...a recruitment process it must look at the reliability of the test by looking at the consistency of results of a test and the validity of the test must also be considered as the test must measure what it is set out to measure. (Arnold et al, 1995:131) A company must also consider the cost and effectiveness of the recruitment process they choose. There are many tools of selection which an organisation can use, for example, interviews, psychometric tests and application forms. With regards to the recruitment of effective routinized service, retail or call-centre workers I believe that psychometric tests are the most appropriate selection process for these jobs. Psychometric testing refers to the testing carried out on individuals in order to measure their ability in a specific area of working. These tests can measure all kinds of traits such as sensitivity, memory, intelligence, aptitude or personality. Psychometric tests are becoming increasingly used by employers to choose the right individual that fits a certain job entry. The term ‘psychometric tests’ covers a wide range of tools, but the types of test that are most relevant to recruiters are those that measure ability, personality and motivation (Diane Gallacher, 2009). Ability tests measure the main areas of cognitive ability such as verbal, numerical and abstract reasoning. Personality tests measure individuals’ characteristics and traits which make up their general behaviour. Lastly,...
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...The Myers-Briggs Type Indicator® (MBTI) is a psychometric test used to measure psychological preferences in how a person makes decisions and perceives their surrounding environment. A mother-daughter pair, Katherine Briggs and Isabel Myers developed the test based on the typological theories of Carl Gustav Jung. After more than fifty-years of research and development, the MBTI has become the most widely used and respected personality tool. Eighty-nine companies out of the US Fortune 100 make use of it for recruitment and selection, or to help employees gain a better understanding of themselves and their colleagues (Psychometric Success, 2013). The primary theory behind the MBTI is that each person's personality fits into only one of sixteen types. These categories are based on four features of personality, each consisting of two opposite preferences called dichotomies. The MBTI combines an individual’s preferences from each dichotomous pair, denoted by a letter, to yield one of the personality types. Each type is equally valuable and according to the theory, everyone has an innate preference that determines how he or she will behave in all situations (Myers-Briggs, 2013). The four dimensions are: Extroversion (E) vs Introversion (I). This dimension reflects the perceptual orientation of the individual. Extroverts are said to react to immediate and objective conditions in the environment. Introverts, however, look inward to their internal and subjective reactions...
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...variation of interests. The importance of a strategic view is considered to align performance requirement with roles specified in terms of skills and attitudes – often expressed as competences. e-Recruitment is also considered. Coverage of various selection methods is provided, based on a consideration of reliablity and validity issues. Chapter objectives After studying this chapter, you should be able to: □ Understand the place of recruitment and selection as a stage in the formation of the employment relationship. □ Understand the key legal requirements relating to recruitment and selection □ Explain the nature of attraction in recruitment □ Explain the effectiveness of the selection interview □ Understand the value of psychometric testing CHAPTER OUTLINE Introduction Recruitment followed by selection are vital stages in the formation of the expectations that form the psychological contract between employer and employees. There are power considerations to bear in mind based on labour...
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...1 ORGANISING PRINCIPLES 1.1 Background to Assessment Centres An assessment centre (AC) ‘is a process by which an individual, or group, is assessed by a team of judges using a comprehensive and integrative set of techniques’ (Feltham, 1989). The design and implementation of the AC must be carefully planned with contemporary literature in mind to derive a clear and unbiased assessment of the participants and their ability to meet agreed competencies. Marchington (2000) outlined several principles of AC design, that were applied throughout the design process: • Sensitivity • Validity • Reliability • Sufficiency • Cross-referenced • Currency • Ownership • Cost Effectiveness The application of these principles will be adhered to as far as relevant, to guarantee the success of the assessment centre. 1.2 Competency-based Assessment The recognition and application of competencies facilitate the assessment centre. A competency can be defined as ‘the ability to perform in a range of work-related activities with the knowledge and understanding required for performance’ (Rogers, 1973). The fundamental driver of a successful AC is in the designer’s ability to draw out the necessary competencies from the job description and person specification to apply them to the task design. 2 ASSESSMENT CENTRE DESIGN 2.1 Job Description 2.2 Person Specification 2.3 Developing Competencies 2.3.1 Stage One: Brainstorming Several...
