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                                                                                                               INTRODUCTION

Introduction Physical examinations in selection process are used regularly to select workers for physically demanding jobs. These tests are similar to work sample tests in that they typically require candidates to perform a series of actual job tasks to determine whether or not they can perform the physical requirements of a job. Physical ability tests are often scored on a pass/fail basis. To pass, the complete set of tasks that comprise the test must be properly completed within a specified timeframe. Types of physical ability tests: There are several examinations conducted on an applicant to determine whether or not they can perform the physical requirements of a job. a)	Muscular Tension Test- tasks requiring pushing, pulling, lifting b)	Muscular Power Tests- tasks requiring the individual to overcome some initial resistance(e.g: loosening a nut or a bolt) c)	Muscular Endurance Tests-Tasks assessing aerobic capacity d)	Flexibility Test-tasks where bending, twisting, stretching occurs.

Process to be followed before conducting physical examination:

a)	Review of current job analysis, job description and current test

b)	Test Development

c)	Test Validation

d)	Deliverables Job Analysis: job analysis data will be used help design the content of the test and lend support for determining which types of job simulation and physical agility events make up the physical ability test Test Development: Develop a test that is closely related to the respective department. Hold structured interviews to develop ideas for test events and course layout. Test Validation: Develop a process that is highly valid. Show the relationship between how people perform on the test and how well they perform on the job. To achieve validity of a test, collect data against performance ratings from supervisor, peer and self ratings of physical job performance.

Deliverables:

•	A detailed description and diagram of the entire course,including instructions for setting up the course, order which the exercises would be completed, time requirements for completion.

•	A detailed description of each exercise, including materials and tools necessary construction, dimensions and metrics of test events. •	Complete documentation of the entire system, including the results of the physical job analysis and statistical validation.

Advantages of conducting physical ability tests:

a)	Have been demonstrated to produce valid inferences regarding performance of physically demanding tasks

b)	Can identify applicants who are physically unable to perform essential job functions

c)	Can reduce business costs by identifying individuals for hiring ,promoting or training who possess the needed skill and abilities

d)	Will not be influenced by test taker attempts to impression manage or fake responses

Disadvantages of conducting physical ability tests:

a)	Are typically more likely to differ in results by gender than other types of tests

b)	May be problematic for the use in employee slection if the test is one used to diagnose medical conditions rather than simply to assess ability to perform a particular job-related tasks

c)	Can be expensive to purchase equipment and administer.

d)	May be time consuming to administer

e)	May be inappropriate or difficult to administer in typical employment offices.

One of the key indications that physical ability testing would be useful is if new hires individuals returning to work after injury, or even incumbent employees are quitting at a high rate with the expressed reason being that the work is too hard for them.

 Scope of the study

Properly identifying and implementing formal assessment methods to select employees is one of the more complex areas for HR professionals to learn about and understand. This is because understanding selection testing requires knowledge of statistics, measurement issues and legal issues relevant to testing. There are certain guidelines and criteria to help HR professionals make informed decisions about what assessment methods to implement in their organizations.

Important criteria:

Validity: The extent to which the assessment method is useful for predicting subsequent job performance. The study examines the validity of several physical examinations conducted for selection process.

Adverse impact: The extent to which protected group members (e.g., minorities, females and individuals over 40) score lower on the assessment than majority group members. Cost: Physical assessment requires high cost both to develop and to administer the assessment.

Objectives of the study:

•	To examine the nature, cost and types of physical examination tests conducted in the organizations in the selection process

•	To identified the applicability of physical examination to the job.

•	To identify the relationship between job requirements and physical abilities of a candidate

•	To attempt a framework to accommodate a relevant structure for physical examination in selection process.

Rationale of proposed investigation: Conduct of physical examination in the selection process requires a high share in the budget. The problems related to conduct of physical examination are validity, cost and applicant reactions. The cost incurred in selecting a candidate in physical examination procedure is relatively more than the number of candidates recruited.

Analytical framework of the proposed research: The framework describes the relationship between the physical examinations and job performance

Implementation of the physical assessment

a)Validity

b Cost

c) Applicant reactions

d) Legality issues

Effect on employee performance

a) Job satisfaction

b) Low cases of injuries

c) Can increase productivity

REVIEW OF LITERATURE

Michael A. Campion (1983) - Personnel Selection for Physically Demanding Jobs: Review and  Recommendations. The study mainly focuses on three things •	Physiological background underlying motives of selection strategies: The ability to perform physical work depends on the ability of the muscle cells to transform chemically bound energy in food into mechanical energy for muscular work. Factors affecting physical performance capacity include the nature of the work itself such as intensity and duration, somatic factors such as sex and health, psychological factors such as attitude and motivation, environmental factors such as altitude and temperature, and other factors such as training and adaptation levels. One approach in selecting for physically demanding jobs is to measure the work load, and then to only select people whose maximum aerobic power is great enough so that they can perform the job without excessive physiological fatigue. Another major approach to the selection of personnel for physically demanding jobs focuses on strength requirements. It has two assumptions

1.The relationship between the strength requirements of the job and the physical strength of the workers.

