aptitude test_personality test_performance test / achievement test_ and intelligence test

Master_Thesis project
The most popular types of test (in order of their usefulness…are
a. performance test
b. aptitude test
c. personality test
d. intelligent test

(Maimunah aminuddin first published 1992 ISBN 9676558370 fajar bakti Book: Human Resource management third edition…
To be useable …test must be valid and reliable
A valid test is one which measures what it intends to measure A highly test score should mean that the applicant will be able to do good work
A reliable test is one which gets consistent results if repeated or if different testers are used
A) Performance tests is The purposed of a performance of achievement test is to check that a candidate has specific abilities that he says he has , even when he is able to show some certificate of compentency. Performance test / achievement test stimulates actual conditions and tasks to beperformed on the job
example
i. driving test
ii. keyboarding test
iii. language test
iv. computer usage test
v. machine usage test

For forest ranjer…the abilities to identify the tree species in the forest stand asuch as know which is Chengal, Meranti, keriung, nyatoh, merbau which are have the high quality of wood for sawn timber and furniture etc

Tests are easy to construct and administer and they give a clear picture of the candidate’s abilities and skills

B) Aptitude test
Aptitude tests attempt to discover a person’s potential abilities and talentd. If a person has an innate aptitude, then it can be assumed that with proper training he will be able to develop a skill in that particular area
Different aptitudes for instance the forest ranjer should know the species of tree like chengal. Meranti, nyatoh, keriung, sesendok,ramin,dammar minyak, merbau etc
Aptitude test are useful to the employer wishing to recruit trainees and apprerantices fresh out of school who have no technical background or work experiences to prove their abilities

C. Personality Test (page 38…
Manay a job specification will call for a person with certain person with certain person ability characteristics such as ‘friendly’;’coorperative’/ able to work in a team’; and ‘assertive/ firm.
D) Intelligence tests
Intelligence is a useful attribute in most jobs today. Everybody assumes that the more intelligent a person is, the better he can perform. Unfortunately this is far from reality. If a candidate with above average intelligence is given a challenging, difficult job, he may flourish. If however he isgiven a routine job with little or no discretion and no opportunity to exercise his intelligence, he will soon become bored and frustrated
The question is therefore not, whether we can measure intelligence. There are plenty of tests which do that accurately. The problem for intelligence needed for a particular job. Does a score of 100 , or 120 mean that a candidate will perform wellness on a given job?