4 ABILITY and APTITUDE TESTS

INTRO-4 ABILITY & APTITUDE TESTS Vol 11

The introduction to Vol11 is the same as in Vol. 1, as the tests presented here, albeit more advanced, serve the same purpose i.e. to select the best person(s) for the occupations

The aptitudes, opinions, attitude, abilities, traits, interests, etc. of people vary from company to company, within the country and certainly in multinational organizations.

This can pose problems for the Organization which is intent on meeting its’ Key Performance Indicators and abhors being prevented from meeting these by misfits in the Organization. Organizations need individuals who can blend with their (organization’s) culture and assist in the realization of the organization’s goals and objectives.

It has been proven by behavioral psychologists, after decades of studies in the 20th century in understanding how the individual “affects” the Organization positively or negatively, that the effectiveness on the job is related to an employee’s abilities, aptitude, personality, and interests, and the Organization’s Mangers must be able to differentiate individuals according to these factors in order to maximize their effectiveness. Several psychological tests now exist in an effort to make this differentiation process easier and more scientific. In addition, psychological tests can be administered to people already employed in the organization to determine their need for personal development and future potential within the organization.

In general, intelligence and past achievement tend to limit a person’s interest in some occupations. People with higher mental capacity tend to show greater interest in management and science than people with lower mental ability. Meanwhile, people with less-than-average mental capacity show a greater attraction for positions which involve moderate mental skills. One reason why intelligence helps determine interests is that society tends to expect a higher level of occupational attainment for individuals or superior intelligence.

However, psychological tests alone do not advance the cause of the organization and need to be supplemented with Ability and Aptitude Tests.

This book presents some of the tests which Organizations use but I must caution Organizations that these tests in this book are meant to illustrative and for more tests which may be unique to their Organizations, behavioral psychologists and the operating Managers need to develop the type of tests required to identify the best personnel in each particular trade or occupation and establish benchmarks. However, most Organizations are unwilling to set aside large chunks of money and time required for this purpose and generally relies on established tests available in the market-place. This is where tests, as presented in this book will be helpful. These have been and are being used by many Organizations and Consultants, particularly when identifying the best people for the job.
The tests presented in this book include:
• Language and judgment- a test in proficiency of English
• Supervisory skills – an assessment
• Leadership and profile of self and boss
• Sales skills –a test

As the tests in this book have not been validated in all countries, Users should use these tests as a guide in the Employment selection process.
This book is the second in the series “Aptitude and Attitude Tests”.

LSOM