2.Selecting employees with physical strength meeting or exceeding the requirements of the job will result in fewer injuries, less physiological fatigue, and higher levels of job perform.

Process of physical abilities in selection:

Reviews some of the methods of assessing physical abilities or work capacities of individuals. Three types of physical abilities are

1. endurance or maximum aerobic power

2. strength

3. omnibus physical fitness

Three distinctions clarify the differences between the approaches. The first distinction is between direct versus indirect determinations. Direct measures involve collecting the actual expired air during exercise and analyzing the oxygen content. Indirect measures usually use heart rate to predict oxygen consumption, because they are linearly related within an individual. The second distinction is whether the test is maximal or sub maximal. That is, the test could either require the individual to exhibit maximum aerobic performance, or only sub maximal performance may be required. The third distinction involves the mode of exercise used. •	Measurements of physical requirements: Measuring physical requirements of jobs are divided into three categories

1. Measures of metabolic requirements of jobs

2. Measures of strength requirements

3. Measures of multiple physical abilities

The study suggests to make improvements in personnel selection systems for physically demanding jobs is needed due to equal employment opportunity (EEO) considerations. Calvin C. Hoffman (1999)-Generalizing Physical Ability Test Validity: A Case Study Using Test Transportability, Validity Generalization, And Construct-Related Validation Evidence. The study mainly focus on the physical ability test(PAT) and defines a worker oriented position analysis questionnaire (PAQ) rather than task based job analysis. The study structures a PAQ taking the views of the persons who are related to that position. From the structured PAQ there are several considerations for the physical ability test. Barry R. Blakley (1994) - The Validity Of Isometric Strength Tests The study mainly focuses on the physically demanding jobs. Successful performance of these jobs requires that individuals possess various types and levels of physical abilities. It recognized that workers who are lacking in the requisite physical abilities incur an increased risk of physical injury to themselves and others. It also pointed out that physical ability selection procedures are important in both human and economic terms. It also identified •	The increasing awareness among many organizations that the large physical ability component of many jobs is not adequately addressed by traditional selection procedures.

•	Physical ability selection procedures have the potential to exhibit adverse impact against females and some ethnic groups.

Hogan, J. (1991). Physical abilities. In M.D. Dunnette & L.M. Hough (Eds.), Handbook of industrial and organizational psychology, vol. 2 (pp. 753-831). Palo Alto, CA: Consulting Psychologists Press. The study identifies factors that affect the ability to perform in the workplace, including physiological responses, training, ability and injury, and workload. It reviews procedures and methods for designing personnel selection systems for physically demanding jobs and emphasizes the unique physical ability content of job analyses, performance measures and assessments. In addition, the study summarizes legislative decisions designed to protect women, handicapped persons and older workers in light of their implications for physical ability assessments by employers. Finally, it argues that the need to improve development and implementation of fair physical ability selection procedures and the need to understand the relationship between physical performance and other organizational effectiveness outcomes are important issues for future research.

Overall Physical Ability: Overall ability to perform physically demanding tasks. It is a general rating of the employee physical ability to perform his or her job effectively. 	Very good overall physical ability: •	Able to perform very difficult tasks without assistance •	Is much stronger, more coordinated, more flexible, and gets less tired than most firefighters 	Good overall physical ability: •	Often performs well on tasks requiring physical ability better than most employees 	Average physical ability: •	Able to perform the routine physical labor required on the job, but may require assistance with very difficult physical tasks •	Demonstrates average strength, coordination, flexibility, and endurance 	Poor overall physical ability: •	performs slightly below average on tasks requiring physical ability less physical ability than most other employees 	Very poor overall physical ability: •	Frequently unable to handle the physical demands of the job and often require assistance with routine, physically demanding tasks. •	Cannot perform the routine physical labor required on the job and often requires assistance. •	Demonstrates less than average strength, coordination, flexibility, and endurance.

Steven V. Cates (2012) - Discrimination in a Covert Methodology: An Analysis of Physical and Social Characteristics That Prohibit People from Becoming Employed. The study answers the questions to the stereotypes that discriminated against applicants in the selection process for employment. It also provides an analysis on physical and social characteristics that prohibit candidates to gain a job. Gunderson, et al. (1972), team training completion was predicted using biographical, physical fitness, and health status measures. Physical fitness tests tended to be the best predictors of training success in the sample of 293 enlisted men and 94 male officers, but physical and emotional health indices measured via questionnaires also aided prediction.

