A STUDY ON THE EFFECTIVENESS OF PSYCHOMETRIC TEST WITH SPECIAL REFERENCE TO GEM EQUIPMENTS LTD, COIMBATORE.

PROJECT REPORT

Submitted by SRI KANAKA DURGA.V (Register No: 1135F0609)

Under the Guidance of Ms. P.AKILANDESHWARI, MBA.,

Submitted to the Bharathiar University in partial fulfillment of the requirement for the degree of

MASTER OF BUSINESS ADMINISTRATION

of Bharathiar University , Coimbatore.

2011-2013 DEPARTMENT OF MANAGEMENT STUDIES MAHARAJA ARTS & SCIENCE COLLEGE (Affiliated to Bharathiar University Approved by AICTE, New Delhi) NEELAMBUR, COIMBATORE 641 407.

CERTIFICATES
2

MAHARAJA ARTS & SCIENCE COLLEGE

(Affiliated to Bharathiar University Approved by AICTE, New Delhi) Neelambur, Coimbatore 641 407

CERTIFICATE

This is certifying that the project report entitled A STUDY ON THE EFFECTIVENESS OF PSYCHOMETRIC TEST WITH SPECIAL REFERENCE TO GEM EQUIPMENTS LTD, COIMBATORE is a bonafide record of work done by SRI KANAKA DURGA.V (Reg. No 1135F0609), submitted in partial fulfillment of the requirement for the degree of MASTER OF BUSINESS ADMINISTRATION of BHARATHIAR UNIVERSITY

Faculty Guide

.. Head of the Department

... Dean PG Studies

. Principal

Viva-voce examination held on .

...... Internal Examiner

.. External Examiner

DECLARATION
4

DECLARATION

I,

hereby declare

that

the

project

work

entitled

STUDY

ON

THE

EFFECTIVENESS OF PSYCHOMETRIC TEST submitted to Bharathiar University in the partial fulfillment of the requirement for the award of the degree of MASTER OF BUSINESS ADMINISTRATION is a record of original work done by me, under the Guidance of Ms. P.AKILANDESHWARI, MBA ., Department of Management Studies.

PLACE: DATE :

Signature of the candidate (SRI KANAKA DURGA .V)

ACKNOWLEDGEMENT

ACKNOWLEDGEMENT

First and foremost I would like to express my whole hearted and sincere thanks to ALMIGHTY GOD for helping me throughout this project. I owe a deep debt of my gratitude Thiru. K.PARAMASIVAM, B.Sc., Chairman of Maharaja Institutions, Mr.P.SATHYAMOORTHY, B.E., MBA., M.S., Correspondent of Maharaja Institutions who gave me this wonderful opportunity to take up the project. I wish to express my sincere thanks to Dr.C.LOGANATHAN, M.Sc., M.Phil., Ph.D., Principal of Maharaja Arts and Science College who permitted me to do the project. My thanks are due in abundant measure to Prof. S. RANGASAMY, M.A., MBA., M.Phil., DSS., Dean of PG - Studies, Maharaja Arts and Science College for providing necessary facilities and offering useful guidelines to carry out this project successfully. I remember and respectfully acknowledge the support, inspiration and encouragement extended by our Head of the Department Prof. S. RANGASAMY, M.A., MBA., M.Phil., DSS., of Management Studies for successfully completing this project work. Words in my vocabulary are insufficient to express duly my heartful thanks and gratitude to faculty guide Ms. P.AKILANDESHWARI, MBA .,for her valuable guidance and advice and suggestion to complete the project work in proper manner and also in time. My Deep sense of gratitude to Mr. MAHESHWARAN. R, M.B.A Human Resources Manager, Gem Equipments Limited, Coimbatore for his tremendous support and help. Without his encouragement and guidance this project would not have materialized.

SRI KANAKA DURGA.V

CONTENTS
8

CONTENTS

CHAPTER NO LIST OF TABLES LIST OF CHARTS CERTIFICATES DECLARATION ACKNOWLEDEMENT I 1.1 1.2 1.3 1.4 1.5 1.6 1.7 II III 3.1 3.2 IV V INTRODUCTION

TITLE

PAGE NO

INTRODUCTION OF THE STUDY STATEMENT OF THE PROBLEM OBJECTIVES OF THE STUDY SCOPE OF THE STUDY RESEARCH METHODOLOGY LIMITATIONS OF THE STUDY CHAPTER SCHEME REVIEW OF LITERATURE PROFILE OF THE ORGANISATION INDUSTRY PROFILE COMPANY PROFILE DATA ANALYSIS AND INTERPRETATION FINDINGS SIGGESTIONS AND CONCLLUSION BIBLIOGRAPHY ANNEXURE

LIST OF TABLES

10

LIST OF TABLES

TABLE NO 1.

TITLE

PAGE NO

Table showing the age group of the respondents.

2.

Table showing the gender of the respondents.

3. 4.

Table showing the marital status of the respondents. Table showing the educational qualification of the respondents.

5. 6. 7. 8.

Table showing the designation of the respondents. Table showing the income of the respondents. Table showing the year of service of the respondents. Table showing the type of psychometric test conducted in the organization. Table showing the opinion regarding the application of psychometric test in HR. Table showing the effectiveness of psychometric test to perform the duty in the organization. Table showing the improvement in knowledge of the respondents after attending the psychometric test. Table showing the organization satisfaction with the result generated by using the psychometric test. Table showing the satisfaction of the respondents with the improvement of personality by the effect of psychometric test.

9.

10.

11.

12.

13.

11

14.

Table showing the satisfaction of the respondents with the development of attitude by the effect of the psychometric test. Table showing the psychometric test helps in prediction of on- the job performance. Table showing the control of attrition rate through psychometric test.

15.

16.

17.

Table showing whether organization should spend money on establishing psychometric test for recruitment purpose. Table showing the psychometric test helps in team building. Table showing the psychometric test helps in control of tension during the working hours. Table showing the psychometric test helps in improving the communication skills. Table showing the psychometric test helps in assessing the skills earlier in hiring process. Table showing the psychometric test helps in creating the culture that values the work. Table showing the psychometric test helps in improvement of the intelligence, aptitude, and personality. Table showing the psychometric test helps in handling stress Table showing the psychometric test helps in coping with intellectual demands of the job. Table showing the improvement of psychometric test in organization

18. 19.

20.

21(a)

21(b)

21(c)

21(d) 21(e)

22.

23.

Table showing whether organization plans to use any other psychometric test in near future. Table showing relationship between the age group of the respondents and the psychometric test effectiveness.

24.

12

25.

Table showing relationship between gender of the respondents and improvement in knowledge after psychometric test. Table showing relationship between marital status and on-the job performance of the employees. Table showing relationship between the psychometric test and the employee performance in the work.

26.

27.

13

LIST OF CHARTS
14

LIST OF CHARTS

CHART NO 1.

TITLE

PAGE NO

Chart showing the age group of the respondents.

2.

Chart showing the gender of the respondents.

3. 4.

Chart showing the marital status of the respondents. Chart showing the educational qualification of the respondents.

5. 6. 7. 8.

Chart showing the designation of the respondents. Chart showing the income of the respondents. Chart showing the year of service of the respondents. Chart showing the type of psychometric test conducted in the organization. Chart showing the opinion regarding the application of psychometric test in HR. Chart showing the effectiveness of psychometric test to perform the duty in the organization. Chart showing the improvement in knowledge of the respondents after attending the psychometric test. Chart showing the organization satisfaction with the result generated by using the psychometric test. Chart showing the satisfaction of the respondents with the improvement of personality by the effect of psychometric test.

9.

10.

11.

12.

13.

15

14.

Chart showing the satisfaction of the respondents with the development of attitude by the effect of the psychometric test. Chart showing the psychometric test helps in prediction of on- the job performance. Chart showing the control of attrition rate through psychometric test.

15.

16.

17.

Chart showing whether organization should spend money on establishing psychometric test for recruitment purpose. Chart showing the psychometric test helps in team building. Chart showing the psychometric test helps in control of tension during the working hours. Chart showing the psychometric test helps in improving the communication skills. Chart showing the psychometric test helps in assessing the skills earlier in hiring process. Chart showing the psychometric test helps in creating the culture that values the work. Chart showing the psychometric test helps in improvement of the intelligence, aptitude, and personality. Chart showing the psychometric test helps in handling stress Chart showing the psychometric test helps in coping with intellectual demands of the job. Chart showing the improvement of psychometric test in organization

18. 19.

20.

21(a)

21(b)

21(c)

21(d) 21(e)

22.

23.

Chart showing whether organization plans to use any other psychometric test in near future.