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...DAS form A (DAS-A) yielded mixed results. The current study was set up to compare the fit of various factor models. We used a large community sample (N = 8,960) to test the previously proposed factor models of the DAS-A using confirmatory factor analysis. The retained model of the DAS-A was subjected to reliability and validity analyses. All models showed good fit to the data. Finally, a two-factor solution of the DAS-A was retained, consisting of 17 items. The factors demonstrated good reliability and convergent construct validity. Significant associations were found with depression. Norm-scores were presented. We advocate the use of a 17-item DAS-A, which proved to be useful in measuring dysfunctional beliefs. On the basis of previous psychometric studies, our study provides solid evidence for a two-factor model of the DAS-A, consisting of ‘dependency’ and ‘perfectionism/performance evaluation’. Introduction. According to Beck’s view of depression (Beck 1972; Beck et al. 1979), individuals vulnerable to depression have maladaptive schemas, which remain dormant until triggered by stressful life events. Dysfunctional beliefs reflect the content of these relatively stable schemas. In the past, many studies were unsuccessful in demonstrating this cognitive vulnerability; dysfunctional beliefs seemed to covary with depressive symptoms, suggesting state dependency rather than vulnerability (for an overview of studies See Ingram et al. 1998). Building on Beck’s cognitive model, Teasdale...
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...Population Used to Develop Measure 5 What Are The Symptoms Of An Anxiety Attack? 5 The Beck Anxiety Inventory of the 21 most common symptoms: 5 Scoring: 6 Interpretation of score 6 Psychometric Properties: 7 Reliability: 7 Validity 7 Advantages: 8 Disadvantages: 9 Suggested Uses: 9 Beck Anxiety Inventory used in Pakistani Settings 10 2. Hamilton Anxiety Scale (HAS) 11 Rating: 11 Purpose 11 Use in the field 12 Scale 12 Scoring 12 Criteria for interpretation 12 Versions 12 Psychometric Properties 13 Applied in different researches 14 3. Hamilton Depression Scale 15 Description/Purpose 15 Use in the field 15 Scale 16 Criteria for interpretation 16 Psychometric properties 16 Applied in different researches 18 Correlations among Depression Rating Scales and A Self-Rating Anxiety Scale In Depressive Outpatients 18 Limitations 19 4. Adaptive Behavior Assessment System Second Edition 19 Rationale: 20 What’s New in ABAS–II 20 ABAS–II Rating Forms 21 Scores Reported 22 Sample Items: 22 Psychometric Properties: 23 Standardization 23 Validity 25 Advantages of Using ABAS–II 25 Adaptive behaviour assessment system in Pakistan: 26 5. Symptom Assessment-45 26 Purpose: 26 Description: 26 SA-45 Scales: 27 Psychometric properties: 28 Reliability and Validity: 28 Norms: 29 Research in Pakistani context: 30 Diagnostic Testing Diagnosis is the identification of the nature and cause of anything. Diagnostic...
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...abilities. The two primary views of intelligence, global ability and specific talents, can be used to categorize individuals, as it relates to this science. Global consists of one’s ability to reason and acquire knowledge that manifests itself in a variety of ways, such as memorizing a long poem or solving a maze. Specific talent defines one’s ability to some areas but not in others. For example, a person may be able to compose a sonata but unable to solve a verbal reasoning problem. (Bukato, Daehler 2004 p.348) In order to further understand intelligence one must have a foundation for the various models’ and theories that are widely accepted and used to measure this field. One of the methods for understanding intelligence is the psychometric model (Binet-Simon 1905), which is based on testing large groups of individuals to quantify differences in abilities. The basic assumption with this model is that some people will perform better than others and that those who perform below some average or normative level are less intelligent, in-turn, those who perform above that level are more intelligent. (Bukato, Daehler 2004 p.348) Charles Spearman (1904) believed that intelligence consisted of two parts: General Intelligence (Mental or g) and Specific Intelligence...
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...Chapter 1 THE PROBLEM AND THE RESEARCH DESIGN Rationale Fact or fiction? A job interview will tell you much more about a person than any other psychological tests. The interview process will offer an accurate report of the actual behaviors of the person at work, the genuine skills that the person possesses, the productivity of the person and that the happy and affable responses of a prospective employee during the interview suggest that the person is most likely to like his/her job. If you think that the aforementioned statements are nothing more than a common sense, then you must know that common sense is not always reasonable. As a matter of fact, those abovementioned statements are untrue. In most cases, psychometricians who interpret psychological tests and conduct preliminary interviews have confirmed that interviews alone are not particularly good selection tool to distinguish the productivity, skills, behavior and the motivation of the employee. Using interviews alone does not give sufficient information for effective selection decision making, particularly in areas that are not amenable to training, such as cognitive ability and attitude ( Webster, 2010). Psychological assessments are used in succession planning, employee screening, pre-employment decisions, and employee counseling situations. From a purely financial view, if psychological testing can prevent you from making one bad hire, it probably saves you tens of thousands of dollars. From an organizational...