Bernauer and Bonanno's (1975) study began with the assumption that using job samples may be too risky for selection into some physically demanding jobs, thus assessing physical abilities may be a good alternative.

Reilly, Zedeck, and Tenopyr (1979) research involved two predictive validation studies on outdoor telephone craft jobs. Both studies used the physical ability requirements rating scales as part of the job analysis and the physical fitness battery as the predictor. The first study used 83 male and 45 female hires into a craft training program. Six job samples taken during training and training survival served as the criteria. Results showed many significant validity coefficients.

Chaffin(1974) had conducted three studies. The first study involved 410 current employees in 103 jobs. The jobs were analyzed in terms of strength requirements and each employee was assessed with two maximum lifting strength tests. Results showed that a ratio of strength required on the job compared to the individual's strength was significantly correlated with the incidence of lower back injury during the one year of the investigation. In a similar study 551 employees from 6 plants were administered arm strength, leg strength, and torso strength tests. Again, the strength requirements of their jobs were analyzed and compared to the employee's exhibited strength. Over the 18 months in which medical records were examined, it was found that the workers' likelihood of sustaining back injuries increased as the strength requirements of the jobs approached or exceeded the strength capacities of the individuals. The third study compared one year follow-up medical records of 20 employees hired with strength testing standards versus 51 employees hired without such standards in 21 entry-level production jobs. The strength of the hires was measured with 4 tests, and the cut-offs were based on the job requirements. Positive results were obtained, but they were only marginally significant due to the small sample size.

Anna Harley and Carole James(2004)- Fire-fighters’ perspectives of the accuracy of the Physical Aptitude Test (P.A.T) as a pre-employment assessment. This study produced rich descriptive data from the small sample about the physically demanding nature of fire-fighting work, the degree of difficulty of the P.A.T and the employees’ confidence in fellow workers. It became evident that these participants felt that the P.A.T provided an accurate indication of the job tasks to be performed, however, in order for the P.A.T to be considered accurate in simulating the job demands and selecting appropriate personnel, these participants felt it needed to be more physically demanding. Participants believed that this could be achieved by focussing more on endurance, wearing all fire fighting equipment during the P.A.T and raising the assessment scoring standard. Participants also suggested that in order to further increase their confidence in fellow workers, the P.A.T should be re-conducted on a regular basis.

Wilmore and Davis (1979) study on state traffic officers administered a battery of measures to a group of over 200 officers. They then examined the interrelationships among these three types of measures, found that the biological and physical fitness measures related fairly well to the job samples, and then decided to use the job samples for selection.

Considine, Misner, Boileau, Pounian, Cole, and Abbatiello(1976) study collected data on three types of measures : biological measures such as age, weight, and body fat; physical fitness measures such as grip strength, broad jump, and 880-yard run; and functional performance tests such as climbing stairs, hose coupling, and carrying dummies. Data were collected on over 250 fire fighters and the results were analyzed in terms of race differences, inter correlations, and factor structure. Although fair correlations were found between the physical fitness measures and the functional performance tests, the researchers curiously decided to implement a battery that contained some items of both.

Legality Issues: •	EEO Sensitivities of Physical Abilities Selection: The risk with physical ability selection criteria is that they are likely to exhibit adverse  impact against females and some ethnic groups. As such, they may violate Title VII of the Civil Rights Act of 1964 unless they are demonstrated to be job related. Furthermore, physical abilities selection may discriminate against individuals with certain handicaps and thus may violate the Vocational Rehabilitation Act of 1973. Even selection systems that measure physical abilities directly have frequently not faired well in the courts. These systems are usually criticized for inadequate job analyses or excessive judgment in test selection or standard setting. It merely shows some rational relationship between the selection device and job performance is not enough, but the practice must be shown to be necessary to safe and efficient job performance.

•	Government Regulations: 1.	Equal Employment Opportunity Commission 2.	Civil Service Commission 3.	Department of Labor 4.	Department of Justice, 1978

•	Professional Guidelines: 1.	American Psychological Association. 2.	Division of Industrial-Organizational Psychology.

RESEARCH METHODOLOGY

The process of formal research has eight distinct characteristics are as follows •	Research originates with a question or problem. •	Research requires a clear articulation of a goal. •	Research follows a specific plan of procedure. •	Research usually divides the principal problem into more manageable sub-problems. •	Research is guided by the specific research problem, question, or hypothesis. •	Research accepts certain critical assumptions. •	Research requires the collection and interpretation of data in attempting to resolve the problem that initiated the research. •	Research builds on previous research.

