NOIDA INSTITUTE OF ENGINEERING AND TECHNOLOGY

PROJECT- APTITUDE TEST MANAGEMENT

BTECH (IT-4 A)
SUBMITTED BY:SUBMITTED TO:-

TH

ATUL KR.SINGH GAURAV KR.YADAV JYOTI SINGH AYUSHI AGARWAL

MR.PITAMBER SIR

CERTIFICATE
This is to certify that the Project Work titled Aptitude Test Management is a bonafide work of Atul Kumar Singh, Gaurav Kr. Yadav,AyushiAgarwaland Jyoti Singh carried out in partial fulfilment for the award of degree of BTECH-2ND YEAR[GBTU] under the guidance Of Mr.Pitamber Adhikari. This project work is original and not submitted earlier for the award of any degree of any other University.

ACKNOWLEDGEMENT
I owe a great many thanks to a many people supported us during the design of this project. My deepest thanks to Lecturer, Mr.PitamberAdhikari the Guide of the project for guiding and correcting various documents of us with attention and care. He has taken pain to go through the project and make necessary correction as and when needed. We express our thanks to the subject teacher Mr. Vikrant Malik for extending his support. Our deep sense of gratitude to MR. Nagesh Sharmafor his support and guidance. Thanks and appreciation to the helpful people at [NIET], for their support. We would also thank our Institution and our faculty members without whom this project would have been a distant reality.

ABSTRACT

Most commonly, the very first part of the assessment centre consists of aptitude tests. Aptitude tests are administered on the computer and are meant to assess abilities in different cognitive areas

Aptitude Definition
The definition of aptitude is an innate, learned or acquired ability. It is part of the psychometric tests at the assessment centre (the other part being personality tests, personal abilities, attitude and more). Aptitude tests are mainly made to assess intelligence and knowledge. Aptitude tests most commonly consist of numerical reasoning, verbal reasoning, abstract reasoning, speed and accuracy abilities and more.

Aptitude Tests - General Information

There are a number of important facts about the aptitude test one should be aware of:

Approximately only 15% of all applicants pass the aptitude test successfully. Your aptitude test results are usually kept or frozen for a period of time, most commonly a period of 2 years, during which you will not be able to repeat the aptitude tests. The results of the psychometric tests in general and the aptitude tests in particular make up approximately 40-50% of your final score in the assessment.

INDEX
S.NO. 1. 2. 2.A. 2.A.1. 2.A.1.1. 2.A.1.2. 2.A.2. 2.A.2.1. 2.A.3. 2.B. 2.C. 2.D. 2.D.1. 2.D.2. 2.D.3. 2.D.4. 2.D.5. 2.D.6. 2.D.7. 2.E. 2.F. 2.G. 3. TOPIC NAME INTRODUCTION REPORT SRS Introduction Purpose Scope FUNCTIONAL REQUIREMENT Functional Requirement NON FUNCTIONAL REQUIREMENT DFD ERD USECASE DIAGRAM Usecase Overview Add faculty Usecase Login Usecase Manage Student Usecase User Profile Usecase Appear for test Usecase Generate Result Usecase
CLASS DIAGRAM SEQUENCE DIAGRAM COLLABORATION DIAGRAM REFERENCE

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INTRODUCTION TO APTITUDE TESTS

Organisations use many methods to assess applicants: application forms; interviews; written tests and exercises; group discussions and practical exercises. They use these to choose the most appropriate candidate for each vacancy. Different methods provide different sorts of information. One method that is increasingly used is aptitude tests. Aptitude tests are structured systematic ways of evaluating how people perform on tasks or react to different situations. They are characterised by standardised methods of administration and scoring with the results quantified and compared with how others have done at the same tests. Aptitude and ability tests are designed to assess your logical reasoning or thinking performance. They consist of multiple choice questions and are administered under exam conditions. They are strictly timed and a typical test might allow 30 minutes for 30 or so questions. Your test result will be compared to that of a control group so that judgments can be made about your abilities.

