a study on effectiveness of psychometric test

A STUDY ON THE EFFECTIVENESS OF “PSYCHOMETRIC TEST” WITH

SPECIAL REFERENCE TO GEM EQUIPMENTS LTD, COIMBATORE.

PROJECT REPORT

Submitted by

SRI KANAKA DURGA.V

(Register No: 1135F0609)

Under the Guidance of

Ms. P.AKILANDESHWARI, MBA.,

Submitted to the Bharathiar University in partial fulfillment of the

requirement for the degree of

MASTER OF BUSINESS ADMINISTRATION

of Bharathiar University , Coimbatore.

2011-2013

DEPARTMENT OF MANAGEMENT STUDIES

MAHARAJA ARTS & SCIENCE COLLEGE

(Affiliated to Bharathiar University Approved by AICTE, New Delhi)

NEELAMBUR, COIMBATORE – 641 407.

1

CERTIFICATES

2

MAHARAJA ARTS & SCIENCE COLLEGE

(Affiliated to Bharathiar University Approved by AICTE, New Delhi)

Neelambur, Coimbatore – 641 407

CERTIFICATE

This is certifying that the project report entitled “A STUDY ON THE

EFFECTIVENESS OF PSYCHOMETRIC TEST WITH SPECIAL REFERENCE TO

GEM EQUIPMENTS LTD, COIMBATORE” is a bonafide record of work done by SRI

KANAKA DURGA.V (Reg. No 1135F0609), submitted in partial fulfillment of the requirement

for the degree of MASTER OF BUSINESS ADMINISTRATION of BHARATHIAR

UNIVERSITY

…………………… ……………………………..

Faculty Guide Head of the Department

……………………... …………………………….

Dean PG – Studies Principal

Viva-voce examination held on …………………………….

…………………...... ……………………………..

Internal Examiner External Examiner

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DECLARATION4

DECLARATION

I, hereby declare that the project work entitled “A STUDY ON THE

EFFECTIVENESS OF PSYCHOMETRIC TEST” submitted to Bharathiar University in the

partial fulfillment of the requirement for the award of the degree of MASTER OF BUSINESS

ADMINISTRATION is a record of original work done by me, under the Guidance of Ms.

P.AKILANDESHWARI, MBA ., Department of Management Studies.

PLACE: Signature of the candidate

DATE : (SRI KANAKA DURGA .V)

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ACKNOWLEDGEMENT

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ACKNOWLEDGEMENT

First and foremost I would like to express my whole hearted and sincere thanks to

ALMIGHTY GOD for helping me throughout this project.

I owe a deep debt of my gratitude Thiru. K.PARAMASIVAM, B.Sc., Chairman of

Maharaja Institutions, Mr.P.SATHYAMOORTHY, B.E., MBA., M.S., Correspondent of

Maharaja Institutions who gave me this wonderful opportunity to take up the project.

I wish to express my sincere thanks to Dr.C.LOGANATHAN, M.Sc., M.Phil., Ph.D.,

Principal of Maharaja Arts and Science College who permitted me to do the project.

My thanks are due in abundant measure to Prof. S. RANGASAMY, M.A., MBA.,

M.Phil., DSS., Dean of PG - Studies, Maharaja Arts and Science College for providing

necessary facilities and offering useful guidelines to carry out this project successfully.

I remember and respectfully acknowledge the support, inspiration and encouragement

extended by our Head of the Department Prof. S. RANGASAMY, M.A., MBA., M.Phil., DSS.,

of Management Studies for successfully completing this project work.

Words in my vocabulary are insufficient to express duly my heartful thanks and gratitude

to faculty guide Ms. P.AKILANDESHWARI, MBA .,for her valuable guidance and advice and

suggestion to complete the project work in proper manner and also in time.

My Deep sense of gratitude to Mr. MAHESHWARAN. R, M.B.A Human Resources

Manager, Gem Equipments Limited, Coimbatore for his tremendous support and help.

Without his encouragement and guidance this project would not have materialized.

SRI KANAKA DURGA.V

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CONTENTS

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CONTENTS

CHAPTER NO

TITLE PAGE NO

LIST OF TABLES

LIST OF CHARTS

CERTIFICATES

DECLARATION

ACKNOWLEDEMENT

I INTRODUCTION

1.1 INTRODUCTION OF THE STUDY

1.2 STATEMENT OF THE PROBLEM

1.3 OBJECTIVES OF THE STUDY

1.4 SCOPE OF THE STUDY

1.5 RESEARCH METHODOLOGY

1.6 LIMITATIONS OF THE STUDY

1.7 CHAPTER SCHEME

II REVIEW OF LITERATURE

III PROFILE OF THE ORGANISATION

3.1 INDUSTRY PROFILE

3.2 COMPANY PROFILE

IV DATA ANALYSIS AND INTERPRETATION

V FINDINGS SIGGESTIONS AND CONCLLUSION

BIBLIOGRAPHY

ANNEXURE

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LIST OF TABLES

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LIST OF TABLES

TABLE NO

TITLE PAGE NO

1. Table showing the age group of the respondents.

2. Table showing the gender of the respondents.

3. Table showing the marital status of the respondents.

4. Table showing the educational qualification of the respondents.

5. Table showing the designation of the respondents.

6. Table showing the income of the respondents.

7. Table showing the year of service of the respondents.

8. Table showing the type of psychometric test conducted in the organization.

9. Table showing the opinion regarding the application of psychometric test in HR.

10. Table showing the effectiveness of psychometric test to perform the duty in the organization.

11. Table showing the improvement in knowledge of the respondents after attending the psychometric test.

12. Table showing the organization satisfaction with the result generated by using the psychometric test.

13. Table showing the satisfaction of the respondents with the improvement of personality by the effect of psychometric test.

14. Table showing the satisfaction of the respondents with the

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development of attitude by the effect of the psychometric test.

15. Table showing the psychometric test helps in prediction of on- the job performance.

16. Table showing the control of attrition rate through psychometric test.

17. Table showing whether organization should spend money on establishing psychometric test for recruitment purpose.

18. Table showing the psychometric test helps in team building.

19. Table showing the psychometric test helps in control of tension during the working hours.

20. Table showing the psychometric test helps in improving the communication skills.

21(a) Table showing the psychometric test helps in assessing the skills earlier in hiring process.

21(b) Table showing the psychometric test helps in creating the culture that values the work.

21(c) Table showing the psychometric test helps in improvement of the intelligence, aptitude, and personality.

21(d) Table showing the psychometric test helps in handling stress

21(e) Table showing the psychometric test helps in coping with intellectual demands of the job.

22. Table showing the improvement of psychometric test in organization

23. Table showing whether organization plans to use any other psychometric test in near future.

24. Table showing relationship between the age group of the respondents and the psychometric test effectiveness.

25. Table showing relationship between gender of the respondents and improvement in knowledge after psychometric test.

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26. Table showing relationship between marital status and on-the job performance of the employees.

27. Table showing relationship between the psychometric test and the employee performance in the work.

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LIST OF CHARTSLIST OF CHARTS

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CHART NO

TITLE PAGE NO

1. Chart showing the age group of the respondents.

2. Chart showing the gender of the respondents.

3. Chart showing the marital status of the respondents.

4. Chart showing the educational qualification of the respondents.

5. Chart showing the designation of the respondents.

6. Chart showing the income of the respondents.

7. Chart showing the year of service of the respondents.

8. Chart showing the type of psychometric test conducted in the organization.

9. Chart showing the opinion regarding the application of psychometric test in HR.

10. Chart showing the effectiveness of psychometric test to perform the duty in the organization.

11. Chart showing the improvement in knowledge of the respondents after attending the psychometric test.

12. Chart showing the organization satisfaction with the result generated by using the psychometric test.

13. Chart showing the satisfaction of the respondents with the improvement of personality by the effect of psychometric test.

14. Chart showing the satisfaction of the respondents with the development of attitude by the effect of the psychometric test.

15

15. Chart showing the psychometric test helps in prediction of on- the job performance.

16. Chart showing the control of attrition rate through psychometric test.

17. Chart showing whether organization should spend money on establishing psychometric test for recruitment purpose.

18. Chart showing the psychometric test helps in team building.

19. Chart showing the psychometric test helps in control of tension during the working hours.

20. Chart showing the psychometric test helps in improving the communication skills.

21(a) Chart showing the psychometric test helps in assessing the skills earlier in hiring process.

21(b) Chart showing the psychometric test helps in creating the culture that values the work.

