I was wonder if anyone had any idea where i would be able to purchase software for psychometric testing preferably in bangalore. Look forward to hearing from eveyone. Juliana M
From India, Bangalore
From India, Bangalore
Hi Guys,
For Psychometric testing software-
Merit Trac is an Indian firm in bangalore has produced software that promises to take the pain out of the hiring process for infotech companies.
Cheers.... :D
Manav
1For Psychometric testing software-
Merit Trac is an Indian firm in bangalore has produced software that promises to take the pain out of the hiring process for infotech companies.
Cheers.... :D
Manav
Hi Guys,
Psychometric tests gain new importance
SHORTENED RECRUITMENT cycle time and appraisal processes have assumed importance for companies, both in terms of financial implications and HR policies. Given the high attrition rates, it has become imperative that companies hire candidates with not only the right technical skills, but also the attitude and behaviour pattern which matches the company's profile and culture.
Over the last couple of years, psychometric tools like PF16, MBTI and human job analysis are increasingly being used by HR departments across the globe. These tools enable the company to test the candidate's personality and behavioural aptitude. The trend has caught on in India over the last two years.
Organisations like UB, Bharti, Touchtel, Sanmar, i-Seva, Hindustan Motors, Arvind Mills, i-flex Solutions and Cisco have utilised psychometric tests to assess candidates and select the right employee.
Basically, psychometric tools valuate the individual's behaviour through questionnaires. The results are mapped on a graph which analyses this pattern and accordingly profiles it with the company's work culture. Thomas Profiling, for instance, utilises predictive ability and aims to match the behaviour to jobs. This software can also map the existing work behaviour of an individual helping the company analyse and assess the individual's behavioural aptitude. The gap between behaviour and the company's requirements can be bridged through retraining and re-defining the individual's skill sets and processes.
"Initially companies were sceptical about using psychometric software such as Thomas Profiling. The last one year, however, saw more companies utilise this software and extend its applications beyond HR requirements. Hindustan Motors, for instance, used Thomas Profiling to implement sales effectiveness of its sales force," explained G. Prahlad Rao, Managing Partner, Thomas International.
Tools for psychometric tests (TPTs) are available through software products from Thomas International, Saville & Holsworth, the U.K., Predictive Index and Insight. While traditional tests like Myer Briggs Type Indicator (MBTI) and PF16 are of longer duration, tests like Thomas Profiling tools like human job analysis, personal profile analysis and team analysis system are considerably quicker. Most companies however prefer to use a suite of TPTs instead of a single product.
"We use a basket of tools including MBTI, and PF16 to assess the individual especially during retraining programmes. This helps enhance productivity by providing them with the right skill sets. Though we are not using psychometric tools for the recruitment cycle, this is certainly helping us train Infosys's personnel better," remarked Hema Ravichander, VP-HRD, Infosys Technologies.
Though the practice of psychometrics is just gaining ground among Indian corporates, this is expected to become the `rote'. As of now psychometrics is more relevant to the ITES segment and senior and middle-management recruitment, according to Gautam Sinha, CEO, TVA Infotech, a HR consultant firm. His logic: the IT-Enabled Services sector with its long hours of repetitive work (at times monotonous) and graveyard shifts requires a certain type of individual. Psychometric with its behavioural attitude can cull these individuals enabling the ITES companies to reduce attrition rates (nearly 20-25 per cent). For mid and senior management positions, psychometrics offers an insight into whether the candidate has leadership/managerial qualities.
Using psychometric tools for the last six months in its recruitment process, i-Seva, a leading call centre firm in Bangalore, for instance, has had a 60-65 per cent success rate. Interestingly, the U.S. has made it mandatory for the reports of psychometric tests to be given to the individual for reasons of security. In India, this is not yet the case. To ensure security and confidentiality of PT reports, Thomas Profiling products for instance is equipped with security measures like password-enabled software and a Dongle. Dongle is a hardware key attached to the user's PC port, thus identifying the authenticity of the user. Besides this, the Dongle monitors the Thomas Profiling process/software and generates software once the user has exhausted the same. A company would have to invest about Rs. 1,500 to conduct these tests.
With the amount of interest generated by psychometric tests among Indian companies, vernacularisation of the software is a logical step. Right now, Thomas Profiling software is available in English and Hindi with "customisation and vernacularisation of the software taking about six months if the company requires the same," Mr. Rao said.