You may be asked to answer the questions either on paper or online. The advantages of online testing include immediate availability of results and the fact that the test can be taken at employment agency premises or even at home. This makes online testing particularly suitable for initial screening as it is obviously very cost-effective.

Aptitude and ability tests can be classified as speed tests or power tests. In speed tests the questions are relatively straightforward and the test is concerned with how many questions you can answer correctly in the allotted time. Speed tests tend to be used in selection at the administrative and clerical level. A power test on the other hand will present a smaller number of more complex questions. Power tests tend to be used more at the professional or managerial level.

What is an aptitude test and what does it measure?

Aptitude tests are designed to measure your work-related cognitive capacity. The concept behind these tests is that each test question has only one correct answer, and everyone can correctly solve all the test questions. The only difference between people is in how quickly they can correctly complete the test (i.e. answer all the test questions). Thats why these tests are always timed. The time is defined in such a way that only 1% to 5% of the population can correctly solve all the test questions within the allowed time frame.

What do aptitude tests measure?

These tests measure what psychologists refer to as your fluid and crystallised intelligence.

The theory of fluid and crystallised intelligence suggests that peoples intelligence is composed of a number of different abilities that interact and work together to produce overall individual intelligence. Fluid intelligence is the ability to think and reason abstractly and solve problems. Its more commonly known as street smarts or the ability to quickly think on your feet . This ability is considered independent of learning, past experience, and education. Examples of the use of fluid intelligence include coming up with problemsolving strategies, ability to quickly learn new skills, ability to quickly integrate new information, strategic thinking, etc. The aptitude test that measures your fluid intelligence is called abstract reasoning. The second component of intelligence that the aptitude tests measure is crystallised intelligence. Crystallised intelligence is the ability to learn from past experiences and relevant learning, and to apply this learning to a situation. Employers, obviously, will only be interested in your ability to apply your learnings to work-related situations. Work situations that require crystallised intelligence include comprehending written reports and instructions, ability to produce reports ability to use numbers as a tool to make effective decisions, etc. This type of intelligence is based upon facts and rooted in experiences, and becomes stronger as we age and accumulate new knowledge and understanding. There are many aptitude tests that measure different aspects of crystallised intelligence. The most common are verbal reasoning, numerical reasoning, spatial reasoning and mechanical reasoning.

REPORT
A. $R$

SOFTWARE REQUIREMENTS SPECIFICATION

A.1-Introduction
A software requirements specification is a document which is used as a communication medium between the customer and the supplier. When the software requirement specification is completed and is accepted by all parties, the end of the requirements engineering phase has been reached. This is not to say, that after the acceptance phase, any of the requirements cannot be changed, but the changes must be tightly controlled. The software requirement specification should be edited by both the customer and the supplier, as initially neither has both the knowledge of what is required(the supplier) and what is feasible (the customer).

A.1.1- Purpose
Aptitude test, examination that attempts to determine and measure a persons ability to acquire, through future training, some specific set of skills (intellectual, motor, and so on). The tests assume that people differ in their special abilities and that these differences can be useful in predicting future achievements. General, or multiple, aptitude tests are similar to intelligence tests in that they measure a broad spectrum of abilities (e.g., verbal comprehension, general reasoning, numerical operations, perceptual speed, or mechanical knowledge). Aptitude is a means by which one can find the relative knowledge of a person in term of his intelligence and also his knowledge in general, logic,
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mathematics and general ability to understand decision making issues and respond to them in nice way to test a candidates profile.

A.1.2- Scope
An aptitude is an innate inborn ability to do a certain kind of work. Aptitudes may be physical or mental. Many of them have been identified and are testable. Commonly recognized aptitudes that are testable include: * General Learning Ability * Verbal Aptitude * Numerical Aptitude * Form Perception * Clerical checking, also called graphoria * Inductive reasoning aptitude, also called differentiation or inductive learning ability * Finger dexterity aptitude * Number series aptitude * Ideaphoria also called, creative imagination * Creativity, also called remote association * Language learning aptitude * Mechanical comprehension * Spatial reasoning also called spacial visualization, space visualization or structural visualization * Symbolic reasoning aptitude, also called analytical reasoning * Visual memory * Visual pursuit, also called line tracing The terminology for the individual aptitudes has not been standardized because each organization that produces aptitude batteries has its own terms. Aptitude and intelligence quotient are related, and in some ways opposite, views of human mental ability. Whereas Intelligence Quotient sees intelligence as being a single measurable characteristic affecting all mental ability, aptitude
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breaks mental ability down into many different characteristics which are supposed to be more or less independent of each other. However, a casual analysis of any group of test scores will nearly always show them to be highly correlated. Aptitude is better applied intra-individually to determine what tasks a given individual is relatively more skilled at