16

INTRODUCTION OF THE STUDY

17

I. INTRODUCTION 1.1 INTRODUCTION OF THE STUDY

Today psychometric testing is employed in a wide variety of setting, from educational to industrial organizations, for a diverse range of purpose. Especially from the HR point of view, its uses have increased manifold over the last few years. Psychometric test is the branch of science which deals with scientific measurement of personality and intelligence. Psychometric test has been used the early parts of the 20th century and were originally developed for use in educational psychology. Test of this sort are devised by occupational psychologists and their aim is to provide employers with a reliable method of selecting the most suitable job applicants or candidates for promotion. These are powerful tools used by organizations for the selection, development and management of people. They provide help to management in areas such as motivation and team building. The branch of psychology is primarily concerned with the construction and validation of measurement instruments such as questionnaires, test and personality assessment. Psychometric analysis is done to measure what a person talks and thinks about. It is designed to measure the concept of intelligence of an individual. Psychometric tools are used for assessing the behavioral aspects of an individual; it is also used for appraisals, stress management and various training needs. Psychometric test plays a vital role in both assessment and development of individuals. MEANING OF PSYCHOMETRIC TEST A psychological test is essentially an objective and standardized measure of a sample of behavior. Psychological tests are like the tests in any other science, insofar as observations are made on a small but carefully chosen sample of an individuals behavior. Aims to measure aspects of mental ability, aptitude and personality of an individual.

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DEFINITION OF PSYCHOMETRIC TEST A simple definition lies in the word psychometrics itself: psycho means to do with the mind, while metrics means to do with measurement. So, we are looking at ways to measure things relating to the mind. Psychometric testing is generally used to discover how good someone is at a particular skill, such as verbal or numerical reasoning. This is different to the related area of psychometric profiling which is used to build a picture of either an individual or a team, such as identifying their values, personality type or occupational interests. OBJECTIVES OF PSYCHOMETRIC TEST To increase personality, preferences and abilities. To handle stress of the employees. Best match of individual to occupation and working environment. To cope with the intellectual demands of the job. To measure how well the employees work with each other. To help the organization in recruitment and selection process. A PSYCHOMETRIC TEST SHOULD BE Objective: The score must not affected by the tellers beliefs or values. Standardized: Must be administered under controlled conditions. Reliable: Must minimize and quantify and intrinsic errors. Predictive: Must make an accurate prediction of performance. Non-discriminatory: Must not disadvantage any group on the basis of gender, culture, ethnicity etc.

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TYPES OF PSYCHOMETRIC TEST

PSYCHOMETRIC TEST

PERSONALITY TEST

APTITUDE AND ABILITY TEST

PERSONALITY TEST Personality is defined as the particular pattern of behavior and thinking that prevails across time and contexts, and differentiates one person from another. Personality test describes the character pattern of a person. Some examples of personality test are MBTI, FIRO-B, and 16 PF etc. ABILITY TEST These test measure general mental ability or intelligence of an individual. Ability tests can categorized into the following: Achievement test: Measures the previous learning and knowledge. Aptitude test: Measures potential for acquiring a specific skill. Intelligence test: Measures the potential to solve the problems and adapt to changes.

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EFFECTIVENESS OF PSYCHOMETRIC TEST Psychometric test is the act of increasing the personality, aptitude, behavior and knowledge of an employee for doing a specified job. This is done with a view to bring about improvement in an employee and thus enabling the employee to make his contribution in greater measure in meeting the goals and objective of the organization. Psychometric test remains as a tool for enhancing job related performance and organization effectiveness. Effectiveness means producing an intended result. The effectiveness of psychometric test is very important factor. It means how effective the psychometric test. Many psychometric test fail to deliver the expected organizational benefits. Having a well-structured measuring system in place can help to determine where the problem lies. Effective psychometric test helps to organization for recruiting and selection process of the employees. It is also used for training the employees and for talent development. It benefits the organization for the motivation and team building of the employees. So the company should follow effective psychometric test.

ADVANTAGES OF PSYCHOMETRIC TEST: They lead to judgments that are likely to be more valid than judgments made by other means. This is the most important advantage of psychometric assessment. They are relatively cheap and easy to administer when compared to other approaches. They are likely to lead considerable cost-benefits in the long term. Whether it is for selection of new staff or development of existing staff, the expenses involved in psychometric assessment are minimal when compared with the cost of high-turn over, under performance or misemployment of staff.

21

DISADVANTAGES OF PSYCHOMETRIC TEST:

There are numerous tests and questionnaires on the market which purport to be
psychometric instruments but which are not. Unfortunately, it is very difficult for untrained people to distinguish these from good psychometric instruments.

Lack of correct training is also a significant danger in the use of psychometric test. It is the use of personality questionnaires to try to assess a persons ability or skill in a
particular area.

22

STATEMENT OF THE PROBLEM

23

1.2 STATEMENT OF THE PROBLEM

Today every organization is providing good working atmosphere to their employees because in todays world of production, employees are considered to be one of the factor of production, so every organization is providing better environment to their employees to get the work done by the employees effectively and efficiently. In order to evaluate the psychometric test offered by the company, a study has been undertaken in order to find out the opinion of employees about the psychometric test prevailing in the organization.

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OBJECTIVES OF THE STUDY

25

1.3 OBJECTIVES OF THE STUDY

To study the effectiveness of psychometric test. To find out the opinion of the employees regarding the application of the psychometric test in HR functions. To find out the improvement of the employees after attending the psychometric test. To find out how psychometric test helpful in the control of attrition rate. To find out how well employees handle stress after the psychometric test. To provide opinions and suggestions regarding the psychometric test.

26

SCOPE OF THE STUDY

27

1.4 SCOPE OF THE STUDY

The study entitled A study on the effectiveness of psychometric test with special reference to GEM Equipments Limited at Coimbatore is based on the employees survey through questionnaire as well as personal interview in. This study consists of sample size 120 employees in various departments. The duration of the study is 45 days. The research data has been collected through structured questionnaire method. Personal data. Work environment. Job satisfaction level.

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RESEARCH METHODOLOGY
29

1.5 RESEARCH METHODOLOGY

RESEARCH: Research can be defined as a scientific and systematic search for pertinent information on a specific topic. The Advanced Learners Dictionary of current English gives the meaning of research as a careful investigation or inquiry especially through search for new facts in any branch of knowledge. RESEARCH METHODOLOGY: Research methodology is a way to systematically solve the research problem. It includes various steps that are generally adopted by study. The procedure using, which researches go about their work of describing, explaining and preceding phenomena is called methodology. FORMULATION OF RESEARCH PROBLEM: Psychometric test is an important factor for the functioning of an organization. For some employees job satisfaction is obtained through psychometric test. As the study is based on Effectiveness of psychometric test in the organization it is necessary to take some established factors like welfare facilities, working conditions, providing the training program are analyzed and made as a problem of the study. So the topic of the study is Effectiveness of psychometric test in GEM equipments limited, Coimbatore. GEOGRAPHICAL AREA: The study is conducted in GEM Equipments Limited, Coimbatore. Where the opinion of the employees are evaluated and carried out. PERIOD OF THE STUDY: The period of the study is 45 days.

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RESEARCH DESIGN: The research design of the study is descriptive research. The descriptive research studies are those studies which are concerned with describing the characteristics of a particular individual or of a group. The studies concerned with specific predictions, with narration of facts & characteristics concerning individual, group or situation are all examples of descriptive research studies. SAMPLING PLAN: Population The study has the population size of 360 employees. Sample unit Employees working in GEM Equipments Limited, Coimbatore from who the study was conducted constitute the sampling unit. The employees include various categories like executives and non-executives. Sample size The sample size is 120. Sampling procedure The sampling procedure for this study is non probability convenience sampling, the researcher selects samples. METHOD OF DATA COLLECTION: The study adopted primary data as well as secondary data for data collection. As primary data are those which are collected for the first time and they happen to be original in nature. The study utilized both primary and secondary data. Primary data was collected through questionnaire and interview method. Secondary data was collected through company profile.

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STATISTICAL TOOLS ADOPTED: Percentage analysis Simple percentage analysis refers to a specified kind of ratio in making comparison between two or more data and to describe relations between the data. Percentage can also be used to compare the relative terms, the distribution of two or more series of data.

No. of respondents Simple-percentage = ___________________________ X 100 Total no. of respondents

Likert-type scales or summated scales Summated scales or Likert-type scales are developed by utilizing the item analysis approach wherein a particular item is evaluated on the basis of how well it discriminates between those persons whose total score is high and those whose total score is low. Bar diagram Using bar chart the collected data are clearly plotted and well defined.

32

 Chi-square test It is one of the simplest and most widely used non-parametric tests in statistical work. The quantity 2 describes the magnitude of discrepancy between theory and observation. If 2 is zero, it means that the observation and expected frequencies completely coincides. The greater the value of, the greater would be the discrepancy between the observed and expected frequencies. 2 O E = [(O-E) 2 /E] ~ (r-1) (c-1) = Observed frequency = Expected or theoretical frequency.