Research methodology is the general approach the researcher takes in carrying out the research project. To some extent, this approach dictates the particular tools that the researcher selects. The tools are useful for collecting the data and for looking at the data from many different angles. Researchers use a variety of tools to collect data and to manipulate the data in order to extract meaning from it. There are five tools used by researchers: libraries, computers, measurement, statistics and language.

Research Design: In this section, the broad methodology that will be followed in the research is described. The following procedure was adopted to analyze the objective.

•	Literature survey: Employee physical requirements that would enhance the identification of  physical ability tests needed for organizations are collected from literature. •	Empirical study: The empirical study consists of the following: 	Survey: A survey on the employees of Indian Oil Corporation limited situated in the haridwar, Uttarakand  by using a questionnaire. 	Measuring Instrument: As mentioned above, a comprehensive questionnaire was developed for this project to determine employee opinions regarding physical examination conducted in their organization. 	Statistical Analysis of Data: The statistical procedures were used interpreting and analyzing the data is determined in consultation with the faculty guide at the time of questionnaire was drawn up. 3.4 Research Scope: •	The study will be limited to the organizations that are practicing physical examination process for selection. •	Targeted Grades: This study will be limited to the employees of the organizations who were employed through physical assessment. •	Interpersonal Opinions: This Research will be limited to examine employee knowledge  and experiences  on physical assessments conducted in the organization 3.5 Sampling: Statistically significant random samples of employees are chosen from the organization. Sampling Plan: •	Sample unit: Employees of Indian oil  corporation limited. •	Sample Size: 100 •	Sampling Procedure: convenient sampling. •	Contact Method: Personal. 3.6 Data Collection: Two types of data are collected for the purpose of the study. Primary Data: Primary data is the one which will be collected for the first time for the research study. The primary data was collected through the questionnaire designed for the research. Secondary data: Secondary data is the data taken by the researcher from secondary sources. That means it is data already collected by others, for purposes other than the solution of the problem on hand. The secondary data was collected with the help of the internet by collecting different journals, articles and all.

3.7 Instrument: The instrument used for the collection of primary data is questionnaire. As mentioned above, a comprehensive questionnaire was developed for this project to determine employee opinions regarding physical examination conducted in their organization.

3.8 Statistical Tools: The statistical procedures were used interpreting and analyzing the data by using SPSS. 3.9 Limitations: •	The responses are subject to biases from the respondents. •	The sample data may not fully represent the views of the total population. •	Misunderstanding of the questions in the questionnaire and spontaneous reactions may further lead to in-accuracies in the data

QUESTIONNAIRE This Survey wishes to get your responses to the following questions. Please answer the questions as openly and honestly as possible. The results are confidential and will not be used with your name associated with them. Please circle that response that most closely identifies with you. Thank you for your participation.

Please fill the following details

Name: Age: Department: Gender:

1.	Physical ability test is needed for physically demanding jobs

a)	strongly disagree b)	disagree c)	neutral d)	agree e)	strongly agree

2. Physical ability selection procedures can lose talented applicants

a)	strongly disagree b)	disagree c)	neutral d)	agree e)	strongly agree

3. Physical ability test result accurately indicated my physical abilities

a)	strongly disagree b)	disagree c)	neutral d)	agree e)	strongly agree

4. I feel that there will be a discrimination against females with physical ability test a)	strongly disagree b)	disagree c)	neutral d)	agree e)	strongly agree

5. I am comfortable with the present physical ability tests for selection process

a)	strongly disagree b)	disagree c)	neutral d)	agree e)	strongly agree

6. I am satisfied with the cut-off score set to approximate maximum requirements of the job

a)	strongly disagree b)	disagree c)	neutral d)	agree e)	strongly agree

7. Organisation has better instrumentation training before measuring physical abilities

a)	strongly disagree b)	disagree c)	neutral d)	agree e)	strongly agree

8. I feel that the Physical ability test provides an accurate indication of the job tasks to be performed

a)	strongly disagree b)	disagree c)	neutral d)	agree e)	strongly agree

9. I feel that there will be less number of injuries because of physical ability tests

a)	strongly disagree b)	disagree c)	neutral d)	agree e)	strongly agree

10. My organisation follows legal requirements to conduct physical examination for selection.

a)	strongly disagree b)	disagree c)	neutral d)	agree e)	strongly agree

11. My organisation should conduct physical examination procedures which incur high costs

a)	strongly disagree b)	disagree c)	neutral d)	agree e)	strongly agree

12. My present job tasks are related to physical ability test that I have taken part

a)	strongly disagree b)	disagree c)	neutral d)	agree e)	strongly agree

13. I feel that hiring stronger workers reduce injuries a)	strongly disagree b)	disagree c)	neutral d)	agree e)	strongly agree