21(c) Chart showing the psychometric test helps in improvement of the intelligence, aptitude, and personality.

21(d) Chart showing the psychometric test helps in handling stress

21(e) Chart showing the psychometric test helps in coping with intellectual demands of the job.

22. Chart showing the improvement of psychometric test in organization

23. Chart showing whether organization plans to use any other psychometric test in near future.

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INTRODUCTION OF THE STUDY

I. INTRODUCTION

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1.1 INTRODUCTION OF THE STUDY

Today psychometric testing is employed in a wide variety of setting, from educational to

industrial organizations, for a diverse range of purpose. Especially from the HR point of view, its

uses have increased manifold over the last few years.

Psychometric test is the branch of science which deals with scientific measurement of

personality and intelligence. Psychometric test has been used the early parts of the 20 th century

and were originally developed for use in educational psychology. Test of this sort are devised by

occupational psychologists and their aim is to provide employers with a reliable method of

selecting the most suitable job applicants or candidates for promotion.

These are powerful tools used by organizations for the selection, development and

management of people. They provide help to management in areas such as motivation and team

building.

The branch of psychology is primarily concerned with the construction and validation of

measurement instruments such as questionnaires, test and personality assessment. Psychometric

analysis is done to measure what a person talks and thinks about. It is designed to measure the

concept of intelligence of an individual.

Psychometric tools are used for assessing the behavioral aspects of an individual; it is

also used for appraisals, stress management and various training needs. Psychometric test plays a

vital role in both assessment and development of individuals.

MEANING OF PSYCHOMETRIC TEST

A psychological test 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 individual’s behavior. Aims to measure

aspects of mental ability, aptitude and personality of an individual.

DEFINITION OF PSYCHOMETRIC TEST

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A simple definition lies in the word ‘psychometrics’ itself: psycho means to do with the

mind, while metrics means to do with measurement. So, we are looking at ways to measure

things relating to the mind.

Psychometric testing is generally used to discover how good someone is at a particular

skill, such as verbal or numerical reasoning. This is different to the related area of psychometric

profiling which is used to “build a picture” of either an individual or a team, such as identifying

their values, personality type or occupational interests.

OBJECTIVES OF PSYCHOMETRIC TEST

To increase personality, preferences and abilities.

To handle stress of the employees.

Best match of individual to occupation and working environment.

To cope with the intellectual demands of the job.

To measure how well the employees work with each other.

To help the organization in recruitment and selection process.

A PSYCHOMETRIC TEST SHOULD BE

Objective: The score must not affected by the tellers beliefs or values.

Standardized: Must be administered under controlled conditions.

Reliable: Must minimize and quantify and intrinsic errors.

Predictive: Must make an accurate prediction of performance.

Non-discriminatory: Must not disadvantage any group on the basis of gender, culture,

ethnicity etc.

TYPES OF PSYCHOMETRIC TEST

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PERSONALITY TEST

Personality is defined as the particular pattern of behavior and thinking that prevails

across time and contexts, and differentiates one person from another. Personality test describes

the character pattern of a person. Some examples of personality test are MBTI, FIRO-B, and 16

PF etc.

ABILITY TEST

These test measure general mental ability or intelligence of an individual. Ability tests

can categorized into the following:

Achievement test: Measures the previous learning and knowledge.

Aptitude test: Measures potential for acquiring a specific skill.

Intelligence test: Measures the potential to solve the problems and adapt to changes.

EFFECTIVENESS OF PSYCHOMETRIC TEST

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PSYCHOMETRIC TEST

PERSONALITY TEST

APTITUDE AND ABILITY TEST

Psychometric test is the act of increasing the personality, aptitude, behavior and

knowledge of an employee for doing a specified job. This is done with a view to bring about

improvement in an employee and thus enabling the employee to make his contribution in greater

measure in meeting the goals and objective of the organization. Psychometric test remains as a

tool for enhancing job related performance and organization effectiveness.

Effectiveness means producing an intended result. The effectiveness of psychometric test

is very important factor. It means how effective the psychometric test.

Many psychometric test fail to deliver the expected organizational benefits. Having a

well-structured measuring system in place can help to determine where the problem lies.

Effective psychometric test helps to organization for recruiting and selection process of

the employees. It is also used for training the employees and for talent development. It benefits

the organization for the motivation and team building of the employees. So the company should

follow effective psychometric test.

ADVANTAGES OF PSYCHOMETRIC TEST:

They lead to judgments that are likely to be more valid than judgments made by other

means. This is the most important advantage of psychometric assessment.

They are relatively cheap and easy to administer when compared to other approaches.

They are likely to lead considerable cost-benefits in the long term. Whether it is for

selection of new staff or development of existing staff, the expenses involved in

psychometric assessment are minimal when compared with the cost of high-turn over,

under performance or misemployment of staff.

DISADVANTAGES OF PSYCHOMETRIC TEST:

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There are numerous tests and questionnaires on the market which purport to be

‘psychometric instruments’ but which are not. Unfortunately, it is very difficult for

untrained people to distinguish these from good psychometric instruments.

Lack of correct training is also a significant danger in the use of psychometric test.

It is the use of personality questionnaires to try to assess a person’s ability or skill in a

particular area.

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STATEMENT OF THE PROBLEM

1.2 STATEMENT OF THE PROBLEM

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Today every organization is providing good working atmosphere to their employees

because in today’s world of production, employees are considered to be one of the factor of

production, so every organization is providing better environment to their employees to get the

work done by the employees effectively and efficiently. In order to evaluate the psychometric

test offered by the company, a study has been undertaken in order to find out the opinion of

employees about the psychometric test prevailing in the organization.

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OBJECTIVES OF THE STUDY

1.3 OBJECTIVES OF THE STUDY

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To study the effectiveness of psychometric test.

To find out the opinion of the employees regarding the application of the psychometric

test in HR functions.

To find out the improvement of the employees after attending the psychometric test.

To find out how psychometric test helpful in the control of attrition rate.

To find out how well employees handle stress after the psychometric test.

To provide opinions and suggestions regarding the psychometric test.

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SCOPE OF THE STUDY

1.4 SCOPE OF THE STUDY

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The study entitled “A study on the effectiveness of psychometric test with special

reference to GEM Equipments Limited at Coimbatore” is based on the employee’s survey

through questionnaire as well as personal interview in.

This study consists of sample size 120 employees in various departments. The duration of

the study is 45 days. The research data has been collected through structured questionnaire

method.

Personal data.

Work environment.

Job satisfaction level.

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RESEARCH METHODOLOGY

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1.5 RESEARCH METHODOLOGY

RESEARCH:

Research can be defined as “a scientific and systematic search for pertinent information

on a specific topic”. The Advanced Learners Dictionary of current English gives the meaning of

research as a careful investigation or inquiry especially through search for new facts in any

branch of knowledge.

RESEARCH METHODOLOGY:

Research methodology is a way to systematically solve the research problem. It includes

various steps that are generally adopted by study.

The procedure using, which researches go about their work of describing, explaining and

preceding phenomena is called methodology.

FORMULATION OF RESEARCH PROBLEM:

Psychometric test is an important factor for the functioning of an organization. For some

employee’s job satisfaction is obtained through psychometric test. As the study is based on

“Effectiveness of psychometric test” in the organization it is necessary to take some established

factors like welfare facilities, working conditions, providing the training program are analyzed

and made as a problem of the study. So the topic of the study is “Effectiveness of psychometric

test” in GEM equipments limited, Coimbatore.

GEOGRAPHICAL AREA:

The study is conducted in GEM Equipments Limited, Coimbatore. Where the opinion

of the employees are evaluated and carried out.

PERIOD OF THE STUDY:

The period of the study is 45 days.

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RESEARCH DESIGN:

The research design of the study is descriptive research. The descriptive research studies

are those studies which are concerned with describing the characteristics of a particular

individual or of a group. The studies concerned with specific predictions, with narration of facts

& characteristics concerning individual, group or situation are all examples of descriptive

research studies.

SAMPLING PLAN:

Population

The study has the population size of 360 employees.

Sample unit

Employees working in GEM Equipments Limited, Coimbatore from who the study was

conducted constitute the sampling unit. The employees include various categories like executives

and non-executives.

Sample size

The sample size is 120.

Sampling procedure

The sampling procedure for this study is non probability convenience sampling, the

researcher selects samples.

METHOD OF DATA COLLECTION:

The study adopted primary data as well as secondary data for data collection. As primary

data are those which are collected for the first time and they happen to be original in nature. The

study utilized both primary and secondary data. Primary data was collected through

questionnaire and interview method. Secondary data was collected through company profile.

