ON
psychometric TESTS FOR RECRUITMENT AND
SELECTION
AT
LARSEN AND TOUBRO
HEAVY design DIVISION
IN PARTIAL FULLFILLMENT OF AWARD OF MASTER BUSINESS
ADMINISTRATION- HUMAN RESOURCE
SUBMITTED BY:
ADITI GAUTAM
A0102309173
MBA-HR
AMITY BUSINESS SCHOOL
AMITY UNIVERSITY
INTRODUCTION
Today one of the closely important decisions faced by any organization is recruiting the right
people. some organizations appear to be highly effective while others struggle. enlisting and
infusion plays a vital role in provision of human resource of an organization.
Recruitment is the process of identifying and attracting a radical of potential candidates from
within and alfresco the organization to evaluate for employment. at once these candidates atomic number 18
identified, the process of selecting appropriate employees for employment can begin. This means
collecting, measuring, and evaluating information nearly candidates¶ qualifications for specified
positions. Organizations use these practices to increase the likelihood of hiring individuals who
have the right skills and abilities to be successful in the target job.
This research is divided into both parts.
Part one of this research includes deals with the
comparative analysis of the enlisting models L&T and Godrej & Boyce.
Conducting a gap analysis of the recruitment model of L&T.
Part two of this research deals with the take away of psychometric tests which are used in the
recruitment and selection process and proposing a recruitment model for L&T.
PSYCHOMETRIC TESTS
Psychometric tests have been used since the early part of the twentieth century and were originally
developed for use in educational psychology. These days, outside education, we are most likely
to encounter psychometric testing as part of the recruitment or selection process. Tests of this
sort are devised by occupational psychologists and their aim is to provide employers with a
reliable method of selecting the most...If you want to get a full essay, order it on our website: Ordercustompaper.com
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