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Situational tests appear to be most effective as they generate the behaviour patterns as they
are designed to predict. Three kinds of situational tests hold good today. (a) Tests involving
leaderless group where a task is assigned that requires the co-operative efforts of a group of
examinees none of whom is designated as a leader or is given any specific responsibility. (b)
Leaderless group discussions where the group is assigned a topic for discussion during a
specific period, and (c) Tests which employ role playing to obtain sample of interpersonal, job
relevant behaviour.
The effectiveness of a testing programme depends to a large extent on its
administrative feasiblity. Firstly, it must fit in to the current personal policy of the
organisation. Any testing programme that runs counter to such policies or requires
major changes in the same is certain to involve resistance from the organisation.
Secondly, the tests should be such as would not require the individuals administering
these tests to undergo highly specialised and extensive training. Many a promising
testing procedure had to be abolished due to non-availability or paucity of adequately
trained staff for administering tests and interpretation of tests results. Thirdly,
although the effectiveness of tests depends on the extent to which it is comprehensive,
from the point of view of the organisation using it, the total time should not be unduly
long. Economy of time must be considered, while determining the number and length
of tests. And finally, the testing procedure must ensure that the output is
commensurate with the expenditure incurred in introducing such tests. The test
constructor, therefore would do well to ascertain and bring out the fact that the gains
from the tests in the form of better quality of selectees and reduced wastage and
mishaps compare favourably with the cost of testing. The tests which the selection
boards administer has been tested and evaluated time and again against the
requirements which I have just related and have found to be the most effective.

Lesson 11
Formation of Group in Group Testing Test Battery and
Group Discussion

The GTO must ensure that the group is formed before he proceeds with his tests. Group
Discussions I and II are meant for the purpose of formation of group. The eight or ten members who
have come to the selection board have already a common aim and motivation. However members
hardly had any interaction to facilitate exploration of each other’s strength, weakness and other
personality qualities. The group has no formal or informal input to evaluate other members for the
purpose of division into probable leaders and followers. To provide opportunity primarily for mutual
interaction under purposeful terms and exploration of each other’s qualities (some of these qualities
include-strength of knowledge, expression, tact, tolerance in social situations, logic flexibility etc.), the
group testing technique prescribes two group discussions.
Group Discussion I—The initial tasks in the GTO battery are the group discussions.The Group
Testing Officers during his first interaction with you in the morning begins with the first group
discussion.
You will be amazed to find how simple is the topic of the first group discussion. Topics for the first
group discussion are deliberately kept simple and those on which every candidate (of the level of
maturity of intake) could speak something. Actually, through the first group discussion, the tester