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STATISTICAL TOOLS ADOPTED:

Percentage analysis

Simple percentage analysis refers to a specified kind of ratio in making comparison between

two or more data and to describe relations between the data. Percentage can also be used to

compare the relative terms, the distribution of two or more series of data.

No. of respondents

Simple-percentage = ___________________________ X 100

Total no. of respondents

Likert-type scales or summated scales

Summated scales or Likert-type scales are developed by utilizing the item analysis approach

wherein a particular item is evaluated on the basis of how well it discriminates between those

persons whose total score is high and those whose total score is low.

Bar diagram

Using bar chart the collected data are clearly plotted and well defined.

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Chi-square test

It is one of the simplest and most widely used non-parametric tests in statistical work. The

quantity χ2 describes the magnitude of discrepancy between theory and observation. If χ2 is zero,

it means that the observation and expected frequencies completely coincides. The greater the

value of, the greater would be the discrepancy between the observed and expected frequencies.

χ2 = ∑ [(O-E) 2 /E] ~ (r-1) (c-1)

O = Observed frequency

E = Expected or theoretical frequency.

The calculated value of χ2 is compared with the table value of χ2 for the given degrees of

freedom and specific level of significant. If the calculated value is greater than the table value,

the difference between theory and observation is considered to be significant. If the calculated

value of χ2 is less than the table value, the difference is not considered significant.

Anova

Anova is the process of studying the variance present in observed values as classified into

several classes. Analysis of variance may be defined as a technique which analysis the variances

of two or more comparable series for determining the significance of differences in their means,

and for determining whether different samples under study are drawn from same population or

not, with the help of the statistical technique called F- test.

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LIMITATIONS OF THE STUDY

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1.6 LIMITATIONS OF THE STUDY

The time period available for the study was limited.

The sample size of the study is limited to 120 not the entire employees of the

organization.

Some of the respondents were unwillingness to answer the questions.

Some of the respondents are afraid to give true information in some cases.

There may be bias on the part of employees while answering to the questions.

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CHAPTER SCHEME

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1.7 CHAPTER SCHEME

CHAPTER-1

This part covers the introduction of the study, statement of the problem, objective of the

study, scope of the study, research methodology and limitations of the study.

CHAPTER-2

This part covers the detailed summary of the project.

CHAPTER-3

This part provides the description about the industrial profile and company profile.

CHAPTER-4

Here the performance is been analyzed by various tools.

CHAPTER-5

This part covers the findings, suggestions and conclusion.

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REVIEW OF LITERATURE

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II. REVIEW OF LITERATURE

Eysenck, (1994): Psychometric tests of intelligence can be seen as derived from theories, such

as, Spearman’s theory of the general factor or Thurston’s theory of bonds.

D.Constantine-Simms (2000): Psychometric testing can be used to make deductions about

changes in the demand for skills in the economy.

Gill (2000): On management selection, reported ‘a high degree of satisfaction, at times

bordering on complacency, with traditional methods of recruitment and selection which, as the

research indicates, have not changed in any significant way in the past10 years’.

Sternberg (2000): The psychometric approach is one of the most common approaches for

understanding personality and human intelligence

Cassandra Sundaraja (2001): Psychometric test results have a strong role to play in whether

they get the job or not, it is not surprising that candidates will show moderate to high levels of

social desirability. This does not necessarily imply that the candidate has blatantly yield about

himself, and therefore interpreting the social desirability score in the right manner is essential.

Reiss (2001): Psychometric test refers to human development and leadership training purposes to

include areas of: career counseling, pedagogy, group dynamics, employee training, marketing,

leadership training, life coaching, executive coaching, marriage counseling, Workers'

compensation claims and personal development.

Senath Et Al (2002): Psychometric testing in order to select from a pool of job applicants and

indeed of recruitment and selection method.

Bhad (2002): Psychometric tests are like the tests in any other science, in so far as observations

are made on a small but carefully chosen sample of an individual’s behavior.

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Laure Marcus (2004): Psychometric tests provide valuable help to recruiters by giving them

objective information on those aspects that are often difficult to evaluate through other means.

They allow recruiters to save time and money, and reduce recruitment errors, that often turn out

to be a costly affair for the employer. The recruiter can get an access to a whole lot of

information. The recruiter can then use this data as a basis for discussion in the interview.

Robert Edenborough (2005): Psychometric tests as instruments used in gaining understanding

of an individual and predicting an individual’s behavior and thinking and providing a basis for

future actions.

Reber (2005): Psychometric test is seen as ‘’pertaining mental testing in any of its facets

including an assessment of personality, evaluation of intelligence and determining attitudes.

Andrew Jenkins (2006): Psychometric tests are used to make deductions about changes in the

demand for skills in the economy. The standard approach to measuring the demand for skills,

and skill shortages, is to conduct a survey of employees.

Hogan (2007): The concept of quantifiable refers to the ability to reduce the results down to

concrete number scores or measurements. However this does not guarantee the reliability or

validity of the tests or its results. Testing in the psychological field is generally blurred a bit as

categories often blend one into other.

Hayes (2000); Hothersall (2004); Engler (2009): The psychometric approach is useful for

understanding personality and human intelligence, as it has enabled researchers objectively

measure intelligence and personality in order to develop a reliable understanding of these

phenomena.

Gary Mayhew,Ed.d (2012): Psychometric tests are defined as “formalized measures of mental

functioning . In psychology the use of psychometric tests are common and include a number of

forms. As a rule they are exams that are written, verbal or visual observations that are given to

determine cognitive or emotional functioning.

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INDUSTRY PROFILE

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III. PROFILE OF THE ORGANIZATION

3.1 INDUSTRY PROFILE

The liberalization of the economy has opened new windows of opportunity for

manufacturing sector. Increasingly the success of manufacturing industries is dependent on

innovations, research and development. It is critical not only to remain competitive but also,

significant advantages can be gained by developing and commercializing new technologies.

IMPORTANCE OF MANUFACTURING SECTOR IN INDIA’S ECONOMIC

GROWTH:

The structural transformation of the Indian economy over the last three decades has been

spectacular growth of the services sector, which now accounts for about 50 per cent of the GDP.

However, the rapid growth of the services sector much before the manufacturing industry

attaining maturity is not a healthy sign. A knowledge -based economy cannot be sustained in the

long run unless it is adequately supported by a growing manufacturing economy. Moreover, a

service economy cannot continue to thrive on a long-term basis in a country where over 80 per

cent of the population is education below the middle-school level.

INDIAN ELECTRICAL AND ELECTRONIC INDUSTRY:

In the past, the pace of growth of the Indian electrical industry was laggard for want of

co-ordination & co-operation between authorities and development agencies and technology

backwardness. The electronic industry has carved a niche in the metamorphosing and globalized

market. Electronics is one of the fastest growing segments of Indian industry both in terms of

production and exports. De-license of the industry along with liberalization in foreign investment

and concession in import tariff, attracts global players. Vast indigenous market and efficient

production base are also an attraction to the overseas companies.

42

INDUSTRY OF CHILLERS:

Like a lot of advancements in engineering, chillers are an outcome of the desire to

control the environment around us. As one of the top ten engineering achievements of the 20th

century, the chillers are consequence of our search for a way to keep things cool independently

of the surrounding environment.

The modular chiller solves several overwhelming concerns in modern day air

conditioning. Research has shown that most existing chiller installations are far from energy

efficient. Most are at least 30% oversized or more which results in higher than necessary

power and energy consumption per ton of cooling delivered, increased maintenance cost and,

ultimately, a shortened chiller operating life.

1950 - The first industrial chiller is designed for use in the plastics industry.

1992 – A new filtration system is designed in response to the problem of fouling

caused by the use of CBEs (Compact Brazed Heat Exchangers).

2000 - While existing modular chillers are "modular" in the sense that they can be

delivered in sections and assembled on site, they guarantee uninterrupted operation by

installing additional modules that will back up the system in case one of its individual

modules fails or breaks down.

2004 - Tandem Chillers designs the first true modular chiller where it is possible to

remove an individual component to fix it and "plug" it back in without shutting down

the balance of the system - in a matter of a few hours.

INDUSTRY OF COOLING TOWERS:

A hyperboloid cooling tower was patented by Frederik van Iterson and Gerard

Kuypers in 1918. The first hyperboloid cooling towers were built prior to 1930 in Liverpool,

England to cool water used at a electrical power station that used coal.