The calculated value of 2 is compared with the table value of 2 for the given degrees of freedom and specific level of significant. If the calculated value is greater than the table value, the difference between theory and observation is considered to be significant. If the calculated value of 2 is less than the table value, the difference is not considered significant. Anova Anova is the process of studying the variance present in observed values as classified into several classes. Analysis of variance may be defined as a technique which analysis the variances of two or more comparable series for determining the significance of differences in their means, and for determining whether different samples under study are drawn from same population or not, with the help of the statistical technique called F- test.

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LIMITATIONS OF THE STUDY

34

1.6 LIMITATIONS OF THE STUDY

The time period available for the study was limited. The sample size of the study is limited to 120 not the entire employees of the organization. Some of the respondents were unwillingness to answer the questions. Some of the respondents are afraid to give true information in some cases. There may be bias on the part of employees while answering to the questions.

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CHAPTER SCHEME
36

1.7 CHAPTER SCHEME

CHAPTER-1 This part covers the introduction of the study, statement of the problem, objective of the study, scope of the study, research methodology and limitations of the study. CHAPTER-2 This part covers the detailed summary of the project. CHAPTER-3 This part provides the description about the industrial profile and company profile. CHAPTER-4 Here the performance is been analyzed by various tools. CHAPTER-5 This part covers the findings, suggestions and conclusion.

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REVIEW OF LITERATURE
38

II. REVIEW OF LITERATURE

Eysenck, (1994): Psychometric tests of intelligence can be seen as derived from theories, such as, Spearmans theory of the general factor or Thurstons theory of bonds. D.Constantine-Simms (2000): Psychometric testing can be used to make deductions about changes in the demand for skills in the economy. Gill (2000): On management selection, reported a high degree of satisfaction, at times bordering on complacency, with traditional methods of recruitment and selection which, as the research indicates, have not changed in any significant way in the past10 years. Sternberg (2000): The psychometric approach is one of the most common approaches for understanding personality and human intelligence Cassandra Sundaraja (2001): Psychometric test results have a strong role to play in whether they get the job or not, it is not surprising that candidates will show moderate to high levels of social desirability. This does not necessarily imply that the candidate has blatantly yield about himself, and therefore interpreting the social desirability score in the right manner is essential. Reiss (2001): Psychometric test refers to human development and leadership training purposes to include areas of: career counseling, pedagogy, group dynamics, employee training, marketing, leadership training, life coaching, executive coaching, marriage counseling, Workers' compensation claims and personal development. Senath Et Al (2002): Psychometric testing in order to select from a pool of job applicants and indeed of recruitment and selection method. Bhad (2002): Psychometric tests are like the tests in any other science, in so far as observations are made on a small but carefully chosen sample of an individuals behavior.

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Laure Marcus (2004): Psychometric tests provide valuable help to recruiters by giving them objective information on those aspects that are often difficult to evaluate through other means. They allow recruiters to save time and money, and reduce recruitment errors, that often turn out to be a costly affair for the employer. The recruiter can get an access to a whole lot of information. The recruiter can then use this data as a basis for discussion in the interview. Robert Edenborough (2005): Psychometric tests as instruments used in gaining understanding of an individual and predicting an individuals behavior and thinking and providing a basis for future actions. Reber (2005): Psychometric test is seen as pertaining mental testing in any of its facets including an assessment of personality, evaluation of intelligence and determining attitudes. Andrew Jenkins (2006): Psychometric tests are used to make deductions about changes in the demand for skills in the economy. The standard approach to measuring the demand for skills, and skill shortages, is to conduct a survey of employees.

Hogan (2007): The concept of quantifiable refers to the ability to reduce the results down to concrete number scores or measurements. However this does not guarantee the reliability or validity of the tests or its results. Testing in the psychological field is generally blurred a bit as categories often blend one into other. Hayes (2000); Hothersall (2004); Engler (2009): The psychometric approach is useful for understanding personality and human intelligence, as it has enabled researchers objectively measure intelligence and personality in order to develop a reliable understanding of these phenomena. Gary Mayhew,Ed.d (2012): Psychometric tests are defined as formalized measures of mental functioning . In psychology the use of psychometric tests are common and include a number of forms. As a rule they are exams that are written, verbal or visual observations that are given to determine cognitive or emotional functioning.

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INDUSTRY PROFILE
41

III. PROFILE OF THE ORGANIZATION 3.1 INDUSTRY PROFILE

The liberalization of the economy has opened new windows of opportunity for manufacturing sector. Increasingly the success of manufacturing industries is dependent on innovations, research and development. It is critical not only to remain competitive but also, significant advantages can be gained by developing and commercializing new technologies. IMPORTANCE GROWTH: OF MANUFACTURING SECTOR IN INDIAS ECONOMIC

The structural transformation of the Indian economy over the last three decades has been spectacular growth of the services sector, which now accounts for about 50 per cent of the GDP. However, the rapid growth of the services sector much before the manufacturing industry attaining maturity is not a healthy sign. A knowledge -based economy cannot be sustained in the long run unless it is adequately supported by a growing manufacturing economy. Moreover, a service economy cannot continue to thrive on a long-term basis in a country where over 80 per cent of the population is education below the middle-school level.

INDIAN ELECTRICAL AND ELECTRONIC INDUSTRY:

In the past, the pace of growth of the Indian electrical industry was laggard for want of co-ordination & co-operation between authorities and development agencies and technology backwardness. The electronic industry has carved a niche in the metamorphosing and globalized market. Electronics is one of the fastest growing segments of Indian industry both in terms of production and exports. De-license of the industry along with liberalization in foreign investment and concession in import tariff, attracts global players. Vast indigenous market and efficient production base are also an attraction to the overseas companies.

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INDUSTRY OF CHILLERS: Like a lot of advancements in engineering, chillers are an outcome of the desire to control the environment around us. As one of the top ten engineering achievements of the 20th century, the chillers are consequence of our search for a way to keep things cool independently of the surrounding environment. The modular chiller solves several overwhelming concerns in modern day air conditioning. Research has shown that most existing chiller installations are far from energy efficient. Most are at least 30% oversized or more which results in higher than necessary power and energy consumption per ton of cooling delivered, increased maintenance cost and, ultimately, a shortened chiller operating life. 1950 - The first industrial chiller is designed for use in the plastics industry. 1992 A new filtration system is designed in response to the problem of fouling caused by the use of CBEs (Compact Brazed Heat Exchangers). 2000 - While existing modular chillers are "modular" in the sense that they can be delivered in sections and assembled on site, they guarantee uninterrupted operation by installing additional modules that will back up the system in case one of its individual modules fails or breaks down. 2004 - Tandem Chillers designs the first true modular chiller where it is possible to remove an individual component to fix it and "plug" it back in without shutting down the balance of the system - in a matter of a few hours.

INDUSTRY OF COOLING TOWERS: A hyperboloid cooling tower was patented by Frederik van Iterson and Gerard

Kuypers in 1918. The first hyperboloid cooling towers were built prior to 1930 in Liverpool, England to cool water used at a electrical power station that used coal. Cooling towers are heat removal devices used to transfer process waste heat to the atmosphere. Cooling towers may either use the evaporation of water to remove process heat and cool the working fluid to near the wet-bulb air temperature or, in the case of closed circuit dry cooling towers, rely solely on air to cool the working fluid to near the dry-bulb air temperature.
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INDUSTRY OF DRYERS: A compressed dryer is a device for removing water vapor from compressed air. Compressed air dryers are commonly found in a wide range of industrial and commercial facilities. The process of air compression concentrates atmospheric contaminants, including water vapor. This raises the dew point of the compressed air relative to free atmospheric air and leads to condensation within pipes as the compressed air cools downstream of the compressor. There are various types of compressed air dryers. Their performance characteristics are typically defined by the dew point.

Regenerative desiccant dryers, often called "regens" or "twin tower" dryers Refrigerated dryers Deliquescent dryers Membrane dryers.

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COMPANY PROFILE

45

3.2 COMPANY PROFILE

INTRODUCTION: The foundation stone of illustrious organization Gem Equipments Limited was laid in the year 1984. Since then, they have emerged as an ISO 9001-2008 certified organization engaged in manufacturing, supplying and exporting a wide range of Compressed Air Dryers, Filters, Cooling Tower and Chillers. Three young lads, Mr. K.P. Manoharan, Mr. C. Raviselvan and Mr. G. Ravichandran armed with an Engineering degree and with little knowledge of the business, took the first step to enter the jungle of enterprise with a passion to search for the unknown. This was a small beginning for GEM. They installed a manufacturing facility in Coimbatore along with numerous regional offices across the country in cities like Chennai, Kolkata and Mumbai. Mission: The organization was established with an aim to provide a complete solution to plant engineering and utility requirements of the clients from varied industries. Vision: The organization strives for excellence by developing and empowering its employees and suppliers.

