essay help

Sherri Jackson

July 7, 2019

Over the years it has been noticed that many big and small companies have started to conduct psychological tests to do the detailed profiling of the potential workers. This testing type has gained a lot of momentum over the past few decades. This is so as employers have started believing that by conducting such tests they are able to check the level and potential of the future employees. According to the employers such test systems also give them the proper insight of the people who are applying for the jobs. This aids in the human resources department of companies to make sure that they hire the correct people, which in the long run increases the efficiency and profits of the organizations. It also helps in predicting the overall expectation a company can have of the future employee and what roles can the future employee play effectively. This kind of testing has led towards many useful hiring for many organizations throughout the world. Comment by Admin: You will also need page numbers in the upper right-hand corner of each page. Comment by Admin: comma Comment by Admin: comma Comment by Admin: …the future employee can Comment by Admin: hires

A question which surfaces regarding the psychological testing of the future employees is that, are these kinds of tests actually useful? Followed by another question, do these testing systems actually predict the complete potential of the employees and if yes, than till what extent can the companies relay on these kinds of testing? As there has been advancements in technology, the physiological testing being done by the organizations have been become based on technology. There are various instruments and tools based latest technology which are being used to judge the candidates. As technology is said to be more reliable and accurate as compared to the human judgments and potentials the results are also believed to be quite accurate when technology is involved. With the overall involvement of technology and its incorporation with these testing systems many new applications and prototypes have been developed which help in the overall betterment of the general process of hiring people in organizations. The results have mostly been above satisfactory and the organizations are very happy with the work which is being done by these testing systems and devices. Comment by Admin: fragment Comment by Admin: I think you might need to really explain what this testing is like. Comment by Admin: Is it physiological or psychological? Comment by Admin: has Comment by Admin: This is confusing. Not sure what is meant here. Comment by Admin: On the Comment by Admin: comma

Basically there are three different types of psychological tests which are conducted by the organizations. The three types of psychological tests being practiced are, biographical data instruments, cognitive ability testing and the personality tests. The first type being the biographical data instruments test, is a kind of a test which mostly asks for information regarding the future employee`s skills related to teamwork and leadership. This test also investigate the candidate’s interpersonal skills, creative skills and their extraversion. This test helps in understanding the candidate to a greater extent. This test is basically done by asking the candidate different questions and inquiring about different things. the employers ask questions related to the candidate`s education, work experiences, training and other interests. This helps to define the capabilities of the candidates to do the specific job they have applied for. Some of the biographical data instruments also seek to inquire about the candidate`s personal assessments of their skills, attitudes and over all personality. Comment by Admin: delete ‘basically’ Maybe say “Typically” Comment by Admin: …type, the biographical data instruments test, Comment by Admin: investigates Comment by Admin: Try to avoid using the word basically. It sounds a bit informal.

The second type of psychological tests which are being used are the cognitive ability test. This kind of tests help in determining the aptitude of the candidates. These tests are also known as the aptitude tests. The questions designed for this kind of a test are basically the ones which are essential and helpful for measure the overall abilities of the candidate to learn quickly and applying logic to different situations. The candidate is also tested upon his reading skills, comprehension and other mental abilities. If a candidate is successful in all these things he or she is considered to be an ideal candidate as he or she has high mental capabilities. In short this test assess the potential or future employees on the basis of his or her aptitude and potential to solve various problems related to the job being applied for.

The third type of physiological test which is being practiced are known as the personality tests. These tests are designed in such a way that they help in the measurement of the candidate`s conscientiousness, extraversion along with the candidate`s openness to new work experiences. This test also judges the candidate on his or her optimism, service orientation, productivity, agreeableness, emotional stability and stress tolerance. It can be said that the personality test helps in the measurement of the traits of the candidate which are closely related to his or her behavior at work and the interpersonal interactions being done by them. Comment by Admin: I feel like some of the descriptions of these tests should be cited.

In short the psychological tests are very informative and help in the conclusion of the information required regarding the candidate. The basic aim or objective of the psychological tests is to make sure that the test is free of any kind of judgment regarding the overall skills, talents, knowledge and capabilities of the person being tested. The reliability of these tests should be consistent and the questions should be trustworthy enough to determine the details of the employees and assess them properly. There have been several studies which have been carried out by different researchers on the use of technology in the psychological testing and profiling of the potential workers by the employees. Most of these studies have determined that these tests have actually been more useful ever since technology has been integrated in them. Comment by Admin: comma Comment by Admin: We are a couple of pages in and haven’t included any citation yet, so that is definitely needed.

