TESTING Definition According to H. E.

Butt, Testing is a device for measuring quantitatively a typical sample of mental or motor performance in order to predict what an individual will do under certain circumstances. Limitations 1. 2. 3. Measurement techniques can not be expected to make decisions for a person. They can only present evidence more clearly. The best available tests even, at present can not predict what a person will do in a complex learning or vocational situation. Test ordinarily can not show why a person made particular score, but only that he did make the score.

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Big Five Personality Factors Because personality as comprised of many elements, psychologists work to identify critical factors that help people observe and understand an individuals style and differences. One such set of factors is referred to by some psychologists as the Big Five. Each factor represents one aspect of an individuals personality and style. The five factors include: 1. Expressive Style: How individuals express themselves verbally and behaviourally. For example, peoples behaviour may range from quiet and reserved to talkative and outgoing. 2. Interpersonal Style: How individuals behaviour while interacting with others. For example, peoples behaviour may range from being cool and distant to warm and close. 3. Work Style: How people work and meet responsibilities. For example, individuals styles may range from performing work in a detailed and structured manner to a general way. 4. Emotional Style: How people express their emotions. For example, Individuals behaviours may range from unemotional and stable to highly emotional and volatile. 5. Intellectual Style: How individuals learn, think, and decide. For example, individuals styles may range from learning, thinking, and deciding in simple and traditional ways to complex and novel ways. Each factor helps us to know what behaviour patterns to observe in understanding someones personality. For example, the expressive style factor leads us to observe whether

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a person is generally quiet and reserved, or talkative and outgoing, or somewhere in between. Each of the other factors helps in the similar fashion. Key elements of each factor combine to provide an overall understanding of an individuals personality. This ability to understand different personalities is helpful to managers in being better able to predict an individuals behaviour in different situations. For example, assume a manager, Jennifer is deciding which of two people she will appoint as a task force leader. The task will be to develop a new approach to marketing an established product. She has observed one person, Wayne, who is quiet and reserved and interacts relatively little with his work peers. He is very bright, a hard worker, and very reliable in doing detailed, structured work. He has never been observed to express either positive or negative emotion. The other person, Ursula is talkative and outgoing. She interacts easily with others and has warm, outgoing style. She is sometimes careless about details and is easily bored with repetitive, routine work. However, she enjoys solving new problems and makes good decisions in ambiguous situations. Her peers can tell what Ursula is feeling because she is quite expressive, but she has not let her emotions get out of control at work even when under stress. The more difficult the problem, the more she enjoys. You are correct if you predict that Jennifer decided to appoint Ursula. She fits the team leader role better than Wayne. Jennifer used the Big Five personality factors to observe and organize relevant aspects of Waynes and Ursulas behaviour.

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HISTORY OF PERSONNEL MANAGEMENT 1) Industrial Revolution & Its Impact 1760 in England, 1790 in America

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-Robert Owen (1771-1858), Scottish Textile Manufacturer, -Boulton & Watt Jr. (1770-1840), Soho Foundry, Sick Benefit -B. Seebohm Rowntree (1871-1954), Welfare Concept a)Concept Vital Machine b)A New View of Society-1813 c)Pay for long run d)Late 18th to early 19th -Housing -Cleaning village and locality -School & night school ->11 years (10 hours max) -Shower, latrine, light, ventilation

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-Low price shop

2) Scientific Management F. W. Taylor
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-Time study -Best method -Right person at the right job -Increased out put and higher pay -Incentive
3) Welfare Work Movement

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-Welfare Secretaries (1900) Modern Personnel Managers -Ordway Tead in 1912 first used the Personnel Management term, 1920 it was established
4) The First World War (1914-1918) 5) Contribution by the Professional Organizations

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-1918: Industrial Welfare Society (UK)

1966: Industrial Society

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-1918: Industrial Fatigue Research Boards -1921: National Institute of Industrial Psychology -1924: Institute of Industrial Welfare Workers
1931: Institute of Labour Management 1946: Institute of Personnel Management

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6) Contributions by Colleges and Universities (course, subjects and research) 7) Response to Unionization (enhance status of Personnel Manager) 8) Employment Management (situation after World War II) 9) Recent Trend (steady development)

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