FACT SHEET:

The company has the certificate of INDIA MART member since 2009. The nature of the business of the company is manufacturer and wholesaler. The legal status of the firm is limited liability/corporation (privately held). The numbers of the employees are from 101 to 360 people. The turnover of the company is US$ 10-25 million (or Rs. 40-100 Crore Approx.). The major markets are East Asia, Middle East and South East Asia.

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QUALITY ASSURANCE: The ISO 9001-2000 accreditation from ''DET NORSKE VERITAS, The Netherlands stands testimony to the High Quality Standards at GEM. ISO9001:1994 certified in 1997 by Standards Australia, upgraded to 2000 version in 2003. ISO9001: 2008 certified by DNV in 2008 stands testimonial to the High Quality standards of GEM.

ABOUT PRODUCTION:

They design and supply the air treatment products after the air compressors like After Coolers, Air Receivers, Moisture Separators, Zero Oil Filters, Refrigerated Air Dryers, Heat less and Heated type Desiccant Dryers.

They have developed and designed air cooled heat exchangers (DRY COOLERS V type & H-type) for various process cooling applications like Air Compressor Cooling, Induction Furnace Coil Cooling and Hydraulic Power pack cooling for conserve industrial water.

They are supplying FRP Evaporative type cooling Towers (Round, Square & Modular type) for various processes of cooling applications. They are supplying World Class Industrial Coolers for various process chilling requirements like Injection molding, Blow molding, Testing Machines and Heat Treatment Furnace.

They are in the process of starting a separate division for Air Cooled Steam Condenser & Fin tube Heat Exchanger to meet the demand for ACCs in Indian Market.

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STRUCTURE OF THE PRODUCTION:

PIPING/ VALVES

INSTRUME -NTATION

CORE
ENGG

DRYERS CHILLERS COMMUN -ICATION

COOLING TOWERS

CIVIL

ELECTRICAL

48

ORGANIZATION CHART Managing Director

Technical Director

Commercial Director

Designing

Production

Sales

Marketing

Finance & Accounts

Service

Manager

Manager

Manager

Manager Finance Manager Accounts Manager

Manager

Engineer

Quality controller

PRO

Customer relation

Supervisor

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HUMAN RESOURCES DEPARTMENT Recruitment The candidates are recruited on the basis of age and educational qualifications. Depending on different designation the age limit varies. The HR manager recruits the person by face-to-face interview. In the company the educational qualification of the workers should be above 8th standard. Selection Selection test provide information about the aptitude, knowledge, skill, personality etc., of the candidates. Selection tests are normally followed in the personal interview of the candidates. The HR manager conducts it. Training The company for improving performance of the individual workers in particular job conducts various training programs. The company provides training for fresher by highly skilled supervisor. They train the employees by the psychometric test in order to measure the abilities of the employees. Placement After completing all the formalities the candidates are appointed to their respective jobs. During the training period the person is keenly observed and after the period the person is made permanent. Verifications of their documents take place at this stage. PSYCHOMETRIC TEST: The psychometric test started in the company in the year of 2006 introduced by the company MD- Mr. K.P. Manoharan. He implemented this test in order for the welfare of the employees. The first use of the psychometric test in the company is for the behavior analysis of the employees. In order to find out the behavior of the employees the test has been conducted. Yet the company is planning to implement the psychometric test for the recruitment process.
50

PROCESS OF PSYCHOMETRIC TEST: 1. The psychometric test is conducted in the company monthly once. 2. The psychometric test is conducted through the questionnaires. 3. First the test is conducted to the employees who are in lack of the skills and are given proper training. 4. The behavior of the employees is analyzed by the way they behave with the managers and their colleagues. 5. They also implement some of the programs for the development of the personality of the employees. 6. Even after the test the employees are not capable to work effectively in the company the employees get rid of the company.

EFFECT OF PSYCHOMETRIC TEST:

The psychometric test in the company helped for the training and development of the employees. This helped the employees to overcome the problems such difficulty in the work and can perform the duty effectively. They gain the knowledge through the psychometric test. The employees are satisfied with the effect of the psychometric test.

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DATA ANALYSIS AND INTERPRETATION

52

IV. DATA ANALYSIS AND INTERPRETATION

TABLE NO.1
TABLE SHOWING THE AGE GROUP OF THE RESPONDENTS

OPTIONS

NO OF RESPONDENTS 49

PERCENTAGE (%) 41

16 to 25 years

26 to 35 years

53

44

36 to 45 years Above 46 years TOTAL

12 6 120

10 5 100

INTERPRETATION From the above table it is clearly shown that 41% of the respondents belong to the age group of between 16 to 25 years, 44% of the respondents belong to the age group of between 26 to 35 years, 10% of the respondents belong to the age group of between 36 to 45 years and 5% of the respondents belong to the age group above 46 years.

53

CHART NO.1
CHART SHOWING THE AGE GROUP OF THE RESPONDENTS

50 45 40 35 30 25 20 15 10 5 0 16 to 25 years 26 to 35 years 36 to 45 years Above 46 years 10 5 41 44

PERCENTAGE

AGE

54

TABLE NO.2
TABLE SHOWING THE GENDER OF THE RESPONDENTS

OPTIONS

NO OF RESPONDENTS 93 27

PERCENTAGE (%) 78 22

Male Female

TOTAL

120

100

INTERPRETATION From the above table it is clearly shown that 78% of the respondents are male and 22% of the respondents are female.

55

CHART NO.2
CHART SHOWING THE GENDER OF THE RESPONDENTS

22

Male Female

78

56

TABLE NO.3
TABLE SHOWING THE MARITAL STATUS OF THE RESPONDENTS

OPTIONS

NO OF RESPONDENTS 76 44

PERCENTAGE (%) 63 37

Single Married

TOTAL

120

100

INTERPRETATION From the above table it is clearly shown that 63% of the respondents are single and 37% of the respondents are married.

57

CHART NO.3
CHART SHOWING THE MARITAL STATUS OF THE RESPONDENTS

37 Single Married 63

58

TABLE NO.4
TABLE SHOWING THE EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

OPTIONS

NO OF RESPONDENTS 19 41

PERCENTAGE (%) 16 34

Higher secondary ITI

Engineering UG PG

14 28 18

12 23 15

TOTAL

120

100

INTERPRETATION From the above table it is clear that 16% of the respondents are higher secondary, 34% of the respondents are ITI, 12% of the respondents are engineering, 23% of the respondents are UG and 15% of the respondents are PG.

59

CHART NO.4
CHART SHOWING THE EDUCATIONAL QUALIFICATIONS OF THE RESPONDENTS

40 35 30 25 23 16 12 15 34

PERCENTAGE

20 15 10 5 0

EDUCATIONAL QUALIFICATIONS

60

TABLE NO.5
TABLE SHOWING THE DESIGNATION OF THE RESPONDENTS

OPTIONS

NO OF RESPONDENTS 34 56 10 8 12

PERCENTAGE (%) 28 47 8 7 10

Staff Worker Supervisor Quality controller Executive

TOTAL

120

100

INTERPRETATION From the above table it is clearly shown that 28% of the respondents are staff members, 47% of the respondents are workers, 8% of the respondents are supervisors, 7% of the respondents are quality controllers and 10% of the respondents are executives.

61

CHART NO.5
CHART SHOWING THE DESIGNATION OT THE RESPONDENTS

50 45 40 35 30 28

47

PERCENTAGE

25 20 15 10 5 0 Staff Worker Supervisor Quality Executive controller 8 7 10

DESIGNATION

62

TABLE NO.6
TABLE SHOWING THE INCOME OF THE RESPONDENTS

OPTIONS

NO OF RESPONDENTS 64

PERCENTAGE (%) 53

Rs.5,000-Rs.10,000

Rs.10,000-Rs.20.000 Above Rs.20,000

44 12

37 10

TOTAL

120

100

INTERPRETATION From the above table it is clearly shown that 53% of the respondents earn between Rs.5,000-Rs.10,000, 37% of the respondents earn between Rs.10.000-Rs.20,000 and 10% of the respondents earn above 20,000.

63

CHART NO.6
CHART SHOWING THE INCOME OF THE RESPONDENTS

60 50 40

53

37

PERCENTAGE

30 20 10 10 0 Rs.5,000Rs.10,000 Rs.10,000Rs.20.000 Above Rs.20,000

INCOME

64

TABLE NO.7
TABLE SHOWING THE YEAR OF SERVICE OF THE RESPONDENTS

OPTIONS

NO OF RESPONDENTS 62 45

PERCENTAGE (%) 52 38

Below 5 years 5-10 years

11-20 years Above 20 years

13 0

10 0

TOTAL

120

100

INTERPRETATION From the above table it is clearly shown that 52% of the respondents are below 5 years serviced, 38% of the respondents are 5-10 years serviced and 10% of the respondents are 11-20 years serviced.