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A.2- Functional Requirement

A.2.1- Functional Requirement
Functional requirements capture the intended behaviour of the system. This behaviour may be expressed as services, tasks or functions the system is required to perform. This white paper lays out important concepts and discusses capturing functional requirements in such a way that they can drive architectural decisions and be used to validate thearchitecture. Required software is for conduction aptitude onlineobjective type examination and providing immediate results.the system should satisfy following requirements:

ADMINISTRATOR ASPECT
1.Taking backup of the database. 2 .Editing/deleting/creating the database. 3. Adding or expelling faculty. 4. Changing the super password.

FACULTY ASPECT
1. Logging into the system. 2. Sending invitation to specific students by mail. 3. Accepting registrations of candidates. 4. Adding the candidate to a group. 5. Create /edit/delete candidate group. 6. Creating a test. 7. Posting questions in the above test. 8. Posting multiple options to respective question. 9. Marking correct answer within the given options.
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10. Specifing to allow user defined answer. 11. Time limit to test if an answer is correct. 12 . Whether to randomize the questions. 13. Whether to randomize the options displaced. 14. To allow the test to be taken in practice mode where the correct answer is shown immediately after the candidate selects an option. 15. Set negative marks for wrong responses.

STUDENT ASPECT:
1.Requesting registration. 2. Logging into the system. 3.Edit user information. 4. Selecting the test. 5. Selecting whether the test to be taken in practice mode where the correct answer is shown. immediately after the candidate selects an option. 6. Appearing for the examination. 7. Printing the result at the end of the examination. 8. Reviewing the given responses. 9. Changing password. 10. Resetting of forgotten password.

ANALYSIS
1.Authenticating users based on username and password. 2.Kepping session track of user activity. 3. Recording candidates reponses to ever question. 4. Checking whether the given responses is correct or not.
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MAILING:
1. The reports are required to be mailed to the candidates on the registered mail address. 2. Temporar password will be mailed to the user incase the user forgets the password. 3. Invitations for the appearance for the new test will be mailed.

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A.3- Non- Functional Requirement

Non-functional testing is the testing of a software application for its nonfunctional requirements. The names of many non-functional tests are often used interchangeably because of the overlap in scope between various non-functional requirements. For example, software performance is a broad term that includes many specific requirements like reliability and scalability. Non-functional testing includes:

Baseline testing Compatibility testing Compliance testing Documentation testing Endurance testing Load testing Stress testing Usability testing Volume testing

System should be able to handle multiple users. Database should follow transaction processing to avoid data inconsistency.

SECURITY
1. 2. 3. 4. 5. Administrator has the highest authority to edit/delete/create database Faculty have the authority to add/expel students. Students can view their test records. Faculty can view all the test records of every students. Passwords should stored in encrepted form.

RELIABILITY
1. Data validation and verification reads to be done at every stage of activity. 2. Validating user input.

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3. Us of locking mechanism while updating database like transaction processing. 4.Recovering the transaction using rollback.

AVAILABILTY
The aptitude examination system being an online system should be available anytime. Though the system should be available 24*7 some features made restricted. 1. Quiz creator may allow the specific test to be available only at certain time like scheduled examination. 2. The test may be time limited so the candidates appearing will have limited time to answer the test.

PERFORMANCE
The system would be used by multiple users at a time and may grow as time passes; the system would need to implement multithreading to achieve acceptable performance. Further a database connection pool may also be required for assigning faster database connection.