It is a fact as studied and found by Foster in his press release in Spain that the integration of technology with the overall system of psychological testing has improved the overall method to a greater extent. According to him the human resource managers and the administration are quite interested in the overall effects of technology and its effect on their operations. It is cleared after going through this study that technology has helped a lot in evolving the overall psychological testing system which has become very helpful to the masses and has led towards the correct hiring of employees. The study also indicates that the future will be quite more dependent on technology and things will be more in control of technology rather than human efforts (Foster,2014). Comment by Admin: comma Comment by Admin: spacing

Similarly, Holland, P., & Bardoel, in their research called the “The impact of technology on work in the twenty-first century: exploring the bright and dark side”. The researcher has explored both the positives and the negatives of the emergence of technology in the world. The researchers claim that thou it is a fact that technology has brought easiness and quickness to the process of hiring but at the same time there are chances that the results attained by these technological tests are not 100 percent accurate. The researchers mention in their journal article that the wide application of technology in modern workplaces have had a huge impact on the human resource department and has made their work easy to a greater extent. The researchers have provided an unbiased evaluation of the overall different effects of technology on the organizations and their human resource departments (Holland & Bardoel, 2016). Comment by Admin: no first initials Comment by Admin: period inside the quotes Comment by Admin: You also need year of publication Comment by Admin: though Comment by Admin: delete comma here

Apart from this in the article titled Plus ca change, plus la meme chose? – Researching and theorizing 'new' new technologies, by Howcroft & Taylor also focuses on the effects of technology in the workplace testing part. The authors explain in their article that their overall attempts to discuss what the latest technologies have done to the organizations in the 21st century. The article highlights the technologies and techniques which have been created and developed in such a way that they improve the overall performance of the people or the employees at the work place. It also brings to notice that the latest technologies have made the human resource practices much better than before (Howcroft &Tylor, 2014). Comment by Admin: comma Comment by Admin: You really only need authors and year in-text. You can include all the other info in the references page. Comment by Admin: Fragment

Next in the journal article called the impact of technology on psychological testing in practice and policy: What will the future bring, the authors Liescu, & Greiff talk about the overall effect of technology on the psychological testing practice in organizations and the polices which have been developed by the organizations in the recent times. In the article the authors directly examine and discuss the overall impact of technology on the branch and field of testing. It explains how accurately these tests help in determining whether the future employee is good for the job or not. It talks about the different specialists who have been working in the field of testing potential employees. It further explains how the use of technology has made the work quicker and somewhat more reliable (Liescu &Greiff, 2014). Comment by Admin: Again, just give authors and year. Otherwise, it’s a lot of info. Comment by Admin: It seems like you are summarizing each source here. Instead, try to work this into the essay throughout.

Another source which is the book titled “The future of work: Attract new talent, build better leaders, and create a competitive organization” by Morgan talks about the current changes which technology has brought in the field of testing along with the future changes which the upcoming technology can bring to the field further. The article gives a proper forecast regarding the interesting and advanced changes which can be expected at the workplace all due to the integration of technology with the hiring process. as the book has been written a few years ago, some of the predictions have already become true like the one in which it is stated that the testing system will be more technology based in most of the companies and that the old system will be outdated (Morgan, 2014).

With the help of latest technology, a lot of data can be put together and analyzed in a proper way in order to develop the complete potential analyses of the people applying for a post or a job. It can easily indicate whether the person is physiological fit to perform a task or not. Psychological testing has always played a vital role in the hiring department, but ever since it has started integrating technology with it, its importance has gone up to greater extents. The organizations are also happy with this aspect as the workload on the human resource department has reduced and so has the requirement of the manpower in the human resource department. Comment by Admin: Are we talking about both physiology and psychology, or is one a typo?

Many organizations all over the world have become heavily dependent on these technology-based testing systems for the process of hiring and have shown very effective and expected results. More organizations should follow the trend and get themselves into the process of technology based psychological systems. This is so as there will be even better and more developed and effective results which will lead to smart and intelligent hiring for the organizations. This will help the organizations to improve their overall effectiveness and increase their profits in the long run. It will also aid these organizations to reduce the load of man power and the correct choice of employees can do the work in a better way and more effectively. The various researches which have been conducted in the recent past by different researchers have all indicated that technology`s involvement in the psychological testing and profiling of potential workers by the employers have turned out to be a very positive thing and needs to be promoted to the medium and smaller organizations as well.

Overall it can easily be concluded that technology`s integration with the organizations and the human resource department specifically has indeed played a vital role in the overall improvement of the process. It has helped the organizations to hire people with true potential and has also enabled the best and highly skilled people get the jobs they truly deserved and wanted. This has all been made easily possible by the technology`s integration. However, as all these technologies have been man made and developed by humans there are still errors in them and there are chances that some decisions of tests results can have errors and cannot be completely accurate. In such cases there are double checks which are required by the human resource team of the companies and their existing employees who are responsible for hiring people need to add their own decisions based on their observations as well in order to pass the final judgment about the potential employees. Therefore, the involvement and integration of psychological testing needs to be promoted in all kinds of industries as much as possible as it will only lead towards the better hiring process. Comment by Admin: comma Comment by Admin: comma Comment by Admin: That’s a really interesting method of reviewing potential hires.

References: Comment by Admin: Should be centered with no colon

1.Foster, D. (2014, July). The current and future effects of technology on testing. Keynote presented at the 9th Conference of the International Test Commission, San Sebastian, Spain.