STUDY ON USE OF PSYCHOMETRIC TOOLS IN NONIT COMPANIES; FOCUS ON PRODUCT SELLING ORGANIZATION This study is being conducted for

purely academic purposes as a part of MBA (HR) curriculum by Ankur Betala & Nibha Gandotra students of Maharishi Dayanand University Rohtak (Haryana), & Institute of Management & Development New Delhi for there term project Benchmarking Psychometric tools in Non-IT companies with special focus on Sales and distribution companies and defining sales competencies. It is ensured that the data collected during this exercise shall be used for purely academic purposes and will not be disclosed to any other party.

Name of the Organization Respondent Name Respondent Designation Date

E-mail:- ankurbetala@in.com

1)

Are you aware of the use of psychometric tools / tests for various HR functions, by HR personnel? Aware Not aware Is your Organization using any psychometric tests? Yes No

2)

3) If no, do you plan to use any psychometric tool / test in future? Yes No Cant say Why are you not using any psychometric tool now? _________________________________________________

E-mail:- ankurbetala@in.com

4) If yes, which tool/s is/are being used by your organization?

16 PF MBTI (Myers-Briggs Type Indicator ) DISC

6) Is your organization satisfied with the result Yes No Cant say

generated by using these tools/tests? 7)

Are you using it in its original form or have you Original Customized

customized it? 8)

How long have you been using it?

E-mail:- ankurbetala@in.com

_____________________

9)

At what level do you usually use these Lower Top and middle All

psychometric tests (managerial, supervisory etc.)?

10) For which HR function is your organization using these psychometric tests? Recruitment and selection, Training and development Counseling, Feedbacks, Appraisals, Behavior analysis, Competency mapping For building career paths of employees Talent Development

E-mail:- ankurbetala@in.com

11) How frequently do you conduct these tests? ___________________________________

12) What is the weightage of these psychometric tests in your recruitment and selection process? ___________________________ 13) Do you have qualified professionals for administering and generating results from these tools or you have outsourced the process? In-house Outsource

14)

How is that collected data used? ___________________________

5)

What are the benefits noticed during the process? ______________________________________ ______________________________________ ______________________________________ !6) Do you use it to give feedback to employee?

E-mail:- ankurbetala@in.com

Yes No

17) How do you measure these growths? ____________________________ ____________________________ 18) Will you suggest the areas where it should be effective? ______________________________ ______________________________

19) Would your company wish to get a designed testing for the better growth?

Yes No

20) What would be the overall rating to the testing given by your company?

_______________________________________

E-mail:- ankurbetala@in.com

* Standardization implies uniformity of procedure in administering and scoring the test. Eg. for scores to be comparable, testing conditions must be same for all. ** Objectivity: the administration scoring and interpretation of scores are objective insofar as they are independent of the subjective judgment of the practical examiner. *** Ethical issues like use of qualified psychologist well trained examiners, prevention of misuse of test data, etc.

After filling up the questionnaire please mail the filed questionnaire on this email address: - ankurbetala@in.com -----------------------------Thank

You--------------------------

E-mail:- ankurbetala@in.com