Abstract
Psychometric tests are widely used as aids in occupational decisions, including the selection and classification of human resources. Recent and ongoing developments in South African labour legislation, especially the implications of the Employment Equity Act, highlight once again the importance of validating all instruments used for assessment and selection purposes. This is a follow-up study, reporting on an investigation into psychometric testing in industry today. Information was gathered to establish which psychometric tests are presently used, and for what purpose. Biographical information on each company concerned is supplied, including the number of employees. The role of psychometric tests in the selection procedure is discussed, as well as the levels at which the tests were applied. The various tests used, as well as the users, are indicated, and comments, recommendations and shortcomings discussed.
Highlights
One of the critical elements in the pursuit of outstanding organisational performance, is the selection and development of the best possible staff
The results of this research are presented in the following format: Brief testing policy ofthe organisation Tests used in the organisation Test users in the organisation Comments by organisational representatives
From this study of the application of psychometric tests in human resource management, it appears that psychometric tests are not used just on their own in practice
Summary
One of the critical elements in the pursuit of outstanding organisational performance, is the selection and development of the best possible staff. Intemational as well as local research has demonstrated the role that psychometric assessment can play in significantly enhancing the selection process for both new entrants and internal promotions. Effective psychometric assessment can play a key role in staff development processes - an important challenge facing South Africa. Psychometric tests are commonly employed as aids in occupational' decisions, including the selection and classification of human resources. According to Owen and Taljaard (1996), it appears that psychometric tests can contribute to the efficiency of selection and placement in industry, if carefully and responsibly used. (1999) "Psychometric Testing is not Dead, People Dynamics, 17(3): 14-17. (1998) "Fairness and Equity: New Legislation will Help to Increase the Best Practice of Occupational Testing", JuVAug Newsline, SHL South Africa. (1998) "Challenges in Psychological Assessment", People Dynamics, 16(11): 30-4. VAN DER WALT, H.S. (1998) "Psychological Tests: Refmed Instruments for Reliable Information to Decision-Makers", In Focus Forum, 5(4): 16-17
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