Psychometric Test of Selection and its Implementation in Nestle

This document discusses the psychometric test of selection and its successful implementation in Nestle. It explains the types of psychometric tests, their advantages and disadvantages. It also recommends theories and HRM practices for effective recruitment and employee retention.

Employee Resourcing

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Explain psychometric test of selection and how these are implemented and improved in the
organisation successfully? .....................................................................................................3
Types of Psychometric tests. .................................................................................................4
Advantage and Disadvantage of Psychometric test ...............................................................5
RECOMMENDATION...................................................................................................................7
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Resourcing is the process through which identification as well as allocation of people are
done to perform all the work which is necessary to perform in business to achieve the objectives
of the company (Aryatama, H. (2020))Resourcing consist of two strategic imperatives as one is
related to minimizing the cost of employees and maximising employee value to the organisation,
Another one is to obtaining correct behaviour mix of attitude and commitment in the workforce.
The organisation that was selected in this project is Nestle. It has its headquarter in vevey,
Switzerland. It deals in various products such as breakfast cereals, coffee, baby food, pet food,
confectionery items, bottled filtered water, ice creams etc. The brand serve their product all over
the world. The chairman of the company is Paul Bulcke. Whereas Chief executive officer of the
company is Ulf Mark Schneider. The topics that are cover and discuss in this project are related
to psychometric test, their process, advantage and disadvantage, applicable theories and why this
method is considered as most beneficial and better as compare to other method. And various
other topics are also discuss under this project.
MAIN BODY
Explain psychometric test of selection and how these are implemented and improved in the
organisation successfully?
Psychometric Test : Aptitude test , provides insights into someone's cognitive ability and
indicates the potential of a candidate to excel in a career. In include various different forms like
numerical, logical, mechanical, verbal etc. The test are streamline the process of recruitment and
reveal the best applicants efficiently. Most of these test are conducted online. The scores of
psychometric test are not stand alone but tends to be considered in combination with cover
letter, Curriculum Vitae of candidate as well as to other rounds of assessment like sector specific
task, group interviews, role play scenarios etc. As their high scores are leads to increase the
chances of securing final stage interview. As large number of applications are received by
employer for one job role. This method is considered as the best method to reduce the applicant
pool size. It fastly perform the recruitment process, giving a logical candidate shortlist of
manageable length and reducing HR cost. The test that are conducted in it are considered as
reliable indicator of candidate suitability and potential. Numerical reasoning test and verbal test

tends to be most common to employer. Practising of these test tends to ensure that high scores
are achieved which reflect potential as well as ability (Dewhurst, S., & FitzPatrick, L. (2019))
Types of Psychometric tests. Numerical Reasoning: This tends to analyse the ability of person, how accurately and
quickly a candidate can deal with number. As the questions are to ensure high level
ability but your capability to solve the mathematical concepts helps to analyse data and it
easily draw conclusions. It tends to improve the knowledge of data interpretation, ratios,
number sequences, financial analysis, currency conversions, number sequences etc.
(Turner, P. (2019)) Mechanical Reasoning: These features challenge understanding as well as application of
concepts that are related to mechanical. Usually for particular sector , there is need to
background , experience and knowledge.(Turner, P. (2020)) Logical reasoning:In includes non verbal content as it helps to assess ability to interpret
different types of shapes, patterns, numbers. These respective test encompass elements
from numerical and diagrammatic reasoning assessment (Khawan, S. (2020)) Verbal reasoning:It assess comprehension as well as interpretation of written passages .
A short text excerpt are given for the purpose of review. And relating to content ,
candidates are than asked question. Diagrammatic reasoning:These are related to sequences of pattern and shapes. There is
need to identify the rule which govern the pattern with the intention to select next
element which is correct from a provided selection and to a new scenario apply the rule
correctly. Abstract reasoning:It tends to measure the ability so that to deduce relationship b/w
patterns and different shapes. There is no need of any verbal and numerical analysis but
their is requirement to test lateral and logical thinking along with speed and accuracy
(MURERWA, T. G. (2020)) Spacial reasoning:this test is conducted to access the ability of person to identify
patterns and to visualise movements. In this quested are relates to which image is rotation
of given shape and which of them are connected to 3 D image(Teerikangas, S., Turunen,
M., & Välikangas, L. (2020))

