...Psychological Testing Tabitha Taney PSY/475 September 18, 2013 Maggie Boone Psychological Testing There are tests of every type that most people will have to take throughout their lives. There are driving tests, tests to get into college, tests in all varieties of schools and even in the workplace, when being hired or promoted. There are also tests in the world of psychology, including testing in schools and the workplace. Psychological testing will be defined, with a few different varying descriptions from a few sources, since there is not just one definition for this type of test. The major categories of tests will be described and the major uses and users of these tests will be identified. The concepts of reliability and validity will be compared and contrasted, and how they both impact the field of psychological testing will be discussed. Definition of the term “test” “The glossary of the authoritative Standards for Educational and Psychology Tests,” according to our textbook, “says that a test is an evaluative device or procedure in which a sample of an examinee’s behavior in a specified domain is obtained and subsequently evaluated and scored...
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...The psychological test build upon personal habits and the visualize ways of thinking, which will help to find out the individual’s performance or team work cooperate under the organizational environment. The answers may vary from different types of personality, which gives us a generate view of a person’s characteristic, work attitude or current performance and the relation with their team members. Question 1: Where would like put your alarm clock? A. Somewhere u can reach and stop the alarm immediately. B. Put around your ears aims to wake you up straight away. Within the hearing area put it as far as u can hear it. Question one was based testing on the relationship that individuals deal with their team members. People choose A which indicates that they have a independently self-determination characteristics, but they are very care about how other’s people’s attitude, they may ask other people’s advise but unnecessarily to follow. Answer B represent that they chronically depended upon others, therefore they in possession of well corporate with others within the team or the whole organization. Part of people can easily exert outstanding leading capacity, which is answer C, these people are well self control and do not need to depended to the others and they do have the unique personal styles. Question 2: Imagine if you have been cursed must fall to a kind of hexapods, queasily want to kill you straightly, which one do you think you will become to? A...
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...personal and professional details of a person. These applications facilitate analysis and comparison of the candidates. 3. Scrutiny of applications: As the limit of the period within which the company is supposed to receive applications ends, the applications are sorted out. Incomplete applications get rejected; applicants with un-matching job specifications are also rejected. 4. Written tests: As the final list of candidates becomes ready after the scrutiny of applications, the written test is conducted. This test is conducted for understanding the technical knowledge, attitude and interest of the candidates. This process is useful when the number of applicants is large. Many times, a second chance is given to candidates to prove themselves by conducting another written test. 5. Psychological tests: These tests are conducted individually and they help for finding out the individual quality and skill of a person. The types of psychological tests are aptitude test, intelligence test, synthetic test and personality test 6. Personal interview: Candidates proving themselves successful through tests are interviewed personally. The interviewers may be individual or a panel. It generally involves officers from the top...
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...Psychological testing withholds great importance as the results may be used by a person or institution for critical decision-making. The results could have significant consequences as well as it could have the potential to affect many individuals. Due to its great implications, there are certain measures that should be followed such as strong psychometric evidence and ethical guidelines to prevent possible misuse. As stated in Chapter 1 in our textbook, “psychometrics is the quantitative and technical aspect of testing” (Lover & Miller, 2016, p.6) containing two central concepts; validity and reliability. Validity, as stated in Chapter 1 in our textbook, states that “good tests measure what they claim to measure, and any conclusions that are...
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...Assessment Analysis Paper Gentina Thompson NUR440: Health Assessment and Promotion for Vulnerable Population September 22, 2014 Assessment tools are a necessary part of everyday nursing care. They provide the nurse with measurable means of keeping inventory of a patient’s physical progression from shift to shift. Assessment tools like the Braden scale which assess the patient’s skin quality; along with the falls risk scale that assess how high the patient’s chances are for falling; are two common assessment tools used worldwide. Along with these physical assessment tools are an array of non-physical assessment tools used to evaluate anything from the patient’s coping skills to evaluating their stress level. Three popular ones are the daily hassle scale, Beck depression inventory, and the perceived stress scale. All three of these scales are imperative in finding out what kind of state the patient is in cognitively. Daily hassles are defined as “irritating, frustrating demands that occur during everyday interactions with the environment (Wright et al., 2010). Daily hassles are normally those daily interactions with family or friends that have regular occurrences; however are more difficult when trying to determine a beginning and an end. The Kanner Hassel scale is the most commonly used it generates eight scores on eight dimensions of time, pressure, work, financial responsibilities, health, neighborhood/environment, inner concerns, household responsibilities, and future security...