Cooling towers are heat removal devices used to transfer process waste heat to

the atmosphere. Cooling towers may either use the evaporation of water to remove process heat

and cool the working fluid to near the wet-bulb air temperature or, in the case of closed circuit

dry cooling towers, rely solely on air to cool the working fluid to near the dry-bulb air

temperature.

43

http://en.wikipedia.org/wiki/Dry-bulb_temperature

http://en.wikipedia.org/wiki/Dry-bulb_temperature

http://en.wikipedia.org/wiki/Wet-bulb_temperature

http://en.wikipedia.org/wiki/Evaporation

http://en.wikipedia.org/wiki/Atmosphere

http://en.wikipedia.org/wiki/Waste_heat

INDUSTRY OF DRYERS:

A compressed dryer is a device for removing water vapor from compressed air.

Compressed air dryers are commonly found in a wide range of industrial and commercial

facilities.

The process of air compression concentrates atmospheric contaminants, including water

vapor. This raises the dew point of the compressed air relative to free atmospheric air and leads

to condensation within pipes as the compressed air cools downstream of the compressor.

There are various types of compressed air dryers. Their performance characteristics are

typically defined by the dew point.

Regenerative desiccant dryers, often called "regens" or "twin tower" dryers

Refrigerated dryers

Deliquescent dryers

Membrane dryers.

44

COMPANY PROFILE

45

3.2 COMPANY PROFILE

INTRODUCTION:

The foundation stone of illustrious organization “Gem Equipments Limited” was laid

in the year 1984. Since then, they have emerged as an ISO 9001-2008 certified organization

engaged in manufacturing, supplying and exporting a wide range of Compressed Air Dryers,

Filters, Cooling Tower and Chillers.

Three young lads, Mr. K.P. Manoharan, Mr. C. Raviselvan and Mr. G.

Ravichandran armed with an Engineering degree and with little knowledge of the business,

took the first step to enter the jungle of enterprise with a passion to search for the unknown. This

was a small beginning for GEM. They installed a manufacturing facility in Coimbatore along

with numerous regional offices across the country in cities like Chennai, Kolkata and Mumbai.

Mission: The organization was established with an aim to provide a complete solution to plant

engineering and utility requirements of the clients from varied industries.

Vision: The organization strives for excellence by developing and empowering its employees

and suppliers.

FACT SHEET:

The company has the certificate of INDIA MART member since 2009. The nature of the

business of the company is manufacturer and wholesaler. The legal status of the firm is limited

liability/corporation (privately held). The numbers of the employees are from 101 to 360 people.

The turnover of the company is US$ 10-25 million (or Rs. 40-100 Crore Approx.). The major

markets are East Asia, Middle East and South East Asia.

46

QUALITY ASSURANCE:

The ISO 9001-2000 accreditation from ''DET NORSKE VERITAS, The

Netherlands stands testimony to the High Quality Standards at GEM.

ISO9001:1994 certified in 1997 by Standards Australia, upgraded to 2000 version in

2003.

ISO9001: 2008 certified by DNV in 2008 stands testimonial to the High Quality

standards of GEM.

ABOUT PRODUCTION:

They design and supply the air treatment products after the air compressors like After

Coolers, Air Receivers, Moisture Separators, Zero Oil Filters, Refrigerated Air Dryers,

Heat less and Heated type Desiccant Dryers.

They have developed and designed air cooled heat exchangers (DRY COOLERS – V

type & H-type) for various process cooling applications like Air Compressor Cooling,

Induction Furnace Coil Cooling and Hydraulic Power pack cooling for conserve

industrial water.

They are supplying FRP Evaporative type cooling Towers (Round, Square & Modular

type) for various processes of cooling applications.

They are supplying World Class Industrial Coolers for various process chilling

requirements like Injection molding, Blow molding, Testing Machines and Heat

Treatment Furnace.

They are in the process of starting a separate division for Air Cooled Steam Condenser

& Fin tube Heat Exchanger to meet the demand for ACC’s in Indian Market.

47

STRUCTURE OF THE PRODUCTION:

48

CORE

DRYERS

COOLING TOWERS

CHILLERS

PIPING/VALVES

INSTRUME-NTATION

ENGGCOMMUN-ICATION

CIVIL ELECTRI-CAL

ORGANIZATION CHART

Managing Director

Technical Director

Commercial Director

Designing Production Sales Marketing Finance & Accounts Service

Manager Manager Manager Manager Manager

Finance Accounts

Manager Manager

Engineer Quality controller PRO Customer relation

Supervisor

49

HUMAN RESOURCES DEPARTMENT

Recruitment

The candidates are recruited on the basis of age and educational qualifications.

Depending on different designation the age limit varies. The HR manager recruits the person by

face-to-face interview. In the company the educational qualification of the workers should be

above 8th standard.

Selection

Selection test provide information about the aptitude, knowledge, skill, personality

etc., of the candidates. Selection tests are normally followed in the personal interview of the

candidates. The HR manager conducts it.

Training

The company for improving performance of the individual workers in particular job

conducts various training programs. The company provides training for fresher by highly skilled

supervisor. They train the employees by the psychometric test in order to measure the abilities of

the employees.

Placement

After completing all the formalities the candidates are appointed to their respective

jobs. During the training period the person is keenly observed and after the period the person is

made permanent. Verifications of their documents take place at this stage.

PSYCHOMETRIC TEST:

The psychometric test started in the company in the year of 2006 introduced by the

company MD- Mr. K.P. Manoharan. He implemented this test in order for the welfare of the

employees. The first use of the psychometric test in the company is for the behavior analysis of

the employees. In order to find out the behavior of the employees the test has been conducted.

Yet the company is planning to implement the psychometric test for the recruitment process.

50

PROCESS OF PSYCHOMETRIC TEST:

1. The psychometric test is conducted in the company monthly once.

2. The psychometric test is conducted through the questionnaires.

3. First the test is conducted to the employees who are in lack of the skills and are given proper

training.

4. The behavior of the employees is analyzed by the way they behave with the managers and

their colleagues.

5. They also implement some of the programs for the development of the personality of the

employees.

6. Even after the test the employees are not capable to work effectively in the company the

employees get rid of the company.

EFFECT OF PSYCHOMETRIC TEST:

The psychometric test in the company helped for the training and development

of the employees. This helped the employees to overcome the problems such difficulty in the

work and can perform the duty effectively. They gain the knowledge through the psychometric

test. The employees are satisfied with the effect of the psychometric test.

51

DATA ANALYSIS AND INTERPRETATION

52

IV. DATA ANALYSIS AND INTERPRETATION

TABLE NO.1

TABLE SHOWING THE AGE GROUP OF THE RESPONDENTS

INTERPRETATION

From the above table it is clearly shown that 41% of the respondents belong to the age

group of between 16 to 25 years, 44% of the respondents belong to the age group of between 26

to 35 years, 10% of the respondents belong to the age group of between 36 to 45 years and 5% of

the respondents belong to the age group above 46 years.

53

OPTIONS NO OFRESPONDENTS

PERCENTAGE(%)

16 to 25 years 49 41

26 to 35 years 53 44

36 to 45 years 12 10

Above 46 years 6 5

TOTAL 120 100

CHART NO.1

CHART SHOWING THE AGE GROUP OF THE RESPONDENTS

16 to 25 years 26 to 35 years 36 to 45 years Above 46 years 0

5

10

15

20

25

30

35

40

45

50

4144

10

5

PERC

ENTA

GE

AGE

54

TABLE NO.2

TABLE SHOWING THE GENDER OF THE RESPONDENTS

INTERPRETATION

From the above table it is clearly shown that 78% of the respondents are male and 22% of

the respondents are female.

55

OPTIONS NO OF RESPONDENTS

PERCENTAGE (%)

Male 93 78

Female 27 22

TOTAL 120 100

CHART NO.2

CHART SHOWING THE GENDER OF THE RESPONDENTS

78

22

MaleFemale

56

TABLE NO.3

TABLE SHOWING THE MARITAL STATUS OF THE RESPONDENTS

INTERPRETATION

From the above table it is clearly shown that 63% of the respondents are single and 37%

of the respondents are married.

57


PERCENTAGE (%)

Single 76 63

Married 44 37

TOTAL 120 100

CHART NO.3

CHART SHOWING THE MARITAL STATUS OF THE RESPONDENTS

63

37

SingleMarried

58

TABLE NO.4

TABLE SHOWING THE EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

INTERPRETATION

From the above table it is clear that 16% of the respondents are higher secondary, 34% of

the respondents are ITI, 12% of the respondents are engineering, 23% of the respondents are UG

and 15% of the respondents are PG.