 Situational judgement assessments : In this test situations are given to candidate and ask
how he/ she can handle the condition that exist in place of working. With the help of this
method employer can easily judge whether the attitude and behaviour of employees are
align with organisation expectation or not (Walter, A. (2019))
 E- tray excercises: It includes simulated e mail inbox . With background information
and keeping with in a given job role, it will be need to read and try to respond to message
accordingly ( Ojha, B. R. (2020))
Advantage and Disadvantage of Psychometric test
Pros of psychometric evaluations. Predictive insights about the candidate- one of it advantage is to reveal beyond what is
written on a resume of a person with the intention to conservatively analyse and predict
fitment. To understand the strength and weakness of employee this method are consider
as most efficient. It also help recruiter chart a career trajectory for workforce who are
engaged within the organisation for the purpose to deploy appropriate strategy. If a
candidate possess the feature shyness than it is the best method for them to judge their
knowledge and ability as it can offer a platform to them. It is cost efficient method- As it most easy to implement in the organisation as well as it
is most cost effective method. It takes lots of time to understand the person but with the
help of it information are collected with in a hours. It also tends to decline the chances of
wrong hiring. As fit , skilled, experienced and knowledgeable candidate are the consider
as the most precious asset of the company. On the other hand unfit person or bad hire are
tends to be prove as most costly to the company and it tends to make impact on morale
& productivity of employees (Schaap, P., & Olckers, C. (2020)) Learning & development- psychometric test benefits are not restricted to recruitment but
it tends to span on overall career cycle of employees. As psychometric assessment
indicate future potential , leadership orientation which help professionals to do important
decision making (Shava, H., & Chinyamurindi, W. T. (2021)) Objective as well as effective recruitment- Psychometric test are considered best because
this process are totally unbiased and fair. It tends to help company to set some standards
to measure aptitude and personality traits of candidates. The test score checks are use to
find parameters of the candidates and further provides fair outcomes in order to way

people for recruitment. Once the recruiter has test results, they can explore other concern
by conducting further various interviews. If candidates are evaluate further in some
particular areas than on the basis of test results it is consider as most convenient
method. The organisation which concentrate more on cultural fitment than in those
company like Tesco it consider as strong filter.
Cons of psychometric evaluations Lack of experts:The absence of appropriate training create problems to psychometric
tests. These can deployed the candidate who are not having appropriate knowledge,
skills. Also the issues related to misjudgement of test results are tends to be high so
additional cost are incurred by company to provide training to their staff members by
presentational experts. Nervous candidates: Many times talented candidate are also not being selected due to
their slow speed , due to their way of communication or due to many other reasons. As
many can feel nervous at the time when they give test because time which is given to
them are limited. It also not consider the factors which are related to language barrier,
cultural background, and also due to many other reasons.
 Misleading responses : This test provides a chance to do their work for candidates before
appearing for the test. Thus helps in alteration of result by the organisation.
Employers in Nestle select to use psychometric testing at the time of performing recruitment
process so that overall evaluation of candidate become possible and hopefully achieve the best
for role. With the help of it candidates working style, strength, weakness, characters can easily
be overview. But it can not be use in isolation. For employer , the method of psychometric
testing tends to help to gauge candidate's future performance and also hopefully increase
employee retention by making successful hiring decision. Traditionally by using pen and paper
these test are taken to solve the questionnaires which is in the form of MCQ's but now it move
towards the digital realm as it is easy to integrate in the stage of recruitment process. This
method is adopted to analyse the ability of person to process numerical as well as verbal
information at the time of engage in operational activities. As these are conducted either offline
or prior to the assessment. These test will be used to measure how candidates are differ in terms
to their views, motivation, opinions in context to different and situation. Hidden traits of
candidate can easily analyse with the help of these test (St-Jean, É., & Duhamel, M. (2020))