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...escalate the career ladder. After this exercise of reflective commentary, I will be able to clearly identify my weakness and my strong points. In the first section, I will be discussing about the employment market of the Oil & Gas Industry in Singapore, and my targeted position of a junior trader – middle distillates. The changes in Singapore labor market will be briefly discussed, and there will be several factors being brought to attention in order to clearly notify what are the changes of the labor market in Singapore in general. Next, a reflection will be done based on my current career path, and my choice of career advancement. I will be levying on various sources of input, from the seminar activities, assessments, and psychometric tests that has been carried out. Lastly, I will reflect on the improvements to be made for a smooth and successful career advancement in the future. PART 1 Singapore is one of the most sought after places to work in Asia. Over the years, Singapore has attracted millions of foreigners into the Singapore labor market. However, it has been significant changes over the past years; today, Singapore is an advanced country with great financial services, an important and strategic port, and a trading hub. It has been shown that the labor market in Singapore has changed from a manufacturing based environment, to a more service oriented based environment. Tourism in Singapore has greatly increased since the opening of 2 casinos...
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...Psychological Assessment PYC 4807 Assignment 1 Unique number: 553283 IRMA VISAGIE Student number: 42056829 Open Rubric 2 Table of Content Pages 1. Introduction p4 Section A 2. Steps in developing a measure p4 2.1 The planning phase p4 2.1.1 Specify the aim of the measure 2.1.2 Define the content of the measure 2.1.3 Develop the test plan 2.2 Item writing p7 2.2.1 Write the items 2.2.2 Review the items 2.3 Assemble and pre-test the experimental version of the measure p8 2.3.1 Arrange the items 2.3.2 Finalise the length 2.3.3 Answer protocols 2.3.4 Develop administration instruction 2.3.5 Pre-test the experimental version of the measure 2.4 The item-analysis phase p9 2.4.1 Classical test-theory item analysis: Determine item difficulty (p) 2.4.2 Classical test-theory item analysis: Determine discriminating power 2.4.3 Item response theory (IRT) 2.4.4 Identify items for final pool 2.5 Revise and standardise the final version of the measure p 11 2.5.1 Revise the items and test 2.5.2 Select items for the final version 2.5.3 Refine administration instructions and scoring procedures 2.5.4 Administer the final version 2.6 Technical evaluation and establishing norms 2.6.1 Establish validity and reliability 2.6.1.1 Reliability 2.6.1.2 Validity 2.6.2 Establish norms, set performance standards or cut-scores p 11 3 2.7 Publish and refine continuously p 15 2.7.1 Compile the test manual 2.7.2 Submit the measure for classification 2.7.3 Publish and market the measure...
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...EMPLOYMENT TEST ASSIGNMENT PAPI-N Laura Reyes Rodríguez Sheridan College Institute of Technology And Advanced Learning November 21st, 2013 EMPLOYEMENT TEST ASSIGNMENT PAPI-N 1. A description of the test. The Personality and Preferences Inventory-Normative (PAPI-N) is a personality questionnaire designed to assess needs and behavior patterns relevant to the workplace. (Sanz et al., 2006) The PAPI-N was originally designed by Dr Max Kostick in the 1960’s, based on Murray’s need-press theory of psychogenic needs, which is one of the most influential theories in personality psychology (The British Psychological Society, 2006). According to Murray, our personalities are a reflection of behaviours controlled by needs. Some of those needs are temporary and change constantly, while other needs are deeply founded in our nature. Murray suggested that these psychogenic needs function on the unconscious level, but play a major role in our personality. (About.com, 2013). Dr. Kostick original idea was to create a tool that could be used by non-psychologist, and because of that he avoided the use of clinical terminology in the interpretation. PAPI was originally conceived as an ipsative test for use as a counselling and discussion tool. After several revisions, PAPI has extended its application and now there are two versions of the PAPI, the PAPI-I, which is an ipsative version, and the PAPI-N, which is a normative version. This is the suitable one for a...