59


PERCENTAGE (%)

Higher secondary 19 16

ITI 41 34

Engineering 14 12

UG 28 23

PG 18 15

TOTAL 120 100

CHART NO.4

CHART SHOWING THE EDUCATIONAL QUALIFICATIONS OF THE RESPONDENTS

Higher secondary

ITI Engineering UG PG0

5

10

15

20

25

30

35

40

16

34

12

23

15

PERC

ENT

-AG

E

EDUCATIONAL QUALIFICATIONS

60

TABLE NO.5

TABLE SHOWING THE DESIGNATION OF THE RESPONDENTS

INTERPRETATION

From the above table it is clearly shown that 28% of the respondents are staff members,

47% of the respondents are workers, 8% of the respondents are supervisors, 7% of the

respondents are quality controllers and 10% of the respondents are executives.

61


PERCENTAGE (%)

Staff 34 28

Worker 56 47

Supervisor 10 8

Quality controller 8 7

Executive 12 10

TOTAL 120 100

CHART NO.5

CHART SHOWING THE DESIGNATION OT THE RESPONDENTS

Staff Worker Supervisor Quality controller Executive0

5

10

15

20

25

30

35

40

45

50

28

47

8 710

PERC

ENT

-AG

E

DESIGNATION

62

TABLE NO.6

TABLE SHOWING THE INCOME OF THE RESPONDENTS

INTERPRETATION

From the above table it is clearly shown that 53% of the respondents earn between

Rs.5,000-Rs.10,000, 37% of the respondents earn between Rs.10.000-Rs.20,000 and 10% of the

respondents earn above 20,000.

63


PERCENTAGE (%)

Rs.5,000-Rs.10,000 64 53

Rs.10,000-Rs.20.000 44 37

Above Rs.20,000 12 10

TOTAL 120 100

CHART NO.6

CHART SHOWING THE INCOME OF THE RESPONDENTS

Rs.5,000-Rs.10,000

Rs.10,000-Rs.20.000

Above Rs.20,000

0

10

20

30

40

50

6053

37

10

INCOME

PER

CEN

TAG

E

64

TABLE NO.7

TABLE SHOWING THE YEAR OF SERVICE OF THE RESPONDENTS

INTERPRETATION

From the above table it is clearly shown that 52% of the respondents are below 5 years

serviced, 38% of the respondents are 5-10 years serviced and 10% of the respondents are 11-20

years serviced.

65


PERCENTAGE (%)

Below 5 years 62 52

5-10 years 45 38

11-20 years 13 10

Above 20 years 0 0

TOTAL 120 100

CHART NO.7

CHART SHOWING THE YEAR OF SERVICE OF THE RESPONDENTS

Below 5 years 5-10 years 11-20 years Above 20 years0

10

20

30

40

50

60

52

38

10

0

PERC

ENTA

GE

YEAR OF SERVICE

66

TABLE NO.8

TABLE SHOWING THE TYPE OF PSYCHOMETRIC TEST CONDUCTED IN THE ORGANIZATION

INTERPRETATION

From the above table it is clearly shown that 17% of the respondents have undergone

personality test and 83% of the respondents have undergone behavior test.

67


PERCENTAGE (%)

Personality test 20 17

Behaviour test 100 83

16 PF 0 0

MBTI 0 0

FIRO-B 0 0

TOTAL 120 100

CHART NO.8

CHART SHOWING THE TYPE OF PSYCHOMETRIC TEST CONDUCTED IN THE ORGANIZATION

Personality test Behaviour test 16 PF MBTI FIRO-B0

10

20

30

40

50

60

70

80

90

17

83

0 0 0

PERC

ENTA

GE

OPTIONS

68

TABLE NO. 9

TABLE SHOWING THE OPINION REGARDING THE APPLICATION OF PSYCHOMETRIC TEST IN HR

INTERPRETATION

From the above table it is clearly shown that application of psychometric test in

recruitment & selection is 9%, in training and development is 83% and in talent development is

8%.

69


PERCENTAGE (%)

Recruitment & Selection 11 9

Training & Development 99 83

Counseling 0 0

Behaviour analysis 0 0

Talent development 10 8

TOTAL 120 100

CHART NO.9

CHART SHOWING THE OPINION REGARDING THE APPLICATION OF PSYCHOMETRIC TEST IN HR

Recruitm

ent & Sel

e...

Training &

Develo...

Counseling

Behaviour an

alysis

Talent deve

lopment

0

10

20

30

40

50

60

70

80

90

9

83

0 08

PERC

ENTA

GE

OPTIONS

70

TABLE NO.10

TABLE SHOWING THE EFFECTIVENESS OF PSYCHOMETRIC TEST TO PERFORM THE DUTY IN THE ORGANIZATION

INTERPRETATION

From the above table it is clearly shown that 13% of the respondents strongly agree, 40%

of the respondents agree, 19% of the respondents are neutral, 21% of the respondents disagree

and 7% of the respondents strongly disagree to perform their duty through the effectiveness of

the psychometric test.

Likert = 399/120 = 3.325

The mean value obtained 3.325 is greater than likert value 3, so it is revealed that the

respondents are favorable that the psychometric test is effective to perform the duty in the

organization.

CHART NO.10

71


PERCENTAGE (%)

RANK LIKERTSCALE

Strongly agree 16 13 5 80

Agree 48 40 4 192

Neutral 23 19 3 69

Disagree 25 21 2 50

Strongly disagree 8 7 1 8

TOTAL 120 100 399

CHART SHOWING THE EFFECTIVENESS OF PSYCHOMETRIC TEST TO PERFORM THE DUTY IN THE ORGANIZATION

Strongly agree Agree Neutral Disagree Strongly disagree0

5

10

15

20

25

30

35

40

45

13

40

19 21

7

PERC

ENTA

GE

OPTIONS

TABLE NO.11

72

TABLE SHOWING THE IMPROVEMENT IN KNOWLEDGE OF THE RESPONDENTS AFTER ATTENDING THE PSYCHOMETRIC TEST

INTERPRETATION

From the above table it is clearly shown that 15% of the respondents are poor, 36% of the

respondents are good, 22% of the respondents are average, 18% of the respondents are adequate

and 9% of the respondents are excellent in improvement of knowledge after attending the

psychometric testing.

CHART NO.11

73


PERCENTAGE (%)

Poor 18 15

Good 43 36

Average 27 22

Adequate 21 18

Excellent 11 9

TOTAL 120 100

CHART SHOWING THE IMPROVEMENT IN KNOWLEDGE OF THE RESPONDENTS AFTER ATTENDING THE PSYCHOMETRIC TEST

Poor Good Average Adequate Excellent0

5

10

15

20

25

30

35

40

15

36

22

18

9

PERC

ENTA

GE

OPTIONS

TABLE NO.12

74

TABLE SHOWING THE ORGANIZATION SATISFACTION WITH THE RESULT GENERATED BY USING THE PSYCHOMETRIC TEST

INTERPRETATION

From the above table it is clearly shown that 8% of the respondents are highly satisfied,

46% of the respondents are satisfied, 10% of the respondents are neutral, 29% of the respondents

are dissatisfied and 7 % of the respondents are highly dissatisfied with the result generated by

using the psychometric test by the organization.

CHART NO.12

75


PERCENTAGE (%)

Highly satisfied 10 8

Satisfied 55 46

Neutral 12 10

Dissatisfied 35 29

Highly dissatisfied 8 7

TOTAL 120 100

CHART SHOWING THE ORGANIZATION SATISFICATION WITH THE RESULT GENERATED BY USING THE PSYCHOMETRIC TEST

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied0

5

10

15

20

25

30

35

40

45

50

8

46

10

29

7

PERC

ENTA

GE

OPTIONS

TABLE NO.13

76

TABLE SHOWING THE SATISFACTION OF THE RESPONDENTS WITH THE IMPROVEMENT OF PERSONALITY BY THE EFFECT OF PSYCHOMETRIC TEST

INTERPRETATION



are dissatisfied and 5% of the respondents are highly dissatisfied with the improvement of

personality by the effect of the psychometric test

CHART NO.13

77


PERCENTAGE (%)


Satisfied 50 42

Neutral 31 26

Dissatisfied 25 20


TOTAL 120 100

CHART SHOWING THE SATISFICATION OF THE RESPONDENTS WITH THE IMPROVEMENT OF PERSONALITY BY THE EFFECT OF PSYCHOMETRIC TEST


5

10

15

20

25

30

35

40

45

7

42

26

20

5

PERC

ENTA

GE

OPTIONS

TABLE NO.14

78

TABLE SHOWING THE SATISFACTION OF THE RESPONDENTS WITH THE DEVELOPMENT OF ATTITUDE BY THE EFFECT OF THE PSYCHOMETRIC TEST

INTERPRETATION



are dissatisfied and 8% of the respondents are highly dissatisfied with the development of

attitude by the effect of the psychometric test.

