Measure HR competencies Test through Mettl Assessment

Mettl HR Manager Assessment helps you identify a person's leadership qualities necessary to direct the work of others and create a customer oriented culture, where positive attitude prevails. A good HR Manager makes decisions efficiently and in an ethical manner, stays on top of the work in one's department, motivates employees, relates well to others, lives up to obligations, and works for organizational effectiveness. The Mettl HR Manager Assessment helps you choose people who have the mental ability to handle the complexities of managerial level responsibilities.

Used for: 

  • Recruitment and selection of a right candidate for a human resources managerial profile
  • Identifying the gaps and preparing your first-time managers
  • Talent maximization
  • Identify training and development areas

Top Customers

Looking for a customized test?

Are you looking for a customized version of this test. Or looking to get a new test build according to your requirements from scratch? Reach out to our subject matter experts and discuss the same.


Key profiles the test is useful for:

  • HR Manager
  • Talent Acquisition Manager
  • Compensation and Benefit Manager
  • Business Partner-HR
  • Learning & Development- Trainer and Evaluator
  • Generalist-HR Operations
  • OD Manager/ Executive  

 

Test Details:

Number of Sections

3

Number of Questions

106

Test Duration

45 minutes

Test Language

English

NOTE: If required, the test can be offered in other languages as well. Please connect with us at contact@mettl.com for any such requirement.

Section Details:

Mettl Personality Profiler Assesses the candidate's behavioral competencies required for a leadership role and is based on Big Five Model of Personality.
Customer Focus Test Measures the person’s ability to handle customers.
Critical Thinking Assesses the ability of a candidate to solve various problems and the effectiveness of the opposing argument to test the validity of the proposition.

Answer to common queries:

What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?

Utmost care has been taken care of the social desirability bias at the stage of the item construction itself. Only such items have been included in the final forms of the tests where, though the manipulation of response may seem obvious, but the scoring in such cases cannot be predicted. Alternatively, in few tests where the questions seem to be pretty straightforward, we scientifically figure out if the person has randomly responded or manipulated the responses.

Can we do benchmarking for an organization for a specific role?

It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.

Is it possible to map an organization's competency framework to your assessments?

We have an exhaustive list of satisfied clients. Please write to us for such a request and we would be glad to work out a solution for you.

How do we determine the thresholds for the proficiency levels for a norm group?

The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

How are norms formed for any specific psychometric test?

The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.

What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?

Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a decisive predictor of a particular type of behavior or attitude. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. This should be preferably done under supervision of qualified professionals only.


How it works:

step 1
Mettl-PBT-1

Add this test to your tests

step 2
Mettl-PBT-2

Share test link from your tests

step 3
Mettl-PBT-3

Candidate take the tests

step 4
Mettl-PBT-4

You get their tests report


Note You will be charged only at step 3. i.e. only when candidate start the test.


Relevant for Industries

  • IT
  • ITeS
  • Banking & finance
  • Insurance
  • FMCG
  • Hospitality
  • Retail
  • Manufacturing
  • Healthcare

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