Benish Kassim


Master of Business Administration Executive

Faculty / School

Faculty of Business Administration (FBA)

Year of Award


Project Type

MBA Executive Research Project

Access Type

Restricted Access

Executive Summary

Psychometric testing revolves around the ability it provides an organization to recruit, promote, plan and execute the succession and growth of their best talent. If executed in a professional and organized manner, it prepares organizations for sustainable business growth. This research project focuses and elaborates on Developing Competency frameworks and implementation of psychometric assessments for promotion of talent within a public sector utility. The problem statement being, barriers of change in a public sector organization and the success factor towards fostering a merit based system. It also critically views the implementation process discussing the challenges and opportunities with way-forward recommendations.

The sample size for Primary research is 100. Primary research includes all relevant stake holders focusing on the utility's employee feedback but also including organizational psychologists, HR experts and cross section of organizations as industry research. Primary data was gathered by informal discussions, data and information collected from industry experts for market information. Extracts and salient features have been outlined and surveys that include filling of number of questionnaires. Secondary data was collected through internet publication and articles.

The findings and conclusion drawn from the primary and secondary research focusing at implementation of Psychometric testing is that although Psychometric testing and competency frameworks are increasingly used both globally and in Pakistan, little research has been conducted in the field to track candidates actual performance based on the test predictive results. The utility under the scope of tile project more than half of die candidates voiced their

doubts on the reliability of the test results while 62%were not satisfied by the team of assessors, 75% of the employees have not received feedback on test results. The conclusion drawn is that there are gaps in implementation / roll out of the initiative which would benefit from immediate addressing. The Company needs to address issues regarding test validity and reliability viz test-retest results and job performance predictors, test design vs job relevance and test reference groups for applicability. Candidate performance if re-tested by another service provider should not be drastically inconsistent In case of test -retest validity/ reliability gaps are evidenced.

The recommendations of future research is that "a well-developed performance appraisal system should evaluate job performance quantitatively (not just qualitatively). This gives the company ’criteria for correctness' that it can use to measure how well its pre-employment screening tests actually predict success on the job. It's best to think of this process of validation as a scientific research endeavor, with the hypothesis being that a give psychometric assessment will predict job performance, and with that hypothesis being subject to ongoing empirical validation with the potential for disconfirmation. If an assessment doesn't predict performance over time, stop using it' (Ben Dattner, 2013).



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