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...instrument. Health & Quality Of Life Outcomes INTRODUCTION This research article explains the newfound ability to assess patients with a Patient-reported outcome, or PRO. Particularly in this study, the PROs are focused on Pressure Ulcers, or PU. These are “chronic wounds found on the skin or underlying tissue as a result of pressure” (2) By using a frame of questions and interviews, called the PU-QOL; the patient’s “quality of life” can be measured, and analyzed whether or not further medical attention is needed. METHOD Participants: The first field test was taken as a preliminary evaluation, and used patients with PU’s around England and Scotland more than 18 years old. They were organized into categories based on severity, setting, age, and gender. In order to reduce the effect of chance, the “rule of thumb for psychometric analyses would be to use 5-10 subjects per variable.” (3) Procedure: The instrument consists of three scoring functions, each containing several interviews, questions, and tests led by clinical experts. All field tests are shown in the tables, and settings laid out the sociodemographic information, and showed any correlations. The third part, the PU-QOL was a pain organizer, and showed of 10 scales. “These include three symptom topics… four physical functioning… two psychological… and one social participation scale. It is intended for administration where patients rate the amount of “bother” attributed.” (8) RESULTS “Traditional psychometric evaluation supported...
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...Louis Leon Thurstone made significant contributions in many areas of psychology, including psychometrics, statistics, and the study of human intelligence. He developed methods for scaling psychological measures, assessing attitudes, and test theory, among many other influential contributions. He is best known for the development of new factor analytic techniques to determine the number and nature of latent constructs within a set of observed variables. Thurstone considers intelligence as a mental trait and the capacity to make impulses focal at their early, unfinished stage of formation. To him therefore, Intelligence is the capacity for abstraction, which is an inhibitory process. Zeichner (2007) defines intelligence as the ability to learn quickly, solve problems, understand complex and abstract issues and generally behave in a reasonable, rational and purposeful manner. Intelligence derives from the Latin verb intelligere, which means to comprehend or perceive. It is the mental quality that consists of the abilities to learn from experience, adapt to new situation, understand and handle abstract concepts and use knowledge to manipulate ones environment. Intelligence can also be described as being able to think logically, analyze issues, and solve problems and to cope with life in a new environment. Thurstone (1887-1955) offered a differing theory of intelligence. Instead of viewing intelligence as a single, general ability, Thurstone's theory focused on seven different...
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...Case Study: Pearl & Mutual Student’s Name Course Title Tutor Institution Date Introduction Pearl & Mutual Benefit and Insurance Company is an insurance company that has been employing expensive and well-trained graduates. However, after an evaluation process was carried out, it was found that there lies a retention problem in the company. According to the assessment that had been conducted to the end of 2005, 60% of the employees have left the company. Notably, the employees joined other industries and not the financial sector. The lack of retention questions the reasons that the employees leave the company. This report is set out to the Human Resource Director of the Pearl & Mutual Benefit and Insurance Company and displays a coherent evaluation of best practices in the graduate selection process to ensure that only competent and passionate graduates are employed. Also, the time and the cost to achieve these recommendations are also stated in the report. Current scenario Currently, the graduate selection process at Pearl & Mutual Benefits and Insurance Company involves a panel that is chaired by the senior manager. The method includes the panelists determining the behavioral and motivational competencies of the applicants. The panelists then identify the most qualified candidates by giving each candidate a rating. However, it has been noted that there exist varied ratings provided by each different panelist. Various ratings demonstrate...
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...order to perform and excel successfully in the position. Moreover, KSAOs typically divided into two major categories which consist of technical and behavioral. From technical perspective, KSAOs measure attributes knowledge and “hard” technical skills, like the basic administrative and management in the warehouse for an administrative assistance position in this instance. Behavioral KSAOs measure “soft” skills which consist of the attitudes and approaches that applicants applied in the work strategy, such as the ability to collaborate and communicate on wide level of range with the warehouse team. There is several methods that will be assessed for the recruitment selection process of the position. It consist of interview, job analysis, psychometric tests, references, bio data, work-sample tests and assessment centers. These methods can develop the KSAO’s model performance in an applicant role to the job functions. Based on the requirement of Johnson Company, the methods that will...
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