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...involves completing career assessments. These assessments are usually administered by a career counselor. The assessments are not tests since there are no right or wrong answers. The assessment allows a person to see their scores in various careers based on how they answer questions regarding their interests, skills, values and personality traits. Most people use this as a means to make solid career choices (Deborah, 2013). Process of Assessment Standardization is a way to establish uniform procedures to be used in an assessment. Assessment results should be as objective as possible in order to be considered valid and meaningful. Standardized assessment can be ensured by procedures before, during and after testing. (American Speech- Language-Hearing Association, 2015) Before Testing Test developers should provide evidence of what the test measures and the strengths and limitations of the test including the level of precision of test scores. The content and skills that are to be tested are selected and the tests are developed. The students should well prepared with practice tests, answer sheets, manuals and score reports. The testing environment should be well selected. For a standardized assessment it should be given to a group of bout twenty five students. Each groups should have a test administrator who is familiar to the students. The test administrator are responsible for preparing the students. Students should be provided with all the...
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...Putnam, Sungkhasettee, and Roediger (2016) have drawn on research in cognitive psychology and their own expertise as educators to provide suggestions for more effective learning strategies. Doing the end of the chapter quizzes prior to reading the chapter, asking yourself questions about the learnt material, flashcards, and using quizzes as a learning tool are all examples of self-testing that has been defined by Putnam et al. (2016). Self-testing has shown to be one of the best strategies to use in preparation for a test. Putnam et al. suggest using test or quizzes as a learning tool in preparation for the assessment rather than as an assessment of learnt material. Retrieval practice makes you practice recalling the information just as you would in the final exam. Roediger and Butler (2011) focus on the power of testing effect. Retrieving learnt information during test causes better retention than rereading the material or having no exposure to it at all. It will be argued that self-testing is the best approach in preparing for a multiple-choice examination in university...
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...Psychological Report Client: Rex Labis Age: 20 years old Status: Single Purpose for Evaluation: For Psychological Report Evaluation Test Administered Date Administered Otis-Lennon School Ability Test November 2012 Differential Aptitude Test November 2012 RSPM December 2012 Edward’s Personal Preference Test December 2012 16 Personality factor December 2012 Test Results Test Raw Score Percentile Stanine Cluster Analysis General Mental Abilities 43 45% 5 Average Verbal Reasoning 19 38% 4 Average Non Verbal 24 52% 5 Average RSPM 49 75% High Average Differential Aptitude Test Verbal Reasoning 17 21% 3 Below Average Numerical Reasoning 23 49% 5 Average Spelling 25 54% 5 Average Language Usage 15 21% 3 Below Average Mental Ability The client can perform moderately based on the test results in task resembling word games that involve using comprehension as well as facilitating language to do things. He can also perform fairly in task that involve solving complex problems without relying on languages like of finding word puzzles and internalizing concepts to draw conclusions. That goes the same in number related practices; he can fairly solve numerical problems and analysis. Although he might have difficulty in using language such as doing a speech he can do quite well in remembering the right spelling of the words...
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...mentRecruitment, selection, and training In the Vadilal Company 1. Which method of recruitment practise is most suitable to the company? 1. Employee referrals 2. Advertisement 3. Websites 4. All of this | No. of employee ans. | percentage | Employee referrals | 6 | 12% | Advertisement | 9 | 18% | Websites | 16 | 32% | All of this | 19 | 38% | Total | 50 | 100% | 2. According to you, which source of recruitment is better for company? 1. Internal source 2. External source 3. Depends on situation and post | No. of employee ans. | percentage | Internal source | 12 | 24% | External source | 22 | 44% | Depends on situation and post | 16 | 32% | Total | 50 | 100% | 3. In Vadilal Company’s internal source, which type of post is given? 1. Promotion 2. Transfer 3. Both 4. Is internal hiring helps in Motivating the employess? Yes No 5. Do, you think, there has been a change in recruitment and selection polocies over the year in company? Yes No 6. What are the qualities of Vadilal Company’s recruitment system? 1. Quick response time for recruitment 2. Bringing in quality people 3. Proper co-ordination with other...
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...or she need to decide on which type of agency would be the best fit for him or her. Standard Requirements in the Selection Process To become a local, state, or federal agency officer the initial selection process can take many months to complete. First an application has to be filled out. Once the application has been filled out, an entrance examination is administered. This exam is normally a written aptitude test. The written exam can be held in the agencies training room, college, or university campus. It is very important to for the potential officer to take the exam on the assigned. Because of the cost of the exams, they are only given at certain times. It may be a year or two before the next opportunity to take an exam arise. Next a battery of tests is given to the potential officer that he or she has to endure and complete. He or she will be given a medical exam, criminal record check, background check, psychological testing, drug test, a polygraph, physical agility testing, driving record check, and have a personal interview. Once the results of the test come back, a more rigorous selection process begins. Some may be qualified to be an officer at the local level but the state level. In addition, those who qualified for the state may not qualify for a federal agency because of the different requirements of the selection...
