(a) Intelligence or aptitude tests.
They are designed to measure the potential talent and abilities to learn given proper training. They are used where the candidates are inexperienced and untrained.
There are two types of intelligence tests;
(i) General mental ability- tests mental capacity, memory and speed of thinking
(ii) Special aptitude- measure special abilities, talents and skills on a particular subject area.
(b) Achievement tests.
They are used on experienced employees.
Tries to measure the knowledge of the job and confidence of employee doing the job.
(c) Personality tests- aimed at measuring non intellectual characteristics that affects performance for example values, emotions, maturity and motivation.
(d) In basket tests- in tray and out tray in office.
(e) Leadership group discussion-give a group base.
(f) Situational tests- Are designed for selection in Kenya to test the ability to cope with situations or conditions on the job. They are normally conducted on a real job situation. There are two types:
(i) In basket tests- used to test the administration abilities of the candidate by giving him or her in basket of documents. The candidate will be provided with info on the org and be asked to handle them in the most appropriate way.
(ii) Leaders’ group discussion – used to test the supervision qualities of an applicant. The group is put together and given a problem to solve so as to identify individuals with most constructive ideas, who are most influential over others and those with the best communication skills.
maurice.mutuku answered the question on April 15, 2019 at 08:19
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