Hi All,

At the outset, let me acknowledge that this site is the place where any HR person would like to Hang out... Thanks Citehr

Here i share my ideas and opinion regarding PSYCHOMETRIC Analysis:

Psychometric analysis is taking center stage as more and more HR professionals started believing in this aspect of science.

Psychometric analysis is helpful while recruiting, Analysing training needs and even during appraisals. This aspect of science would definitely be very useful tool to HR personnel in placing a right candidate at a right place.

Psychometric analysis would also help youngsters in choosing their career. Am sure everybody would agree with me if i say "Every human being has a speciality of his own", while those who realise it would be more successful than those who do not realise it. Psychometric analysis helps to identify the talent and then one can choose the career which suites their talent.

These views are posted to start the ball rolling on Psychometric analysis and i hope Senior Professionals would throw some light on this topic and enlighten us about this aspect coupled with HR.

Best Regards


From India, Hyderabad

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Dear Pippallaram,
Nice to meet you. you are absolutely right but the problem is that the companies think that psychometric tests can be bought from certain farms and can be applied straight to get the results.
There are no culture free psychometric tests. So a test standardised in a population in Washington can not be applied in Hyderabad. To apply tests in a population, the tests are to be standardised in that population only. If already tests exist standardised in some other population then those tests are to be restandardised before use.
The whole work is to be done by an expert competent in psychometry.

From India, Delhi
Namaskar Jogeswarji,
Its absoulutely correct that psychometric test needs to be personalised for each occassion based on the objective of conducting such test.
More over pschometric test and analysis are only a means to the end and not an end in itself.
Thanks for your response doctorji

From India, Hyderabad
Dear friends,



1.Long back my senior who is no more there was planning a project. He asked me to see the tests he was intending to use. I asked him for the technical details. For one he gave me the reference where it was published. Most likely as far as I remember It was published in American Sociological review of 1964 volume. I went through the paper and discovered a very interesting fact. The scores are not distributed normally. The authors are in dismay that they followed every step of standardisation but the scores do not show normal distribution. This was beyond their comprehension which they had admitted in the paper.

I brought the paper and explained the error to my senior why the scores were not normally distributed.

The first author was a great corporare luminary even then. He is still there and I can not be even equivant to a dust in his sole.

2. The second test which he showed me had the manual. The author was a big giant and was the director of a reputed Institute. In the test there were 9 scales and one reliability estimate and that too a split half reliabilty. Split half reliability is an internal consistency reliability. The 9 scales can never be internally consistent and still he finds one estimate. This is just mockery of testing.

3.A doctoral dissertation published in a book form had come for review to one of my friend. He requested me to write the review.I found that the results and the text are exactly opposite. I wrote a very severe criticism. the review was published but who cares?

4. A doctoral dissertation had come for evaluation to one of my senior colleague. As he was not conversant with testing, he asked me to write the evaluation. The tests used were foreign made and were not readapted here. The interesting fact was that the scores were differently distributed from the standardisation sample. Still then the interpretation was picked up from standardising authoriy.

This is the testing world. My purpose of writing these experiences here is to say that psychometry is a big bull. Someone may very well mount on it but it is not that easy to catch it by horns. To catch it by horns, it requires strength, stamina, endurance, vigour, vitality and resistance.



From India, Delhi
dear Sukhia,
Make an internet search and you will find any number of sites. But my objection is whether the tests are are apropriately standardised?.
In citehr you will find many threads on this topic but when I put the standardisation question hardly any answer comes.
Is any company India interested in taking up test standardisation?

From India, Delhi
Hi, We have customized the test for Indian culture. Also we have added the new dimension to the test as a the social media analysis. Day by day social media is becoming more prominent. After two years - companies shall not ask for your resume but a social media id and will have entire your personality analysis. We have added this additional dimension along with the regional factor. We spent around last 2 years to come out with the unique test.
To know more you can register at Accrediate and then appear for the test at parivartan.accrediate.com for free. This is available for a paid version at just INR 500 per test and with the pool of counsellors having 35+ years of experience in counselling, we guide you whether you are in Red ,Yellow or Green in terms of employability.

From India, Pune

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