A PROJECT REPORT ON
THE PSYCHOMETRIC TOOL KIT OF HUMAN RESOURCE MANAGEMENT
TABLE OF CONTENTS
1. Executive summary 1 2. Objectives of study 3 3. Literature review 4 4. Research Methodology 16
2.1 Psychometric testing: Myths and Realities 18 2.2 The big five personality dimensions 20 2.3 Firo-B: Fundamental Interpersonal Relationship Orientation-Behavior 27 2.4 MBTI: Myers-Briggs Type Indicator 34 2.5 The DiSC personality model 51
2.6 16PF® 60 2.7 Johari window 80 2.8 The Belbin team roles inventory 92 2.9 Aptitude and Ability Tests 99 2.10 Speed and Power Tests 102 2.11 Verbal Ability Tests 105 2.12 Verbal Reasoning Questions 114 2.13 Numerical Ability Tests 116 2.14 Numerical Critical Reasoning 121
3.1 Data Analysis & Interpretation 122
3.2 Findings 133
3. Conclusion 135 4. Limitations 136
4.2 Annexure (A) Questionnaire used
(B) Some filled questionnaires
(C) MBTI questionnaire
Psychometric testing today is employed in a wide variety of setting, from educational to industrial organizations, for a diverse range of purposes. Especially from the HR point of view, its uses have increased manifold over the last few years.
The term “Psychometric Testing” evokes different reactions in different people. Some people think of it as an enigmatic thing, some other treat it as recent fade and still others tend to think of it as something fearsome. By and large, a negative perception has been woven around psychometric tests.
A psychological test in reality is essentially an objective and standardized measure of a sample of behavior. Psychological tests are like the tests in any other science, insofar as observations are made on a small but carefully chosen sample of an...
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