A Critical Analysis on Pros and Cons of Incorporating Psychometrics in YKK Bangladesh

Yoshida Kogyo Kabushikikaisha (YKK)

is a Japan based transnational company,which has offices in 70 countries and 269 plants around the world that are divided in six regional blocks. It manufactures two categories of products: fastening products and architectural products. YKK is the top ranked company in the world in fastening product category and is a strongly dominant manufacturer of this category around the world.

YKK ASAO, one of YKK’s six blocks is located in Singapore, runs its operation in Asia in the name of YKK Holding Asia. In 1996, YKK Holding Asia, Singapore opened its subsidiary in Dhaka, Bangladesh in the name of YKK Singapore Pte Ltd – Dhaka office. As a result of increasing demand and to provide prompt and speedy services to the customers, it opened another office in Chittagong, Bangladesh in 1998. Further demand of YKK products in Bangladesh, YKK Holding Asia planned to establish a new comprehensive assemble factory in Bangladesh that was built and gone in operation in December 1999. In this factory, only zippers are assembled. All the materials are imported from other YKK factories and assembled in Bangladesh factory to meet the demand of YKK fastening products in Bangladesh. Continue reading

A Critical Analysis Of Psychometric Tests In The Recruitment And Selection Process

Job applications or CVs and interviews –

provide information on applicants’ details and experiences and an understanding of the applicants’ knowledge of different subject matters respectively, but do not provide information on their aptitude and personality, the information of which can be gathered through the use of appropriate psychometric tests that objectively assessed individuals’ abilities and personalities (Parkinson, 2008). Hancock (1998) points out that in actual fact assessing personality of people is not an easy task as information regarding this cannot be drawn from CVs or through interviews rather people’s personality can be well assessed using psychometric tests that bridge interview gaps. Cressey (n.d. cited in Tatham, 2008) spells out that the use of psychometric tests at the initial stage help employers acquire information of prospective employees and take an approach of how they will design the interview session and particular references they will be asking for. Continue reading

An Overview of Psychometric Tests

Psychometric Tests, also called Occupational Tests or Psychological Tests –

can be defined as instruments, which are developed and used in assessing and evaluating individuals’ aptitude, personality and intelligence and provide information on how one person differs from another (CIPD, 2008). Dent and Curd (2004) state that psychometric tests measure people’s normal and dysfunctional behavior, which are conducted verbally, practically or in writing. According to The British Psychological Society (n.d.), psychological tests are tools that are designed to test the ability, aptitude, personality, values, beliefs and interests of individuals in different settings such as for testing in the workplace, for educational testing and for clinical assessment. Smith and Smith (2005) mention that psychometric tests are widely exercised in four main areas: for recruitment and selection purposes, for vocational and career guidance, for research and for assessment of workforce. However, these tests are most commonly exercised in hiring process of employees (CIPD, 2008). Continue reading

The Importance of Recruiting and Selecting the Right People

Recruiting and Selecting –

the right person is very crucial for an organization to be succeeded as Collins (2001:13) points out that

People are not your most important asset. The right people are.

According to Hunt (2007), an organization’s decision of hiring employees is the most vital among all the decisions that it makes as the initial decision has a great impact on the others. Cooper et al. (2003) state that making the right recruitment decision at the first instance adds significant value to the employing organization such as improved productivity, improved profit picture, higher level of job satisfaction and commitment. In relation to the above statement, it is pointed out that a significantly poor level of performance is the upshot of a careless hiring decision, which causes an organization to pay a very high price (Harvard Business Essentials, 2003). Continue reading