CHART NO.14

79


PERCENTAGE (%)


Satisfied 51 43

Neutral 27 22

Dissatisfied 28 23


TOTAL 120 100

CHART SHOWING THE SATISFICATION OF THE RESPONDENTS WITH THE DEVELOPMENT OF ATTITUDE BY THE EFFECT OF THE PSYCHOMETRIC TEST


5

10

15

20

25

30

35

40

45

50

4

43

2223

8

PERC

ENTA

GE

OPTIONS

TABLE NO.15

80

TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN PREDICTION OF ON- THE JOB PERFORMANCE


PERCENTAGE (%)

RANK LIKERTSCALE


Agree 40 33 4 160

Neutral 42 35 3 126

Disagree 22 18 2 44


TOTAL 120 100 374

INTERPRETATION

From the above table it is clearly shown that 6% of the respondents are strongly agreed,

33% of the respondents are agreed, 35% of the respondents are neutral, 18% of the respondents

are disagreed and 8% of the respondents are strongly disagreed with the opinion that the

psychometric test helps in predicting the on the job-performance.

Likert = 374/120 = 3.12

The mean value obtained 3.12 is greater than likert value 3, so it reveals that the

respondents are favorable that the psychometric test helps in prediction of the on-job

performance.

CHART NO.15

81

CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN PREDICTION OF ON- THE JOB PERFORMANCE


5

10

15

20

25

30

35

40

6

33 35

18

8

PERC

ENTA

GE

OPTIONS

TABLE NO.16

82

TABLE SHOWING THE CONTROL OF ATTRITION RATE THROUGH PSYCHOMETRIC TEST


PERCENTAGE (%)

RANK LIKERTSCALE


Agree 29 24 4 116

Neutral 23 19 3 69

Disagree 43 36 2 86


TOTAL 120 100 340

INTERPRETATION



and 12% of the respondents strongly disagree that psychometric test helps in controlling the

attrition rate.

Likert = 340/120 =2.83

The mean value obtained 2.83 is less than likert value 3, so it reveals that the respondents

are unfavorable that psychometric test helps in control of attrition rate.

CHART NO.16

83

CHART SHOWING THE CONTROL OF ATTRITION RATE THROUGH PSYCHOMETRIC TEST


5

10

15

20

25

30

35

40

9

24

19

36

12

PERC

ENTA

GE

OPTIONS

TABLE NO.17

84

TABLE SHOWING WHETHER ORGANIZATION SHOULD SPEND MONEY ON ESTABLISHING PSYCHOMETRIC TEST FOR RECRUITMENT PURPOSE


PERCENTAGE (%)

RANK LIKERTSCALE


Agree 26 21 4 104

Neutral 7 6 3 21

Disagree 6 5 2 12

Strongly disagree

0 0 1 0

TOTAL 120 100 542

INTERPRETATION


of the respondents agree, 6% of the respondents are neutral, 5% of the respondents disagree in

opinion that organization should spend money on establishing psychometric test for recruitment

purpose.

Likert = 542/120 = 4.51


respondents are favorable that the organization should spend money on establishing

psychometric test for recruitment purpose.

CHART NO.17

85

CHART SHOWING WHETHER ORGANIZATION SHOULD SPEND MONEY ON ESTABLISHING PSYCHOMETRIC TEST FOR RECRUITMENT PURPOSE


10

20

30

40

50

60

70

8068

21

6 50

PERC

ENTA

GE

OPTIONS

TABLE NO.18

86

TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN TEAM BUILDING


PERCENTAGE (%)

RANK LIKERT SCALE


Agree 48 40 4 192

Neutral 20 17 3 60

Disagree 33 27 2 66


TOTAL 120 100 369

INTERPRETATION



and 9% of the respondents strongly disagree in opinion that psychometric test helps in team

building.

Likert = 369/120 = 3.1


respondents are favorable that the psychometric test helps in team building.

CHART NO.18

87

CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN TEAM BUILDING


5

10

15

20

25

30

35

40

45

7

40

17

27

9

PERC

ENTA

GE

OPTIONS

TABLE NO.19

88

TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN CONTROL OF TENSION DURING THE WORKING HOURS

INTERPRETATION

From the above table it is clearly shown that 43% of the respondents have control in

tension during the working hours and 57% of the respondents have no control in tension during

the working hours through psychometric test.

CHART NO.19

89


PERCENTAGE (%)

Yes 51 43

No 69 57

TOTAL 120 100

CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN CONTROL OF TENSION DURING THE WORKING HOURS

43

57

YesNo

TABLE NO. 20

90

TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN IMPROVING THE COMMUNICATION SKILLS

INTERPRETATION

From the above table it is clearly shown that 34% of the respondents have improved in

the communication skills and 66% of the respondents have not improved in the communication

skills through psychometric test.

CHART NO. 20

91


PERCENTAGE (%)

Yes 41 34

No 79 66

TOTAL 120 100

CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN IMPROVING THE COMMUNICATION SKILLS

34

66

YesNo

TABLE NO.21 (a)

92

TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN ASSESSING THE SKILLS EARLIER IN HIRING PROCESS

INTERPRETATION

From the above table it is clearly shown that 20% of the respondents strongly agree,

35% of the respondents agree, 27% of the respondents are neutral, 10% of the respondents

disagree and 8% of the respondents strongly disagree in opinion that psychometric test helps in

assessing the skills earlier in hiring process.

CHART NO.21 (a)

93


PERCENTAGE (%)

Strongly agree 24 20

Agree 42 35

Neutral 32 27

Disagree 12 10

Strongly disagree 10 8

TOTAL 120 100

CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN ASSESSING THE SKILLS EARLIER IN HIRING PROCESS


5

10

15

20

25

30

35

40

20

35

27

108PE

RCEN

TAG

E

OPTIONS

TABLE NO.21 (b)

94

TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN CREATING THE CULTURE THAT VALUES THE WORK

INTERPRETATION



disagree and 7% of the respondent strongly disagrees in opinion that psychometric test helps in

creating the culture that values the work.

CHART NO.21 (b)

95


PERCENTAGE (%)

Strongly agree 11 9

Agree 27 23

Neutral 44 36

Disagree 30 25


TOTAL 120 100

CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN CREATING THE CULTURE THAT VALUES THE WORK


5

10

15

20

25

30

35

40

9

23

36

25

7

PERC

ENTA

GE

OPTIONS

TABLE NO.21(c)

96

TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN IMPROVEMENT OF THE INTELLIGENCE, APTITUDE, AND PERSONALITY.

INTERPRETATION




improvement of the intelligence, aptitude and personality.

CHART NO.21 (c)

97


PERCENTAGE (%)


Agree 42 35

Neutral 23 19

Disagree 19 16


TOTAL 120 100

CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN IMPROVEMENT OF THE INTELLIGENCE, APTITUDE, AND PERSONALITY.

Strongly agree Agree Neutral Disagree Strongly disagree

0

5

10

15

20

25

30

35

40

17

35

1916

13

PERC

ENTA

GE

OPTIONS

TABLE NO.21 (d)

98

TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN HANDLING STRESS

INTERPRETATION




handling stress.

CHART NO.21 (d)

99


PERCENTAGE (%)


Agree 31 26

Neutral 32 27

Disagree 27 22


TOTAL 120 100

CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN HANDLING STRESS

Strongly agree Agree Neutral Disagree Strongly disagree

0

5

10

15

20

25

30

13

2627

22

12

PERC

ENTA

GE

OPTIONS

TABLE NO.21 (e)

100

TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN COPING WITH INTELLECTUAL DEMANDS OF THE JOB

INTERPRETATION




coping with intellectual demands of the job.