65

CHART NO.7
CHART SHOWING THE YEAR OF SERVICE OF THE RESPONDENTS

60 52 50 40 38

PERCENTAGE

30 20 10 10 0 0 Below 5 years 5-10 years 11-20 years Above 20 years

YEAR OF SERVICE

66

TABLE NO.8
TABLE SHOWING THE TYPE OF PSYCHOMETRIC TEST CONDUCTED IN THE ORGANIZATION

OPTIONS

NO OF RESPONDENTS 20 100 0 0 0 120

PERCENTAGE (%) 17 83 0 0 0 100

Personality test Behaviour test 16 PF MBTI FIRO-B TOTAL

INTERPRETATION From the above table it is clearly shown that 17% of the respondents have undergone personality test and 83% of the respondents have undergone behavior test.

67

CHART NO.8
CHART SHOWING THE TYPE OF PSYCHOMETRIC TEST CONDUCTED IN THE ORGANIZATION

90 80 70 60

83

PERCENTAGE

50 40 30 20 10 0 Personality Behaviour test test 16 PF MBTI FIRO-B 17 0 0 0

OPTIONS

68

TABLE NO. 9
TABLE SHOWING THE OPINION REGARDING THE APPLICATION OF PSYCHOMETRIC TEST IN HR

OPTIONS

NO OF RESPONDENTS 11 99

PERCENTAGE (%) 9 83

Recruitment & Selection Training & Development

Counseling Behaviour analysis Talent development

0 0 10

0 0 8

TOTAL

120

100

INTERPRETATION From the above table it is clearly shown that application of psychometric test in recruitment & selection is 9%, in training and development is 83% and in talent development is 8%.

69

CHART NO.9
CHART SHOWING THE OPINION REGARDING THE APPLICATION OF PSYCHOMETRIC TEST IN HR

90 80 70 60 50

83

PERCENTAGE

40 30 20 10 0 9 0 0 8

OPTIONS

70

TABLE NO.10
TABLE SHOWING THE EFFECTIVENESS OF PSYCHOMETRIC TEST TO PERFORM THE DUTY IN THE ORGANIZATION

OPTIONS

NO OF RESPONDENTS 16 48 23

PERCENTAGE (%) 13 40 19

RANK

LIKERT SCALE 80 192 69

Strongly agree Agree Neutral

5 4 3

Disagree Strongly disagree

25 8

21 7

2 1

50 8

TOTAL

120

100

399

INTERPRETATION From the above table it is clearly shown that 13% of the respondents strongly agree, 40% of the respondents agree, 19% of the respondents are neutral, 21% of the respondents disagree and 7% of the respondents strongly disagree to perform their duty through the effectiveness of the psychometric test. Likert = 399/120 = 3.325 The mean value obtained 3.325 is greater than likert value 3, so it is revealed that the respondents are favorable that the psychometric test is effective to perform the duty in the organization.

71

CHART NO.10
CHART SHOWING THE EFFECTIVENESS OF PSYCHOMETRIC TEST TO PERFORM THE DUTY IN THE ORGANIZATION

45 40 35 30

40

PERCENTAGE

25 20 15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree 13 7 19 21

OPTIONS

72

TABLE NO.11
TABLE SHOWING THE IMPROVEMENT IN KNOWLEDGE OF THE RESPONDENTS AFTER ATTENDING THE PSYCHOMETRIC TEST

OPTIONS

NO OF RESPONDENTS 18 43 27 21 11 120

PERCENTAGE (%) 15 36 22 18 9 100

Poor Good Average Adequate Excellent TOTAL

INTERPRETATION From the above table it is clearly shown that 15% of the respondents are poor, 36% of the respondents are good, 22% of the respondents are average, 18% of the respondents are adequate and 9% of the respondents are excellent in improvement of knowledge after attending the psychometric testing.

73

CHART NO.11
CHART SHOWING THE IMPROVEMENT IN KNOWLEDGE OF THE RESPONDENTS AFTER ATTENDING THE PSYCHOMETRIC TEST

40 35 30 25

36

22 18 15

PERCENTAGE

20 15 10 5 0 Poor Good

Average Adequate Excellent

OPTIONS

74

TABLE NO.12
TABLE SHOWING THE ORGANIZATION SATISFACTION WITH THE RESULT GENERATED BY USING THE PSYCHOMETRIC TEST

OPTIONS

NO OF RESPONDENTS 10 55 12 35 8

PERCENTAGE (%) 8 46 10 29 7

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

TOTAL

120

100

INTERPRETATION From the above table it is clearly shown that 8% of the respondents are highly satisfied, 46% of the respondents are satisfied, 10% of the respondents are neutral, 29% of the respondents are dissatisfied and 7 % of the respondents are highly dissatisfied with the result generated by using the psychometric test by the organization.

75

CHART NO.12
CHART SHOWING THE ORGANIZATION SATISFICATION WITH THE RESULT GENERATED BY USING THE PSYCHOMETRIC TEST

50 45 40 35 30

46

29

PERCENTAGE

25 20 15 10 5 0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 8 10 7

OPTIONS

76

TABLE NO.13
TABLE SHOWING THE SATISFACTION OF THE RESPONDENTS WITH THE IMPROVEMENT OF PERSONALITY BY THE EFFECT OF PSYCHOMETRIC TEST

OPTIONS

NO OF RESPONDENTS 8

PERCENTAGE (%) 7

Highly satisfied

Satisfied

50

42

Neutral

31

26

Dissatisfied

25

20

Highly dissatisfied TOTAL

6 120

5 100

INTERPRETATION From the above table it is clearly shown that 7% of the respondents are highly satisfied, 42% of the respondents are satisfied, 26% of the respondents are neutral, 20% of the respondents are dissatisfied and 5% of the respondents are highly dissatisfied with the improvement of personality by the effect of the psychometric test

77

CHART NO.13
CHART SHOWING THE SATISFICATION OF THE RESPONDENTS WITH THE IMPROVEMENT OF PERSONALITY BY THE EFFECT OF PSYCHOMETRIC TEST

45 40 35 30

42

26 20

PERCENTAGE

25 20 15 10 5 0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 7 5

OPTIONS

78

TABLE NO.14
TABLE SHOWING THE SATISFACTION OF THE RESPONDENTS WITH THE DEVELOPMENT OF ATTITUDE BY THE EFFECT OF THE PSYCHOMETRIC TEST

OPTIONS

NO OF RESPONDENTS 5 51

PERCENTAGE (%) 4 43

Highly satisfied Satisfied

Neutral Dissatisfied

27 28

22 23

Highly dissatisfied TOTAL

9 120

8 100

INTERPRETATION From the above table it is clearly shown that 4% of the respondents are highly satisfied, 43% of the respondents are satisfied, 22% of the respondents are neutral, 23% of the respondents are dissatisfied and 8% of the respondents are highly dissatisfied with the development of attitude by the effect of the psychometric test.

79

CHART NO.14
CHART SHOWING THE SATISFICATION OF THE RESPONDENTS WITH THE DEVELOPMENT OF ATTITUDE BY THE EFFECT OF THE PSYCHOMETRIC TEST

50 45 40 35 30 22 25 20 15 10 5 0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 8 4 23 43

PERCENTAGE

OPTIONS

80

TABLE NO.15
TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN PREDICTION OF ON- THE JOB PERFORMANCE

OPTIONS

NO OF RESPONDENTS 7 40

PERCENTAGE (%) 6 33

RANK

LIKERT SCALE 35 160

Strongly agree Agree

5 4

Neutral Disagree Strongly disagree

42 22 9

35 18 8

3 2 1

126 44 9

TOTAL

120

100

374

INTERPRETATION From the above table it is clearly shown that 6% of the respondents are strongly agreed, 33% of the respondents are agreed, 35% of the respondents are neutral, 18% of the respondents are disagreed and 8% of the respondents are strongly disagreed with the opinion that the psychometric test helps in predicting the on the job-performance. Likert = 374/120 = 3.12 The mean value obtained 3.12 is greater than likert value 3, so it reveals that the respondents are favorable that the psychometric test helps in prediction of the on-job performance.
81

CHART NO.15
CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN PREDICTION OF ON- THE JOB PERFORMANCE

40 35 30 25 33 35

PERCENTAGE

20 15 10 5 0 Strongly agree Agree Neutral 6

18

Disagree

Strongly disagree

OPTIONS

82

TABLE NO.16
TABLE SHOWING THE CONTROL OF ATTRITION RATE THROUGH PSYCHOMETRIC TEST

OPTIONS

NO OF RESPONDENTS 11 29 23 43 14 120

PERCENTAGE (%) 9 24 19 36 12 100

RANK

LIKERT SCALE 55 116 69 86 14 340

Strongly agree Agree Neutral Disagree Strongly disagree TOTAL

5 4 3 2 1

INTERPRETATION From the above table it is clearly shown that 9% of the respondents strongly agree, 24% of the respondents agree, 19% of the respondents are neutral, 36% of the respondents disagree and 12% of the respondents strongly disagree that psychometric test helps in controlling the attrition rate. Likert = 340/120 =2.83 The mean value obtained 2.83 is less than likert value 3, so it reveals that the respondents are unfavorable that psychometric test helps in control of attrition rate.