Incidentally, Thomas International will launch a new product Tests for Selection & Training in November this year. Under license from the British Psychological Society, the product measures `fluid intelligence' of an individual or the speed and agility of thinking. At present, the company is conducting the norming process for various countries. Once the process is completed, the TST product would complete the suite from Thomas International Mr. Rao added.
Cheers..... :P
Manav
Psychometric tests gain new importance
SHORTENED RECRUITMENT cycle time and appraisal processes have assumed importance for companies, both in terms of financial implications and HR policies. Given the high attrition rates, it has become imperative that companies hire candidates with not only the right technical skills, but also the attitude and behaviour pattern which matches the company's profile and culture.
Over the last couple of years, psychometric tools like PF16, MBTI and human job analysis are increasingly being used by HR departments across the globe. These tools enable the company to test the candidate's personality and behavioural aptitude. The trend has caught on in India over the last two years.
Organisations like UB, Bharti, Touchtel, Sanmar, i-Seva, Hindustan Motors, Arvind Mills, i-flex Solutions and Cisco have utilised psychometric tests to assess candidates and select the right employee.
Basically, psychometric tools valuate the individual's behaviour through questionnaires. The results are mapped on a graph which analyses this pattern and accordingly profiles it with the company's work culture. Thomas Profiling, for instance, utilises predictive ability and aims to match the behaviour to jobs. This software can also map the existing work behaviour of an individual helping the company analyse and assess the individual's behavioural aptitude. The gap between behaviour and the company's requirements can be bridged through retraining and re-defining the individual's skill sets and processes.
"Initially companies were sceptical about using psychometric software such as Thomas Profiling. The last one year, however, saw more companies utilise this software and extend its applications beyond HR requirements. Hindustan Motors, for instance, used Thomas Profiling to implement sales effectiveness of its sales force," explained G. Prahlad Rao, Managing Partner, Thomas International.
Tools for psychometric tests (TPTs) are available through software products from Thomas International, Saville & Holsworth, the U.K., Predictive Index and Insight. While traditional tests like Myer Briggs Type Indicator (MBTI) and PF16 are of longer duration, tests like Thomas Profiling tools like human job analysis, personal profile analysis and team analysis system are considerably quicker. Most companies however prefer to use a suite of TPTs instead of a single product.
"We use a basket of tools including MBTI, and PF16 to assess the individual especially during retraining programmes. This helps enhance productivity by providing them with the right skill sets. Though we are not using psychometric tools for the recruitment cycle, this is certainly helping us train Infosys's personnel better," remarked Hema Ravichander, VP-HRD, Infosys Technologies.
Though the practice of psychometrics is just gaining ground among Indian corporates, this is expected to become the `rote'. As of now psychometrics is more relevant to the ITES segment and senior and middle-management recruitment, according to Gautam Sinha, CEO, TVA Infotech, a HR consultant firm. His logic: the IT-Enabled Services sector with its long hours of repetitive work (at times monotonous) and graveyard shifts requires a certain type of individual. Psychometric with its behavioural attitude can cull these individuals enabling the ITES companies to reduce attrition rates (nearly 20-25 per cent). For mid and senior management positions, psychometrics offers an insight into whether the candidate has leadership/managerial qualities.
Using psychometric tools for the last six months in its recruitment process, i-Seva, a leading call centre firm in Bangalore, for instance, has had a 60-65 per cent success rate. Interestingly, the U.S. has made it mandatory for the reports of psychometric tests to be given to the individual for reasons of security. In India, this is not yet the case. To ensure security and confidentiality of PT reports, Thomas Profiling products for instance is equipped with security measures like password-enabled software and a Dongle. Dongle is a hardware key attached to the user's PC port, thus identifying the authenticity of the user. Besides this, the Dongle monitors the Thomas Profiling process/software and generates software once the user has exhausted the same. A company would have to invest about Rs. 1,500 to conduct these tests.
With the amount of interest generated by psychometric tests among Indian companies, vernacularisation of the software is a logical step. Right now, Thomas Profiling software is available in English and Hindi with "customisation and vernacularisation of the software taking about six months if the company requires the same," Mr. Rao said.
Incidentally, Thomas International will launch a new product Tests for Selection & Training in November this year. Under license from the British Psychological Society, the product measures `fluid intelligence' of an individual or the speed and agility of thinking. At present, the company is conducting the norming process for various countries. Once the process is completed, the TST product would complete the suite from Thomas International Mr. Rao added.