CHART NO.21 (e)

101


PERCENTAGE (%)

Strongly agree 10 8

Agree 18 15

Neutral 45 38

Disagree 15 12


TOTAL 120 100

CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN COPING WITH INTELLECTUAL DEMANDS OF THE JOB


5

10

15

20

25

30

35

40

8

15

38

12

27

PERC

ENTA

GE

OPTIONS

TABLE NO. 22

102

TABLE SHOWING THE IMPROVEMENT OF PSYCHOMETRIC TEST IN ORGANIZATION

INTERPRETATION

From the above table it is clearly shown that 53% of the respondents want improvement

of psychometric test and 47% of the respondents do not want improvement of psychometric test

in the organization.

CHART NO. 22

103


PERCENTAGE (%)

Yes 63 53

No 57 47

TOTAL 120 100

CHART SHOWING THE IMPROVEMENT OF PSYCHOMETRIC TEST IN ORGANIZATION

53

47

YesNo

TABLE NO. 23

104

TABLE SHOWING WHETHER ORGANIZATION PLANS TO USE ANY OTHER PSYCHOMETRIC TEST IN NEAR FUTURE.

INTERPRETATION

From the above table it is clearly shown that 34% of the respondents agree and 66% of

the respondents do not agree that organization plans to use any other psychometric test in near

future.

CHART NO. 23

105


PERCENTAGE (%)

Yes 41 34

No 79 66

TOTAL 120 100

CHART SHOWING WHETHER ORGANIZATION PLANS TO USE ANY OTHER PSYCHOMETRIC TEST IN NEAR FUTURE.

34

66

YesNo

106

CHI-SQUARE

107

1. CHI-SQUARE TEST

HO:

There is no significant relationship between the age group of the respondents and the

effectiveness to perform their duty by psychometric test.

H1:

There is a significant relationship between the age group of the respondents and the effectiveness

to perform their duty by psychometric test.

Chi-square method χ2 = ∑ [(O-E) 2 /E] ~ (r-1) (c-1)



108

EFFECTIVENESS

AGE

Strongly

agree

Agree Neutral Disagree Strongly

disagree

Row

Total

20 to 25 years6 20 11 9 3 49

26 to 35 years7 23 8 13 2 53

36 to 45 years2 3 3 2 2 12

Above 46 years1 2 1 1 1 6

Column Total 16 48 23 25 8 120

Row total x Column total

Expected Frequency=

Grand total

109

χ2 = ∑ [(O-E) 2 /E] = 6.125

110

Oi Ei (Oi-Ei) (Oi-Ei)2 (Oi-Ei)2/Ei

6 6.5 -0.5 0.25 0.038

7 7.1 -0.1 0.01 0.001

2 1.6 0.4 0.16 0.1

1 0.8 0.2 0.04 0.05

20 19.6 0.4 0.16 0.008

23 21.2 1.8 3.24 0.152

3 4.8 -1.8 3.24 0.675

2 2.4 -0.4 0.16 0.067

11 9.4 1.6 2.56 0.272

8 10.2 -2.2 4.84 0.474

3 2.3 0.7 0.49 0.213

1 1.2 -0.2 0.04 0.033

9 10.2 -1.2 1.44 0.141

13 11 2 4 0.363

2 2.5 -0.5 0.25 0.1

1 1.3 -0.3 0.09 0.069

3 3.3 -0.3 0.09 0.027

2 3.5 -1.5 2.25 0.642

2 0.8 1.2 1.44 1.8

1 0.4 0.6 0.36 0.9

Degrees of freedom = (r-1) (c-1)

= (4-1) (5-1)

= (3) (4)

= 12

The tabulated value at 5% level of significance & 12 d.f = 21.026

Since tabulated value is > calculated value, we accept (HO) null hypothesis.

RESULT:

The calculated value of χ2 is less than that of the table value. Hence, the null hypothesis is

accepted. So, we conclude that there is no significant relationship between the age group of the

respondents and the effectiveness to perform their duty by psychometric test.

2. CHI-SQUARE TEST

111

HO:

There is no significant relationship between gender and the improvement in knowledge of the

employees after the psychometric test.

H1:

There is a significant relationship between gender and the improvement in knowledge of the

employees after the psychometric test.




IMPROVEMENT

GENDER

Poor Good Average Adequate Excellent Row

Total

112

Male14 35 20 16 8 93

Female4 8 7 5 3 27

Column Total18 43 27 21 11 120


Expected Frequency=

Grand total

113


14 13.95 0.05 0.0025 0.00017

4 4.05 -0.05 0.0025 0.00061

35 33.32 1.68 2.8224 0.0847

8 9.67 -1.67 2.7889 0.2884

20 20.92 -0.92 0.8464 0.0404

7 6.07 0.93 0.8649 0.142

16 16.27 -0.27 0.0729 0.0044

5 4.27 0.28 0.0784 0.0166

8 8.52 0.52 0.2704 0.0317

3 2.47 0.53 0.2809 0.1137

χ2 = ∑ [(O-E) 2 /E] = 0.723


= (2-1) (5-1)

= (1) (4)

= 4

The tabulated value at 5% level of significance & 4 d.f = 9.488

Since tabulated value > calculated value, we accept (HO) null hypothesis.

RESULT:


accepted. So, we conclude that there is no significant relationship between gender and the

improvement in knowledge of the employees after the psychometric test.

114

3. CHI-SQUARE TEST

HO:

There is no significant relationship between marital status and on-the job performance of the

employees.

H1:

There is a significant relationship between marital status and on-the job performance of the

employees.




115

PERFORMANCE

MARITAL

STATUS

Strongly

agree


disagree

Row

Total

Single 4 25 30 12 5 76

Married3 15 12 10 4 44

Column Total7 40 42 22 9 120


Expected Frequency=

Grand total

116

χ2 = ∑ [(O-E) 2 /E] = 2.246


= (2-1) (5-1)

= (1) (4)

= 4

The tabulated value at 5% level of significance & 4 d.f= 9.488

Since tabulated value > calculated value, we accept (HO) null hypothesis.

117


4 4.43 -0.3 0.09 0.0203

3 2.57 0.43 0.18 0.0700

25 25.33 -0.33 0.11 0.0043

15 14.67 0.33 0.11 0.0074

30 26.6 3.4 11.56 0.434

12 15.4 -3.4 11.56 0.750

12 13.93 -1.93 3.72 0.267

10 8.07 1.93 3.72 0.460

5 5.7 -0.7 0.49 0.085

4 3.3 0.7 0.49 0.148

RESULT:


accepted. So, we conclude that there is no significant relationship between marital status and on-

the job performance of the employees.

118

ANOVA

ANOVA

Ho: There is no significant relationship between the psychometric test and the employee

performance in the work.

H1: There is significant relationship between the psychometric test and the employee


119

Strongly

agree


disagree

Assessing the skills

earlier in hiring

process

24 42 32 12 10

Creating the culture

that values the work

11 27 44 30 8

Improvement of the

intelligence, aptitude

personality,

20 42 23 19 16

Handling stress 16 31 32 27 14

Coping with

intellectual demands

of the job

10 18 45 15 32

N= (row x column) = 25

Grand Total = 600

Correction Factor (CF) = G2/N = 14,400.

RSS = 17,532

TSS = RSS – CF = 3,132.

CSS = ∑ Ti 2 /n – CF = 1629.2

120

ESS = TSS – CSS =1502.8

Source of variance Degrees of

freedom

Sum of

Squares

Mean sum of

squares

F- ratio F-table value

Between Columns C – 1= 5-1

V1 = 4

1629.2 Mo1= SSC/V1

= 1629.2/4

= 407.3

Fo1 =Mo1/ Mo2

= 5.42

Fo2=(V1,V2)@5%

= 2.87

Error N-C= 25-5

V2 = 20

1502.8 Mo2= SSC/V2

= 1502.8/20

= 75.14

Total 24 3132

Fo1 = calculated value = 5.42

Fo2 = tabulated value = 2.87

Hence the calculated value > table value, we accept alternative hypothesis.

RESULT:

The calculated value Fo1 =5.42 > table value Fo2 = 2.87 at degrees of freedom

between 4 & 20, @ 5% level of significance, we accept the alternative hypothesis. Hence there is

121

a significant relationship between the psychometric test and the employee performance in the

work.

122

FINDINGS

V. FINDINGS, SUGGESTIONS AND CONCLUSION

123

5.1 FINDINGS

PERCENTAGE ANALYSIS:

Maximum (44%) of the respondents belong to the age group of between 26 to 35 years.

Majority (78%) of the respondents are male.

Majority (63%) of the respondents are single.

Maximum (34%) of the respondents are ITI.

Maximum (47%) of the respondents are workers.

