Aptitude comes from the Greek word "aptos," which meaning "suited for.

" Words like

'potentiality,' 'capacity,' and 'talent,' etc., are frequently used interchangeably with aptitude.
Aptitude differs from ability or interest in that it is more focused, assessing just specific aspects
of operating within a narrow range. A person with verbal ability cannot be competent in all of
the occupations or professions associated with verbal ability. The delimitation of the area is the
consequence of the environment's effect and long-term personal cultivation. Only a portion of
aptitude is inborn or natural. In the Dictionary of Education, aptitude is defined as a
“pronounced innate capacity for or ability in a given line of endeavour such as a particular art,
school subject or vocation”. In Warren’s Dictionary of Psychology, aptitude has been defined
as “a condition or set of characteristics regarded as symptomatic of an individual’s ability to
acquire with training some (usually specified) knowledge, skill, or set of responses, such as the
ability to speak a language, to produce music”. A component of competence is the ability to
accomplish a specific type of task at a specific level. "Talent" is defined as exceptional ability.
Physical or cerebral aptitudes are both possible. Aptitude is the inborn ability to perform
specific tasks, whether developed or underdeveloped. Knowledge, understanding, learned or
acquired talents (skills), and attitude are all examples of ability. Aptitude differs from skills
and achievement in that aptitude is intrinsic, but skills and achievement represent knowledge
or ability acquired via learning.

Features of aptitude:

-Aptitude is a sign or indicator of a person's potential.

-The combination between heredity and environment leads to aptitude. A person is born with
specific capabilities. The environment then either facilitates or hinders the expression of these
potentialities.

-The term "aptitude" has a fairly broad definition. That is to say, aptitude encompasses any trait
that aids learning, such as intelligence, achievement, personality, interests, and talents.

-It isn't just limited to 'specialized learning capacities' like music or painting. The capacity to
learn to read, write, and do math is predicted by the majority of IQ tests.

Measurement of aptitude:

Past academic achievement of the pupil, occupational status of the parents, teacher observation,
the hobbies chosen by the pupil, the interview, the pupil's self-estimate, a situation test, and a
standardised aptitude test are all examples of evidence that can be used to assess aptitude.
Different aptitude tests:

1. S.R. Thurston' s notion that there are seven sorts of fundamental skills is the basis for the
test 011 Primary Mental Abilities. He arrived at this notion using the Factor Analysis approach.
M.A.T. (Multiple Aptitude Test), FACT (Flanagan Aptitude Classification Test), GATB
(General Aptitude Test Battery), and Holzinger's Unifactor Assessments are a few more factor
analysis-based tests.

2. Drs. Benette, Seashore, and Wesman created Differential Aptitude Tests (DAT), which were
printed by Psychological Corporation in New York. Verbal reasoning, numerical ability,
abstract reasoning, space relations, mechanical reasoning, clerical speed and accuracy, and
language usage are among the eight tasks included.

3. Minnesota Mechanical Aptitude Test, measures the mechanical aptitude.

4. O’Connor’s Tweezer Dexterity Test, measures precision in the use of small tools, which is
necessary in surgery, anatomy and watch-making.

Advantages of aptitude tests:

1. Aptitude tests allow objective comparisons.

The majority of aptitude tests on the market are standardised assessments. As a result, they
enable objective selection of individuals, whether for school enrollment or employment in
businesses. Standardized aptitude tests, such as the SAT or GRE, can objectively compare
pupils from various fields.

2. Aptitude tests are efficient.

Aptitude tests that are standardised are dependable and valid. In comparison to other ways of
selection, such as interview, essay type test, or letter of recommendation, they have been found
to be accurate in forecasting the possibility for success. These tests can also correctly identify
a person's strengths and limitations.

3. Aptitude tests help assess the training needs of the organization.

Aptitude tests aid in identifying significant areas or gaps in which the organization's employees
require training. As a result, training programmes in areas such as customer service, time
management, and conflict resolution can be organised. This aids in enhancing employee
efficiency and, as a result, overall organisational productivity.
4. Aptitude tests can minimize anxiety.

In a face-to-face interview environment, many people are unable to demonstrate their genuine
abilities owing to fear. Aptitude exams give people the opportunity to perform at their best
without feeling worried or anxious.

5. Aptitude tests are less time-taking and cost effective.

Because aptitude tests are frequently given in groups, a large number of people can take the
test at the same time. Many aptitude tests are now available to take online. This speeds up the
scoring procedure.

Limitations of aptitude tests:

1. Aptitude tests are culturally biased.

The individual's social and cultural experiences, such as upbringing, education, and
environmental opportunities, all influence test performance. The majority of aptitude tests are
biased against minorities and economically disadvantaged students.

2. Aptitudes do not necessarily result in good performance.

An aptitude test always forecasts the likelihood of success or performance. There's never a
guarantee that a prediction will turn out to be correct. Aside from ability, other elements such
as training, motivation, and interest also contribute to success.

3. Aptitude tests need constant modification.

Job descriptions and criteria are changing as a result of technological improvements and
organisational changes. New employment types are emerging. Existing aptitude tests may not
be of much use unless they are updated to reflect the organization's changing needs.

4. Test anxiety may affect performance negatively.

Due to test anxiety, the test taker may be concerned about her or his performance while taking
the aptitude exam. Performance would suffer as a result of this. As a result, the scores may not
reflect her/his genuine abilities.

Reference:

Dash, M. (2020). Unit-6 Aptitude: concept and measurement. Indira Gandhi National Open University,
New Delhi.