Cheers..... :P
Manav
hi juliana
the 16 PF test is the most compact psychimetric test and it can be taken online . check with mafoi ( authorised people to conduct it online ) for a fair deal for your employees.
love
shaista
the 16 PF test is the most compact psychimetric test and it can be taken online . check with mafoi ( authorised people to conduct it online ) for a fair deal for your employees.
love
shaista
Dear manav & team
Predictive index is a system which has helped companies the world over to align their people processes to organizational objectives. Having worked for more than 50 years with over 100 of the Fortune 500 companies, PI has proved its impact on direct business results time and again.
You can find out more details about Predictive Index at www.piworldwideindia.com
Regards
Amol
From India, Mumbai
Predictive index is a system which has helped companies the world over to align their people processes to organizational objectives. Having worked for more than 50 years with over 100 of the Fortune 500 companies, PI has proved its impact on direct business results time and again.
You can find out more details about Predictive Index at www.piworldwideindia.com
Regards
Amol
From India, Mumbai
Are there any companies in India like Thomas International who are involved in conducting Psychometric tests? Would be greatful if anyone can give me a list of the companies? Regards, Vivek
From India, Mumbai
From India, Mumbai
please fill
Psychometric Questionnaire for HR Managers
Name (optional) :
Designation :
Company :
1) Are you aware of the use of psychometric tools / tests for various HR functions, by HR personnel all over the world?
Aware
Not aware
2) Is your Organization using any psychometric test for any HR function?
Yes
No
3) If no, do you plan to use any psychometric tool / test in future?
Yes
No
Cant say
Why are you not using any psychometric tool now?
4) If yes, which tool/s is/are being used by your organization?
5) What are the means of conducting psychometric tests?
A. WRITTEN
B. Q AND A
C. INTERVIEW
D.ONLINE
E. DISCUSSION
F. EMAIL
G. OTHERS
6) For which HR function is your organization using these psychometric tests?
Recruitment and selection,
Training and development
Counseling,
Feedbacks,
Appraisals,
Behavior analysis,
Competency mapping
For building career paths of employees
Talent Development
7) Is your organization satisfied with the result generated by using these tools/tests?
Yes
No
cant say
8) Do you plan to use any other psychometric tool/test in near future?
Yes
No
cant say
If yes, what are the tools?
9) At what level do you usually use these psychometric tests (managerial, supervisory etc?)
Lower
Top and middle
All
10) How do you ensure reliability and validity in your tests?
11) Is your organization aware of the various ethical issues involved in the use of psychometric testing?
Yes
No
12) Do you have qualified professionals for administering and generating results from these tools or you have outsourced the process?
In-house
Outsource
13) What is the perceived objectivity of conducting a psychometric test?
14) How useful is information on psychometric testing for assessing changes in the demand for skills?
15) Any suggestions
From India, Chandigarh
Psychometric Questionnaire for HR Managers
Name (optional) :
Designation :
Company :
1) Are you aware of the use of psychometric tools / tests for various HR functions, by HR personnel all over the world?
Aware
Not aware
2) Is your Organization using any psychometric test for any HR function?
Yes
No
3) If no, do you plan to use any psychometric tool / test in future?
Yes
No
Cant say
Why are you not using any psychometric tool now?
4) If yes, which tool/s is/are being used by your organization?
5) What are the means of conducting psychometric tests?
A. WRITTEN
B. Q AND A
C. INTERVIEW
D.ONLINE
E. DISCUSSION
F. EMAIL
G. OTHERS
6) For which HR function is your organization using these psychometric tests?
Recruitment and selection,
Training and development
Counseling,
Feedbacks,
Appraisals,
Behavior analysis,
Competency mapping
For building career paths of employees
Talent Development
7) Is your organization satisfied with the result generated by using these tools/tests?
Yes
No
cant say
8) Do you plan to use any other psychometric tool/test in near future?
Yes
No
cant say
If yes, what are the tools?
9) At what level do you usually use these psychometric tests (managerial, supervisory etc?)
Lower
Top and middle
All
10) How do you ensure reliability and validity in your tests?
11) Is your organization aware of the various ethical issues involved in the use of psychometric testing?
Yes
No
12) Do you have qualified professionals for administering and generating results from these tools or you have outsourced the process?
In-house
Outsource
13) What is the perceived objectivity of conducting a psychometric test?
14) How useful is information on psychometric testing for assessing changes in the demand for skills?
15) Any suggestions
From India, Chandigarh
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