RECOMMENDATION
Theory of HRM
In the organisation , there is requirement of skilled and talented employees so that they
can easily perform the task efficiently by implementing their knowledge. For this hiring is done
by HR and to recruit suitable candidate various rounds of interviews and test are conducted. As
these test are taken by HR to judge the mental ability of a person. Physical test are also taken to
check fitness. For business smart persons are needed so with the help of these psychometric
test , knowledge , communication skills are checked and the candidate who qualify the test can
select for specific job profile but the role of HR is not end as their task are so wide. After
recruitment , Selection process next step where they focus more is to get retain their employees
in the company for long term. For that purpose they follow motivational theory in business. In
this various different tools to motivate are used by HR to provide satisfaction to their workforce
and also tends to improve their motivational level so that they show interest to keep in touch with
company for long duration. Like organisation nestle adopt motivational theory to keep their
workforce. As this theory are discuss in detail in the below mentioned paragraphs.
Motivational Theory
As this theory is filled with great enthusiasm and energy , it can drives an individual to
work in such a manner so that to attain the objectives easily on time. Motivation is a type of
force which push an individual to perform the activity with great level of commitment. There are
various motivation theories some of these are explain as follows-
Maslow's hierarchy theory of needs
Motivational Theory: this theory Maslow's hierarchy of needs are adopted by managers of
Nestle. As these are discuss in below mentioned paragraphs.
 Psychological: It involves the things which are necessary to survive like food, shelter,
water.
 Safety: It requires protection from danger, deprivation and threat.
 Social : As it is based on love and belongingness. Includes the need of affiliation,
association , friendship etc.
 self esteem: It requires to satisfy need of respect as well as recognition self actualization: It is high level need for which human being can aspire.

Theory of HRM that is selected by HR of organisation Nestle are human capital theory.
This theory is linked to HRM where as human capital is related to human resource , it is
combination of habbits, creativity, knowledge, habits, social life , personal attributes with
regards to performance of labour for the purpose to contribute economic value . This theory says
that education as well training programmes in the organisation increases knowledge and
productivity of employees , through imparting skills & knowledge , as it tends to increase future
income through increasing their lifetime earning
Vroom theory
Vroom's expectancy theory of motivation says that peoples are tends to be motivated to
perform some thing with the help of three things. Individuals get motivated when reward
associated with action have some value. And have trust that if they perform well in job than they
will get the reward, also develops feeling that they can easily achieve the objectives with their
hard work as they have the ability to fulfil the targets. To serve this purpose two types of rewards
such as extrinsic and intrinsic are given. Intrinsic motivation covers internal things like sense of

achievement & fulfilment. On the other hand extrinsic motivation includes external things for
example promotion and money. As Vroom's model says that motivation level of people is
product of many factors such as valence, expectancy and instrumentality. Valence shows that
how much people value for the reward which was given to them as it its observe through specific
behaviour or results. Expectancy shows that how much they tends to believe that by putting
additional efforts objectives of the company can easily be achieve. Instrumentality reflects that
how much individuals believe the rewards that actually appears ,is they able to achieve desired
behaviours. If any of these factors skip than there is lack of motivation in individuals.
CONCLUSION
After deep study and analysis it is conclude that psychometric testing plays a significant
role to appoint a candidate. This method helps to understand the capability of person to think and
perform the job as it is to be analyse after conducting various different rounds of interviews and
test such as verbal reasoning test, diagrammatic reasoning test, logical reasoning, numerical
reasoning, error checking test, group discussions, personal interviews, telephonic interview so
that to analyse skills and talent of a person. If once other methods like interviews, GD, skill test
are combine with the results of psychometric assessment , the recruitment can get a fair idea of
candidates role. Through making connection with the candidates provide organisation support to
understand them better. As the role of such type of testing does not get end after selection of
candidate but tends to be continue towards employee development & promotions. For example
Nestle can follow personal development programs as per different role of workforce. As These
development as well as learning programme are designed according to motivation and interest of
employees . Thus this specific test helps to optimize strategies in context to sound talent base.

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