83

CHART NO.16
CHART SHOWING THE CONTROL OF ATTRITION RATE THROUGH PSYCHOMETRIC TEST

40 35 30 25 24 19

36

PERCENTAGE

20 15 10 5 0 Strongly agree Agree 9

12

Neutral

Disagree

Strongly disagree

OPTIONS

84

TABLE NO.17
TABLE SHOWING WHETHER ORGANIZATION SHOULD SPEND MONEY ON ESTABLISHING PSYCHOMETRIC TEST FOR RECRUITMENT PURPOSE

OPTIONS

NO OF RESPONDENTS 81 26

PERCENTAGE (%) 68 21

RANK

LIKERT SCALE 405 104

Strongly agree Agree

5 4

Neutral Disagree

7 6

6 5

3 2

21 12

Strongly disagree TOTAL

120

100

542

INTERPRETATION From the above table it is clearly shown that 68% of the respondents strongly agree, 21% of the respondents agree, 6% of the respondents are neutral, 5% of the respondents disagree in opinion that organization should spend money on establishing psychometric test for recruitment purpose. Likert = 542/120 = 4.51 The mean value obtained 4.51 is greater than likert value 3, so it reveals that the respondents are favorable that the organization should spend money on establishing psychometric test for recruitment purpose.
85

CHART NO.17
CHART SHOWING WHETHER ORGANIZATION SHOULD SPEND MONEY ON ESTABLISHING PSYCHOMETRIC TEST FOR RECRUITMENT PURPOSE

80 68 70 60 50

PERCENTAGE

40 30 20 10 0 Strongly agree Agree Neutral Disagree 6 5 0 Strongly disagree 21

OPTIONS

86

TABLE NO.18
TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN TEAM BUILDING

OPTIONS

NO OF RESPONDENTS 8

PERCENTAGE (%) 7

RANK

LIKERT SCALE 40

Strongly agree

Agree Neutral Disagree Strongly disagree

48 20 33 11

40 17 27 9

4 3 2 1

192 60 66 11

TOTAL

120

100

369

INTERPRETATION From the above table it is clearly shown that 7% of the respondents strongly agree, 40% of the respondents agree, 17% of the respondents are neutral, 27% of the respondents disagree and 9% of the respondents strongly disagree in opinion that psychometric test helps in team building. Likert = 369/120 = 3.1 The mean value obtained 3.1 is greater than likert value 3, so it reveals that the respondents are favorable that the psychometric test helps in team building.

87

CHART NO.18
CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN TEAM BUILDING

45 40 35 40

PERCENTAGE

30 25 20 15 10 5 0 Strongly agree Agree Neutral 17

27

9 7

Disagree

Strongly disagree

OPTIONS

88

TABLE NO.19
TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN CONTROL OF TENSION DURING THE WORKING HOURS

OPTIONS

NO OF RESPONDENTS 51 69 120

PERCENTAGE (%) 43 57 100

Yes No TOTAL

INTERPRETATION From the above table it is clearly shown that 43% of the respondents have control in tension during the working hours and 57% of the respondents have no control in tension during the working hours through psychometric test.

89

CHART NO.19
CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN CONTROL OF TENSION DURING THE WORKING HOURS

43

Yes 57 No

90

TABLE NO. 20
TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN IMPROVING THE COMMUNICATION SKILLS

OPTIONS

NO OF RESPONDENTS 41

PERCENTAGE (%) 34

Yes

No TOTAL

79 120

66 100

INTERPRETATION From the above table it is clearly shown that 34% of the respondents have improved in the communication skills and 66% of the respondents have not improved in the communication skills through psychometric test.

91

CHART NO. 20
CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN IMPROVING THE COMMUNICATION SKILLS

34

Yes No

66

92

TABLE NO.21 (a)

TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN ASSESSING THE SKILLS EARLIER IN HIRING PROCESS

OPTIONS

NO OF RESPONDENTS 24 42

PERCENTAGE (%) 20 35

Strongly agree Agree

Neutral Disagree Strongly disagree TOTAL

32 12 10 120

27 10 8 100

INTERPRETATION From the above table it is clearly shown that 20% of the respondents strongly agree, 35% of the respondents agree, 27% of the respondents are neutral, 10% of the respondents disagree and 8% of the respondents strongly disagree in opinion that psychometric test helps in assessing the skills earlier in hiring process.

93

CHART NO.21 (a)

CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN ASSESSING THE SKILLS EARLIER IN HIRING PROCESS

40 35 30 25 20 35

27

PERCENTAGE

20 15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree 10 8

OPTIONS

94

TABLE NO.21 (b)

TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN CREATING THE CULTURE THAT VALUES THE WORK

OPTIONS

NO OF RESPONDENTS 11 27

PERCENTAGE (%) 9 23

Strongly agree Agree

Neutral Disagree Strongly disagree TOTAL

44 30 8 120

36 25 7 100

INTERPRETATION From the above table it is clearly shown that 9% of the respondents strongly agree, 23% of the respondents agree, 36% of the respondents are neutral, 25% of the respondents disagree and 7% of the respondent strongly disagrees in opinion that psychometric test helps in creating the culture that values the work.

95

CHART NO.21 (b)

CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN CREATING THE CULTURE THAT VALUES THE WORK

40 36 35 30 25 20 23 25

PERCENTAGE

15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree 9 7

OPTIONS

96

TABLE NO.21(c)
TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN IMPROVEMENT OF THE INTELLIGENCE, APTITUDE, AND PERSONALITY.

OPTIONS

NO OF RESPONDENTS 20

PERCENTAGE (%) 17

Strongly agree

Agree Neutral

42 23

35 19

Disagree Strongly disagree TOTAL

19 16 120

16 13 100

INTERPRETATION From the above table it is clearly shown that 17% of the respondents strongly agree, 35% of the respondents agree, 19% of the respondents are neutral, 16% of the respondents disagree and 13% of the respondents strongly disagree in opinion that psychometric test helps in improvement of the intelligence, aptitude and personality.

97

CHART NO.21 (c)

CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN IMPROVEMENT OF THE INTELLIGENCE, APTITUDE, AND PERSONALITY.

40 35 30

35

PERCENTAGE

25 20 15 10 5 0 Strongly agree Agree Neutral Disagree Strongly disagree 17 19 16 13

OPTIONS

98

TABLE NO.21 (d)

TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN HANDLING STRESS

OPTIONS

NO OF RESPONDENTS 16 31 32 27 14

PERCENTAGE (%) 13 26 27 22 12

Strongly agree Agree Neutral Disagree Strongly disagree

TOTAL

120

100

INTERPRETATION From the above table it is clearly shown that 13% of the respondents strongly agree, 26% of the respondents agree, 27% of the respondents are neutral, 22% of the respondents disagree and 12% of the respondents strongly disagree in opinion that psychometric test helps in handling stress.

99

CHART NO.21 (d)

CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN HANDLING STRESS

30 26 25 20

27 22

PERCENTAGE

15 10 5 0

13 12

Strongly agree

Agree

Neutral

Disagree

OPTIONS

Strongly disagree

100

TABLE NO.21 (e)

TABLE SHOWING THE PSYCHOMETRIC TEST HELPS IN COPING WITH INTELLECTUAL DEMANDS OF THE JOB

OPTIONS

NO OF RESPONDENTS 10 18 45 15 32 120

PERCENTAGE (%) 8 15 38 12 27 100

Strongly agree Agree Neutral Disagree Strongly disagree TOTAL

INTERPRETATION From the above table it is clearly shown that 8% of the respondents strongly agree, 15% of the respondents agree, 38% of the respondents are neutral, 12% of the respondents disagree and 27% of the respondents strongly disagree in opinion that psychometric test helps in coping with intellectual demands of the job.

101

CHART NO.21 (e)

CHART SHOWING THE PSYCHOMETRIC TEST HELPS IN COPING WITH INTELLECTUAL DEMANDS OF THE JOB

40 35 30 25 20 15

38

27

PERCENTAGE

15 10 5 0 Strongly agree Agree Neutral 8

12

Disagree

Strongly disagree

OPTIONS

102

TABLE NO. 22
TABLE SHOWING THE IMPROVEMENT OF PSYCHOMETRIC TEST IN ORGANIZATION

OPTIONS

NO OF RESPONDENTS 63

PERCENTAGE (%) 53

Yes

No TOTAL

57 120

47 100

INTERPRETATION From the above table it is clearly shown that 53% of the respondents want improvement of psychometric test and 47% of the respondents do not want improvement of psychometric test in the organization.