DFD
A data flow diagram (DFD) is a graphical representation of the "flow" of data through an information system, modelling its process aspects. Often they are a preliminary step used to create an overview of the system which can later be elaborated.DFDs can also be used for the visualization of data processing (structured design). A DFD shows what kinds of data will be input to and output from the system, where the data will come from and go to, and where the data will be stored. It does not show information about the timing of processes, or information about whether processes will operate in sequence or in parallel.

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B.

ERD

In software engineering, an entity-relationship model (ERM) is an abstract and conceptual representation of data. Entity-relationship modeling is a database modeling method, used to produce a type of conceptual schema or semantic data model of a system, often a relational In software engineering, an entityrelationship model (ERM) is an abstract and conceptual representation of data. Entity-relationship modeling is a database modeling method, used to produce a type of conceptual schema or semantic data model of a system, often a relational database, and its requirements in a top-down fashion. Diagrams created by this process are called entity-relationship diagrams, ER diagrams, or ERDs.database, and its requirements in a top-down fashion. Diagrams created by this process are called entity-relationship diagrams, ER diagrams, or ERDs.

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C.

USE CASE DIAGRAM

D.1- Use Case Overview

A use case defines a goal-oriented set of interactions between external actors and the system under consideration. Actors are parties outside the system that interact with the system (UML 1999, pp. 2.113- 2.123). An actor may be a class of users, roles users can play, or other systems. Cockburn (1997) distinguishes between primary and secondary actors. A primary actor is one having a goal requiring the assistance of the system. A secondary actor is one from which the system needs assistance. A use case is initiated by a user with a particular goal in mind, and completes successfully when that goal is satisfied. It describes the sequence of interactions between actors and the system necessary to deliver the service that satisfies the goal. It also includes possible variants of this sequence, e.g., alternative sequences that may also satisfy the goal, as well as sequences that may lead to failure to complete the service because of exceptional behaviour, error handling, etc. The system is treated as a black box, and the interactions with system, including system responses, are as perceived from outside the system. Thus, use cases capture who (actor) does what (interaction) with the system, for what purpose (goal), without dealing with system internals. A complete set of use cases specifies all the different ways to use the system, and therefore defines all behavior required of the system, bounding the scope of the system. Generally, use case steps are written in an easy-to-understand structured narrative using the vocabulary of the domain. This is engaging for users who can easily follow and validate the use cases, and the accessibility encourages users to be actively involved in defining the requirements.

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D.2- Add Faculty Use Case

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D.3- Login Use Case

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D.4- Manage Student Use Case

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D.5- User Profile Edit Use Case

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D.6- Appear For Test Use Case

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D.7- Generate Result Use Case

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E- CLASS DIAGRAM
In software engineering, a class diagram in the Unified Modeling Language (UML) is a type of static structure diagram that describes the structure of a system by showing the system's classes, their attributes, operations(or)methods and the relationships between the classes.

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SEQUENCE DIAGRAM
A sequence diagram in Unified Modeling Language (UML) is a kind of interaction diagram that shows how processes operate with one another and in what order. It is a construct of a Message Sequence Chart. Sequence diagrams are sometimes called event diagrams, event scenarios, and timingdiagrams. A sequence diagram shows, as parallel vertical lines (lifelines), different processes or objects that live simultaneously, and, as horizontal arrows, the messages exchanged between them, in the order in which they occur. This allows the specification of simple runtime scenarios in a graphical manner.

F- Collabration Diagram
Collaboration diagrams belong to a group of UML diagrams called Interaction Diagrams Collaboration diagrams, like Sequence Diagrams, show how objects interact over the course of time. However, instead of showing the sequence of events by the layout on the diagram, collaboration diagrams show the sequence by numbering the messages on the diagram. This makes it easier to show how the objects are linked together, but harder to see the sequence at a glance

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REFERENCE

1.

WWW.SCRIBED.COM

2.

WWW.PSHYCOMETRIC.COM

3.

WWW.WIKIEPEDIA.COM

4. Software engineering by (ROGGER S. PRESSMAN)

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