Majority (53%) of the respondents earn between Rs.5,000-Rs.10,000.

Majority (52%) of the respondents are below 5 years serviced.

Majority (83%) of the respondents have undergone behavior test.

Majority (83%) of the respondents have opinion regarding the application of

psychometric test in the training and development.

Maximum (40%) of the respondents agree that the psychometric test is effective to

perform the duty in the organization.

Maximum (36%) of the respondents are good in the improvement of knowledge after

attending the psychometric test.

Maximum (46%) of the respondents are satisfied that the organization satisfied with the

result generated by using the psychometric test.

Maximum (42%) of the respondents are satisfied with the improvement of personality by

the effect of psychometric test.

Maximum (43%) of the respondents are satisfied with the development of attitude by the

effect of the psychometric test.

Maximum (35%) of the respondents are neutral that the psychometric test helps in

prediction of on- the job performance.

Maximum (36%) of the respondents disagree the control of attrition rate through

psychometric test.

Majority (68%) of the respondents strongly agree that organization should spend money

on establishing psychometric test for recruitment purpose.

124

Maximum (40%) of the respondents agree that the psychometric test helps in team

building.

Majority (57%) of the respondents have no control in tension during the working hours

through psychometric test.

Majority (66%) of the respondents have not improved in the communication skills


Maximum (35%) of the respondents agree that the psychometric test helps in assessing

the skills earlier in hiring process.


creating the culture that values the work.

Maximum (35%) of the respondents agree that the psychometric test helps in

improvement of the intelligence, aptitude, and personality.


handling stress.


coping with intellectual demands of the job.

Majority (53%) of the respondents want improvement of psychometric test in the

organization.

Majority (66%) of the respondents do not agree that organization plans to use any other

psychometric test in near future.

LIKERT SCALE:

125

The respondents are favorable that the psychometric test is effective to perform the duty in the organization.

The respondents are favorable that the psychometric test helps in prediction of on- the job

performance.

The respondents are unfavorable that the psychometric test helps in control of attrition

rate.

The respondents are favorable that the organization should spend money on establishing

psychometric test for recruitment purpose.

The respondents are favorable that the psychometric test helps in the team building.

CHI-SQUARE:

There is no significant relationship between the age group of the respondents and the

effectiveness to perform their duty by psychometric test.

There is no significant relationship between gender and the improvement in knowledge of

the employees after the psychometric test.

There is no significant relationship between marital status and on-the job performance of the

employees.

ANOVA:

There is a significant relationship between the psychometric test and the employee


126

SUGGESTIONS

5.2 SUGGESTIONS

127

The employees should be aware of various types of psychometric test such as 16PF,

MBIT, FIRO-B.

The psychometric test should be improved in the organization for predicting the on-the

job performance.

Introduction of the psychometric test in the organization will help in making the

recruitment and selection process effective. The employer will be able to hire right person

for the right job. The job description will harmonize with the candidate profile.

The psychometric test also helps in lowering the down the attrition rate of the

organization. If wrong people are hired for the job they are intended to leave their job fast

because they are not satisfied with their job and the tasks which are assigned to them.

Jobs, in which high stress is involved, are vulnerable to attrition. Psychometric test will

help the employer to know whether the candidate can deal with the high stress situations

are not.

The psychometric test must help in the control of tension during working hours and to

improve the communication skill of the employees.

People resist change in their environment. Change is also one of the major factors in

stress. How much a person can endure stress, this can also be predicted and measured


The organization should conduct many psychometric tests for the improvement of the

employees in their work.

Establishing of the psychometric tests will help in matching the organization

requirements and candidate’s requirements.

128

CONCLUSION

5.3 CONCLUSION

129

In order to improve the efficiency of employees in his present job and prepare himself for

a higher level of job, the effective psychometric tests are necessary. It is also needed to improve

the employees personally and the improvement of the company also.

The study reveals the employees opinions regarding the psychometric test in Gem

Equipments Ltd. From the findings drawn from this study, we clearly came to know that the

employees are satisfied with the effect of the psychometric test. The commitment of

psychometric test towards expectation of the respondents is excellent.

The improvement is needed in some cases such as applying of the psychometric test in

the recruitment process, in development of the communication skill, control in the attrition rate,

tension and should help in handling stress.

Some suggestions are given based on the findings. It is sure if the management

implements the given suggestions, the performance of the employees will be gained.

Use of psychometric tests in India hence remains an unexplored area of human resource

however it must also be kept in mind that the human resource professionals are willing to use

these test in future. It is hence the responsibility of human resource academicians to explore this

area of HR and gain some expertise on use of these tests in order to further promote the use of

psychometric testing in India.

130

BIBLIOGRAPHYBIBLIOGRAPHY

131

BOOKS:

Anastasi Anne, Urbina Susana, Psychological testing, Pearson Education, 2003.

Mcshane S, Glinow A M, Sharma R, Introduction to Organizational behavior, Tata

McGraw Hills, 2006.

C.R.Kothari, Research methodology methods and techniques, new age international

publishers, 2nd revised edition

E-BOOKS:

D.Constantine-Simms,

Everything you need to know to pass psychometric tests.

MAGAZINES:

HRM Review February 2007

SEARCH ENGINES:

Google

WEBSITES:

www.teamfocus.co.uk/different_types_of_psychometric_tests.

changingminds.org/disciplines/hr/selection/psychometric.htm

www.personalitypathways.com/type_inventory.

www.wikipedia.org

www.humanmetrics.com

www.gemequipmentsltd.com

132

http://www.gemequipmentsltd.com/

http://www.humanmetrics.com/

ANNEXURE

133

A STUDY ON THE EFFECTIVENESS OF “PSYCHOMETRIC TEST” WITH

SPECIAL REFERENCE TO GEM EQUIPMENTS LTD, COIMBATORE.

I. PERSONAL DETAILS:

1. Name:

2. Age:

16 to 25 years { } 26 to 35 years { } 36 to 45 years { } above 46 years { }

3. Gender:

Male { } Female { }

4. Marital status

Single { } Married { }

5. Educational Qualification

Higher Secondary { } ITI { } Engineering { } UG { } PG { }

Other specify______________________

6. Designation

Staff { } Worker { } Supervisor { }

Quality Controller { } Executive { }

7. Income

Rs. 5,000- Rs. 10,000 { } Rs. 10,000- Rs. 20,000 { } Above Rs. 20,000 { }

8. Year of service

Below 5years { } 5-10 years { } 11-20 years { } above 20 years { }

9. Which type of psychometric tests has been conducted in your organization?

134

Personality tests { } Behavior tests { } 16 PF { } MBTI { } FIRO-B { }

10. What is your opinion regarding the application of the psychometric test in HR function?

Recruitment & selection { } Training &development { } Counseling { }

Behavior analysis { } Talent development { }

11. Does the psychometric test effective to perform your duty in the organization?

Strongly agree { } Agree { } Neutral { } Disagree { }

Strongly disagree { }

12. How would you rate the improvement in your knowledge after attending the psychometric

test?

Poor { } Good { } Average { } Adequate { } Excellent { }

13. Is your organization satisfied with the result generated by using psychometric test tools?

Highly satisfied { } Satisfied { } Neutral { } Dissatisfied { }

Highly dissatisfied { }

14. Are you satisfied with the improvement of your personality by the effect of psychometric

test?



15. Are you satisfied with the development of your attitude by the effect of psychometric test?



16. Does psychometric test help to predict on – the job performance?


135


17. Does psychometric test helpful in controlling the attrition rate in the organization?



18. Is it worth that organization should spend money on establishing psychometric tests for

recruitment purpose?



19. Do you agree that psychometric test helps in team building?



20. Does psychometric test helps in controlling the tension during the working hours?

Yes { } No { }

21. Does psychometric test helps in improving the communication skills?

Yes { } No { }

SA-STRONGLY AGREE A-AGREE N-NEUTRAL

D-DISAGREE SD- STRONGLY DISAGREE

136

22. Does psychometric test helps in

SA A N D SD

Assessing the skills earlier in hiring process

Creating the culture that values the work

Improvement of the intelligence,aptitude,personality

Handling stress

Coping with intellectual demands of the job

23. Do you need in the improvement of psychometric test in your organization?

Yes { } No { }

24. If yes how?

________________________________________________________________

25. Does your organization plan to use any other psychometric tests in near future?

Yes { } No { }

26. Any suggestions

_______________________________________________________________

137

a study on effectiveness of psychometric test

Documents

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