Employment Testing and Human Resource Management Article

Business Testing and Human Resource Management - Article Example The scientist expresses that while Ajila and Okafor give a point by point and educational record of business testing, the significance of such testing in Human Resource Management is given just shallow treatment. Ajila and Okafor characterize Human Resources Management, its goal in coordinating hierarchical objectives with representative abilities, and the utilization of work testing as a stage in any â€Å"comprehensive screening program†. The creators present a top to bottom record of the starting point and nature of work testing, starting with its foundations in the trial of Francis Galton in 1883, and its advancement throughout the decades: from Alfred Binet’s scales, the Stanford-Binet test, and the Army Tests utilized in World War I. Ajila and Okafor proceed to characterize mental tests, and break down business testing as far as legitimacy and unwavering quality. As faculty choice is one of the most critical highlights of Human Resource Management, the creators in vestigate legitimacy (precision, authenticity) and unwavering quality (reliability or consistency) as far as measures used to evaluate the â€Å"attributes identified with progress on the job†. The creators give an exhaustive report of the different kinds of tests utilized in faculty screening and choice, in view of psychological capacity, mechanical capacity, engine and tangible capacity, fitness, character, and information. By giving instances of every sort of test, the creators further explain the idea of work testing and the reason and utilization of the various tests. Ajila and Okafor close with the unequivocal affirmation that business testing should be a piece of the procedure of work force choice. While the writers give an excellently point by point investigation of the historical backdrop of mental testing, and a far reaching rundown of the kinds of tests, the article doesn't make a sufficient case for the incorporation of such testing in the work force determination process. Ajila and Okafor don't cite any investigations or examination to back their stand that work testing is a dependable and legitimate technique for faculty choice.