The aptitudes, attitudes, personality traits, knowledge, abilities, vocation, interests and values of people are studied through the application of psychological tests with a degree of certainty of 95%.
The application of the Labor Psychometric Test is based on the analysis of a sample of the behavior of the individual examined under standardized conditions, which indicate their aforementioned characteristic features, and to predict a probable future behavior in the execution of a certain job; that is, it is an objective and standard measure of a behavior scheme.
It is a scientific procedure of diagnosis and measurement, derived from the application of reagents or tests that, when applied to an individual, indicate their degree of instruction, aptitude or way of being, thinking and acting.
There is evidence; intelligence, knowledge, skills, aptitudes, attitudes, interests, values, personality, vocation, projective among others.
In this order of ideas, the productive sector is organized so that the people who hire, according to those skills, knowledge, aptitudes, etc., contribute to efficient and effective productivity that allow the employer to achieve the general objectives in accordance with their business strategic planning.
Only when you do not have a clear business vision of the necessary requirements for the execution of the tasks that a certain position demands, you are not in a position to make an adequate choice of the personnel who will perform it, be it of the level or rank that is required. try, and therefore, it is essential to properly evaluate these activities prior to hiring.
If the worker does not have the response capacity required by the position, it is too costly for the company, because it "slows down" the development and synergy of business productivity to the detriment of the entire organization: (The opportunity cost due to unproductivity, the low morale of other workers who carry out activities not appropriate to their ability and skills, the cost of severance pay and dismissals, expenses and labor court costs and exhausting legal processes, among others).
One of the first observations to establish is the capacity to learn that the applicant for the position has, as well as his ability to execute the necessary operations; descriptions that must be given in quantitative terms in order to obtain the individual performance standard from the comparison of a certain number of individuals.
The measurement of learning and skills of subjects should serve the following purposes: a) to predict the success or failure of new workers; b) to have objective data with a view to the promotion, change or retirement of the current worker; c) as a means of evaluating the organization itself by departments and by work units; d) To evaluate the capacity and productivity of the equipment, instruments and working conditions; e) to evaluate the training and education programs that are being carried out; f) as a basis for the development of new instruments, training programs, and to observe the extent to which the psychological measurement instruments are being useful for the purposes of the selection and classification of personnel, among others.
Within the "selection" process, we must understand "an elimination" as such, why not identify the term as "a classification process"? The "classification" leads to the "placement" of people in those occupations or positions where they can perform better, thus allowing the possibility of developing training programs that help people instead of eliminating them, preventing them from performing the tasks for which they do they are trained. As you can see, a kind reader and entrepreneur, you can grow your company by forming real work teams, provided you follow the proper scientific procedures. What do you think?