103

CHART NO. 22
CHART SHOWING THE IMPROVEMENT OF PSYCHOMETRIC TEST IN ORGANIZATION

47 53

Yes No

104

TABLE NO. 23
TABLE SHOWING WHETHER ORGANIZATION PLANS TO USE ANY OTHER PSYCHOMETRIC TEST IN NEAR FUTURE.

OPTIONS

NO OF RESPONDENTS 41

PERCENTAGE (%) 34

Yes

No TOTAL

79 120

66 100

INTERPRETATION From the above table it is clearly shown that 34% of the respondents agree and 66% of the respondents do not agree that organization plans to use any other psychometric test in near future.

105

CHART NO. 23
CHART SHOWING WHETHER ORGANIZATION PLANS TO USE ANY OTHER PSYCHOMETRIC TEST IN NEAR FUTURE.

34

Yes No 66

106

CHI-SQUARE
107

1. CHI-SQUARE TEST

HO: There is no significant relationship between the age group of the respondents and the effectiveness to perform their duty by psychometric test. H1 : There is a significant relationship between the age group of the respondents and the effectiveness to perform their duty by psychometric test.

Chi-square method

2 O E

= [(O-E) 2 /E] ~ (r-1) (c-1) = Observed frequency = Expected or theoretical frequency.

108

EFFECTIVENESS Strongly agree AGE 20 to 25 years Agree Neutral Disagree Strongly disagree Row Total

20

11

49

26 to 35 years

23

13

53

36 to 45 years

12

Above 46 years

Column Total

16

48

23

25

120

Row total x Column total Expected Frequency= Grand total

109

Oi 6 7 2 1 20 23 3 2 11 8 3 1 9 13 2 1 3 2 2 1

Ei 6.5 7.1 1.6 0.8 19.6 21.2 4.8 2.4 9.4 10.2 2.3 1.2 10.2 11 2.5 1.3 3.3 3.5 0.8 0.4

(Oi-Ei) -0.5 -0.1 0.4 0.2 0.4 1.8 -1.8 -0.4 1.6 -2.2 0.7 -0.2 -1.2 2 -0.5 -0.3 -0.3 -1.5 1.2 0.6

(Oi-Ei)2 0.25 0.01 0.16 0.04 0.16 3.24 3.24 0.16 2.56 4.84 0.49 0.04 1.44 4 0.25 0.09 0.09 2.25 1.44 0.36

(Oi-Ei)2/Ei 0.038 0.001 0.1 0.05 0.008 0.152 0.675 0.067 0.272 0.474 0.213 0.033 0.141 0.363 0.1 0.069 0.027 0.642 1.8 0.9

110

2 = [(O-E) 2 /E] = 6.125 Degrees of freedom = (r-1) (c-1) = (4-1) (5-1) = (3) (4) = 12 The tabulated value at 5% level of significance & 12 d.f = 21.026 Since tabulated value is > calculated value, we accept (HO) null hypothesis. RESULT: The calculated value of 2 is less than that of the table value. Hence, the null hypothesis is accepted. So, we conclude that there is no significant relationship between the age group of the respondents and the effectiveness to perform their duty by psychometric test.

111

2. CHI-SQUARE TEST

HO: There is no significant relationship between gender and the improvement in knowledge of the employees after the psychometric test. H1 : There is a significant relationship between gender and the improvement in knowledge of the employees after the psychometric test.

Chi-square method

2 O E

= [(O-E) 2 /E] ~ (r-1) (c-1) = Observed frequency = Expected or theoretical frequency.

112

IMPROVEMENT Poor Good Average Adequate Excellent Row Total GENDER Male

14

35

20

16

93

Female

27

Column Total

18

43

27

21

11

120

Row total x Column total Expected Frequency= Grand total

113

Oi

Ei

(Oi-Ei)

(Oi-Ei)2

(Oi-Ei)2/Ei

14 4 35 8 20 7 16 5 8 3

13.95 4.05 33.32 9.67 20.92 6.07 16.27 4.27 8.52 2.47

0.05 -0.05 1.68 -1.67 -0.92 0.93 -0.27 0.28 0.52 0.53

0.0025 0.0025 2.8224 2.7889 0.8464 0.8649 0.0729 0.0784 0.2704 0.2809

0.00017 0.00061 0.0847 0.2884 0.0404 0.142 0.0044 0.0166 0.0317 0.1137

114

= [(O-E) 2 /E] = 0.723

Degrees of freedom = (r-1) (c-1) = (2-1) (5-1) = (1) (4) =4 The tabulated value at 5% level of significance & 4 d.f = 9.488 Since tabulated value > calculated value, we accept (HO) null hypothesis. RESULT: The calculated value of 2 is less than that of the table value. Hence, the null hypothesis is accepted. So, we conclude that there is no significant relationship between gender and the improvement in knowledge of the employees after the psychometric test.

115

3. CHI-SQUARE TEST

HO: There is no significant relationship between marital status and on-the job performance of the
employees.

H1 : There is a significant relationship between marital status and on-the job performance of the
employees.

Chi-square method

2 O E

= [(O-E) 2 /E] ~ (r-1) (c-1) = Observed frequency = Expected or theoretical frequency.

116

PERFORMANCE Strongly agree MARITAL STATUS Agree Neutral Disagree Strongly disagree Row Total

Single

25

30

12

76

Married

15

12

10

44

Column Total

40

42

22

120

Row total x Column total Expected Frequency= Grand total

117

Oi

Ei

(Oi-Ei)

(Oi-Ei)2

(Oi-Ei)2/Ei

4 3 25 15 30 12 12 10 5 4

4.43 2.57 25.33 14.67 26.6 15.4 13.93 8.07 5.7 3.3

-0.3 0.43 -0.33 0.33 3.4 -3.4 -1.93 1.93 -0.7 0.7

0.09 0.18 0.11 0.11 11.56 11.56 3.72 3.72 0.49 0.49

0.0203 0.0700 0.0043 0.0074 0.434 0.750 0.267 0.460 0.085 0.148

118

= [(O-E) 2 /E] = 2.246

Degrees of freedom = (r-1) (c-1) = (2-1) (5-1) = (1) (4) =4 The tabulated value at 5% level of significance & 4 d.f= 9.488 Since tabulated value > calculated value, we accept (HO) null hypothesis. RESULT: The calculated value of 2 is less than that of the table value. Hence, the null hypothesis is accepted. So, we conclude that there is no significant relationship between marital status and onthe job performance of the employees.

119

ANOVA
120

ANOVA

Ho: There is no significant relationship between the psychometric test and the employee performance in the work. H1: There is significant relationship between the psychometric test and the employee performance in the work.

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

Assessing the skills earlier in hiring process

24

42

32

12

10

Creating the culture that values the work

11

27

44

30

Improvement of the intelligence, aptitude personality,

20

42

23

19

16

Handling stress

16

31

32

27

14

Coping with intellectual demands of the job

10

18

45

15

32

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N= (row x column) = 25 Grand Total = 600

Correction Factor (CF) = G2/N = 14,400. RSS = 17,532 TSS = RSS CF = 3,132. CSS = Ti 2 /n CF = 1629.2 ESS = TSS CSS =1502.8

Source of variance

Degrees of freedom

Sum of Squares

Mean sum of squares

F- ratio

F-table value

Between Columns

C 1= 5-1 V1 = 4

1629.2

Mo1= SSC/V1 = 1629.2/4 = 407.3

Fo1 =Mo1/ Mo2 Fo2=(V1,V2)@5% = 5.42 = 2.87

Error

N-C= 25-5 V2 = 20

1502.8

Mo2= SSC/V2 = 1502.8/20 = 75.14

Total

24

3132

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Fo1 = calculated value = 5.42 Fo2 = tabulated value = 2.87 Hence the calculated value > table value, we accept alternative hypothesis. RESULT: The calculated value Fo1 =5.42 > table value Fo2 = 2.87 at degrees of freedom between 4 & 20, @ 5% level of significance, we accept the alternative hypothesis. Hence there is a significant relationship between the psychometric test and the employee performance in the work.