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...------------------------------------------------- What is the process of selecting candidates? Selecting candidates involves two main processes: shortlisting, and assessing applicants to decide who should be made a job offer. It is a crucial stage in the overall recruitment process. This factsheet focuses on interviewing, psychometric testing and assessment centres. * For more on recruitment generally, see our factsheet Candidates’ applications may arrive as a curriculum vitae (CV) or an application form. Whatever form they are in, it’s important to make sure that everyone involved in the selection process, from the shortlisting stage onwards, understands not just the need to avoid unfair discrimination and the potential risk to the organisation’s reputation should a candidate make a tribunal claim, but the benefits a diverse workforce can bring to an organisation. Technology plays an increasingly important role in recruitment ranging from attracting candidates through to the selection process. Online recruitment can mean employers receive large numbers of applications from unsuitable candidates, but there are tools and techniques that can help slim down the number of potential candidates. A range of different methods can be used to assess candidates. Some are more reliable than others in terms of predicting performance in the job, and some are easier and cheaper to administer than others. Whatever method is used, recruiters should tell candidates in advance what to...
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...as one of the recent “innovative” approaches to assessments most pursued by states. CBT is lauded as the answer to having cheaper and speedier test delivery for state and district-wide assessments. It is also seen by some as an avenue toward greater accessibility for students with disabilities. In this report we explore the context of CBT, current state computer-based tests, and considerations for students with disabilities, in part as follow-up to a similar exploration that occurred in the early 2000s when just a few states were beginning to develop and implement CBT for their state assessments. Nine considerations for states and districts are presented: • Consider the assumptions and beliefs of various stakeholders about computer-based instruction and assessments. • Consider the system as a whole, from the computer infrastructure to classroom and instructional experiences with computers before deciding whether and how to use CBT. • Consider the computer or online platform first, with input from individuals who know students with disabilities and their accessibility needs. • Consider a process for bringing in the needed expertise to delineate the specific accessibility features of CBT, and to determine what specific accommodations may still be needed by students with disabilities, as well as to determine whether a computer-based test may create new accessibility issues. • Determine the policies for which accessibility features will be available to all students and which are...
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...acquired abilities (skills) or attitude. The innate nature of aptitude is in contrast to achievement, which represents knowledge or ability that is gained.[1] Contents [hide] 1 Intelligence 2 Combined aptitude and knowledge tests 3 See also 4 References Intelligence[edit] 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 refers to one of many different characteristics which can be independent of each other, such as aptitude for military flight, air traffic control, or computer programming.[2] This is more similar to the theory of multiple intelligences. Concerning a single measurable characteristic affecting all mental ability, analysis of any group of intelligence test scores will nearly always show them to be highly correlated. The U.S. Department of Labor's General Learning Ability, for instance, is determined by combining Verbal, Numerical and Spatial aptitude subtests. In a given person some are low and others high. In the context of an aptitude test the "high" and "low" scores are usually not far apart, because all ability test scores tend to be correlated. Aptitude is better applied intra-individually to determine what tasks a given individual is more skilled at performing. Inter-individual aptitude differences are typically not very significant due to IQ differences...
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...Case 1-1 A Student’s Dilemma 1. a) Helen bears the responsibility and obligation of following the rules and doing the best she can. I’m pretty sure cheating wouldn’t be considered following the rules. She also has a responsibility to earn her grade point status the right way. b) Helen stealing the exam is really setting an unfair advantage against her fellow students. Everyone should be even the same rights and opportunity to achieve the same grade on the exam. c) Helen has a responsibility to her future employer to give them what they are asking for; a CPA with integrity and knowledge. Cheating shows a lack of strength and ability in both areas. What if a serious problem came up and she didn’t have the correct knowledge on how to handle it and her company ended up being sued? d) She has a responsibility to live up to the standards and rules the professor laid out in their class. e) Helen should encourage her friend to not lie, cheat or steal. She has a responsibility to help her friend become a better person and anyone who doesn’t do that shouldn’t be considered a real friend. f) She is really just cheating herself out of the opportunity to learn, grow and achieve the status on her own. She had a chance to prove to herself that through hard work and discipline she could of accomplished the same grade the right way. Once that line gets blurry, it’s hard to tell when you cross it. 2. Fairness is the first one that comes to mind. It really isn’t fair to the professor...
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...minutes) but I’ve compressed it into two lessons (2 x 50 minutes). This was a request by my mentor explaining that I should cover as much as I possibly can for the exam. Thus, I am thinking that how could I teach this huge and important topic in the time frame given while not sacrificing student’s learning experience. A very difficult task but I’m willing to take the challenge. Most of my classes are weak classes. During my observation class with my mentor, she was doing correction on the test the students had. Only for class 9A, she explained to the students on why the answers were wrong and a short discussion before giving them the correct answer. However, for other classes she just wrote down the answer on the board and let them copy without any explanation or discussion. When I raised the issue, my mentor pointed out that weak students tend to forget what they have learnt in the class, so there is no point to even discuss their mistakes in test and assignments. I was also showed the test score of the weak students and found out that a lot of them failed biology. So, I decided to find out possible reason why the students failed this subject and request my mentor to allow me to mark their assignments. The assignments consist of structured questions. From the students’ answer, I could see that language is one of the problem. For some questions, students copied the definitions off the notes and for others that require their own answer, the words used are not suitable and difficult...
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