing database, training details in training database etc. HR does not have consolidated information at any given point in time. Employees work from various locations that are not same as their head count location. HR was unable to keep track of headcount and movements.
With multiple offices, information is spread across the globe and this required coordinating with the regional HR teams spread across different timelines.
Solution
Onsite discussions for requirement Elicitation. Documenting requirements in the form of use cases. Requirement analysis and Domain Modeling. Writing test case scenario's. Design and reviews of front and prototype of the application.