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FINDINGS
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V. FINDINGS, SUGGESTIONS AND CONCLUSION

5.1 FINDINGS
PERCENTAGE ANALYSIS: Maximum (44%) of the respondents belong to the age group of between 26 to 35 years. Majority (78%) of the respondents are male. Majority (63%) of the respondents are single. Maximum (34%) of the respondents are ITI. Maximum (47%) of the respondents are workers. Majority (53%) of the respondents earn between Rs.5,000-Rs.10,000. Majority (52%) of the respondents are below 5 years serviced. Majority (83%) of the respondents have undergone behavior test. Majority (83%) of the respondents have opinion regarding the application of psychometric test in the training and development. Maximum (40%) of the respondents agree that the psychometric test is effective to perform the duty in the organization. Maximum (36%) of the respondents are good in the improvement of knowledge after attending the psychometric test. Maximum (46%) of the respondents are satisfied that the organization satisfied with the result generated by using the psychometric test. Maximum (42%) of the respondents are satisfied with the improvement of personality by the effect of psychometric test. Maximum (43%) of the respondents are satisfied with the development of attitude by the effect of the psychometric test. Maximum (35%) of the respondents are neutral that the psychometric test helps in prediction of on- the job performance. Maximum (36%) of the respondents disagree the control of attrition rate through psychometric test.

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 Majority (68%) of the respondents strongly agree that organization should spend money on establishing psychometric test for recruitment purpose. Maximum (40%) of the respondents agree that the psychometric test helps in team building. Majority (57%) of the respondents have no control in tension during the working hours through psychometric test. Majority (66%) of the respondents have not improved in the communication skills through psychometric test. Maximum (35%) of the respondents agree that the psychometric test helps in assessing the skills earlier in hiring process. Maximum (36%) of the respondents are neutral that the psychometric test helps in creating the culture that values the work. Maximum (35%) of the respondents agree that the psychometric test helps in improvement of the intelligence, aptitude, and personality. Maximum (27%) of the respondents are neutral that the psychometric test helps in handling stress. Maximum (38%) of the respondents are neutral that the psychometric test helps in coping with intellectual demands of the job. Majority (53%) of the respondents want improvement of psychometric test in the organization. Majority (66%) of the respondents do not agree that organization plans to use any other psychometric test in near future.

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LIKERT SCALE:

The respondents are favorable that the psychometric test is effective to perform the duty in the organization. The respondents are favorable that the psychometric test helps in prediction of on- the job performance. The respondents are unfavorable that the psychometric test helps in control of attrition rate. The respondents are favorable that the organization should spend money on establishing psychometric test for recruitment purpose. The respondents are favorable that the psychometric test helps in the team building.

CHI-SQUARE: There is no significant relationship between the age group of the respondents and the effectiveness to perform their duty by psychometric test. There is no significant relationship between gender and the improvement in knowledge of the employees after the psychometric test.
There is no significant relationship between marital status and on-the job performance of the employees.

ANOVA: There is a significant relationship between the psychometric test and the employee performance in the work.

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SUGGESTIONS
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5.2 SUGGESTIONS

The employees should be aware of various types of psychometric test such as 16PF, MBIT, FIRO-B. The psychometric test should be improved in the organization for predicting the on-the job performance. Introduction of the psychometric test in the organization will help in making the recruitment and selection process effective. The employer will be able to hire right person for the right job. The job description will harmonize with the candidate profile. The psychometric test also helps in lowering the down the attrition rate of the organization. If wrong people are hired for the job they are intended to leave their job fast because they are not satisfied with their job and the tasks which are assigned to them. Jobs, in which high stress is involved, are vulnerable to attrition. Psychometric test will help the employer to know whether the candidate can deal with the high stress situations are not. The psychometric test must help in the control of tension during working hours and to improve the communication skill of the employees. People resist change in their environment. Change is also one of the major factors in stress. How much a person can endure stress, this can also be predicted and measured through psychometric test. The organization should conduct many psychometric tests for the improvement of the employees in their work. Establishing of the psychometric tests will help in matching the organization requirements and candidates requirements.

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CONCLUSION
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5.3 CONCLUSION

In order to improve the efficiency of employees in his present job and prepare himself for a higher level of job, the effective psychometric tests are necessary. It is also needed to improve the employees personally and the improvement of the company also. The study reveals the employees opinions regarding the psychometric test in Gem Equipments Ltd. From the findings drawn from this study, we clearly came to know that the employees are satisfied with the effect of the psychometric test. The commitment of psychometric test towards expectation of the respondents is excellent. The improvement is needed in some cases such as applying of the psychometric test in the recruitment process, in development of the communication skill, control in the attrition rate, tension and should help in handling stress. Some suggestions are given based on the findings. It is sure if the management implements the given suggestions, the performance of the employees will be gained. Use of psychometric tests in India hence remains an unexplored area of human resource however it must also be kept in mind that the human resource professionals are willing to use these test in future. It is hence the responsibility of human resource academicians to explore this area of HR and gain some expertise on use of these tests in order to further promote the use of psychometric testing in India.

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BIBLIOGRAPHY
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BIBLIOGRAPHY

BOOKS: Anastasi Anne, Urbina Susana, Psychological testing, Pearson Education, 2003. Mcshane S, Glinow A M, Sharma R, Introduction to Organizational behavior, Tata McGraw Hills, 2006. C.R.Kothari, Research methodology methods and techniques, new age international publishers, 2nd revised edition E-BOOKS:

D.Constantine-Simms, Everything you need to know to pass psychometric tests.

MAGAZINES:

HRM Review February 2007

SEARCH ENGINES:

Google

WEBSITES: www.teamfocus.co.uk/different_types_of_psychometric_tests. changingminds.org/disciplines/hr/selection/psychometric.htm www.personalitypathways.com/type_inventory. www.wikipedia.org www.humanmetrics.com www.gemequipmentsltd.com

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ANNEXURE
134

A STUDY ON THE EFFECTIVENESS OF PSYCHOMETRIC TEST WITH SPECIAL REFERENCE TO GEM EQUIPMENTS LTD, COIMBATORE. I. PERSONAL DETAILS:
1. Name: 2. Age: 16 to 25 years { } 3. Gender: Male { } 4. Marital status Single { } 5. Educational Qualification Higher Secondary { } ITI { } Engineering { } UG { } PG { } Married { } Female { } 26 to 35 years { } 36 to 45 years { } above 46 years { }

Other specify______________________ 6. Designation Staff { } Quality Controller { } 7. Income Rs. 5,000- Rs. 10,000 { } 8. Year of service Below 5years { } 5-10 years { } 11-20 years { } above 20 years { } Rs. 10,000- Rs. 20,000 { } Above Rs. 20,000 { } Worker { } Executive { } Supervisor { }

9. Which type of psychometric tests has been conducted in your organization?

135

Personality tests { }

Behavior tests { }

16 PF { }

MBTI { }

FIRO-B { }

10. What is your opinion regarding the application of the psychometric test in HR function? Recruitment & selection { } Behavior analysis { } Training &development { } Talent development { } Counseling { }

11. Does the psychometric test effective to perform your duty in the organization? Strongly agree { } Strongly disagree { } 12. How would you rate the improvement in your knowledge after attending the psychometric test? Poor { } Good { } Average { } Adequate { } Excellent { } Agree { } Neutral { } Disagree { }

13. Is your organization satisfied with the result generated by using psychometric test tools? Highly satisfied { } Highly dissatisfied { } 14. Are you satisfied with the improvement of your personality by the effect of psychometric test? Highly satisfied { } Highly dissatisfied { } 15. Are you satisfied with the development of your attitude by the effect of psychometric test? Highly satisfied { } Highly dissatisfied { } 16. Does psychometric test help to predict on the job performance? Strongly agree { } Agree { }
136

Satisfied { }

Neutral { }

Dissatisfied { }

Satisfied { }

Neutral { }

Dissatisfied { }

Satisfied { }

Neutral { }

Dissatisfied { }

Neutral { }

Disagree { }

Strongly disagree { } 17. Does psychometric test helpful in controlling the attrition rate in the organization? Strongly agree { } Strongly disagree { } 18. Is it worth that organization should spend money on establishing psychometric tests for recruitment purpose? Strongly agree { } Strongly disagree { } 19. Do you agree that psychometric test helps in team building? Strongly agree { } Strongly disagree { } 20. Does psychometric test helps in controlling the tension during the working hours? Yes { } No { } Agree { } Neutral { } Disagree { } Agree { } Neutral { } Disagree { } Agree { } Neutral { } Disagree { }

21. Does psychometric test helps in improving the communication skills? Yes { } No { }

SA-STRONGLY AGREE D-DISAGREE

A-AGREE

N-NEUTRAL

SD- STRONGLY DISAGREE

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22. Does psychometric test helps in SA Assessing the skills earlier in hiring process Creating the culture that values the work Improvement of the intelligence,aptitude,personality Handling stress Coping with intellectual demands of the job A N D SD

23. Do you need in the improvement of psychometric test in your organization? Yes { } 24. If yes how? ________________________________________________________________ 25. Does your organization plan to use any other psychometric tests in near future? Yes { } 26. Any suggestions _______________________________________________________________ No { } No { }

138