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Psychometric Testing planner |
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| Date Added: November 02, 2011 12:55:55 PM | |
| Author: nahrs | |
| Category: Arts & Humanities Art Culture Museums: News and Media | |
A Personality Test Custom Made For Your Business Every large company can have a personality test system custom built for their specific needs. Companies spend millions every year buying reports and training staff how to interpret them. Interpretation is required because reports are usually provided as a standard format, a one size fits all and you then have to figure out how to apply it to your own needs. What is a psychometric test? Psychometric testing gives important information about the person to perform a job. It has consistently been found to be the best predictor of an employee’s potential to perform. According to NAHRS a psychometric test is a series of written and practical for clearly define the range of human behavior. Psychometric testing has few properties. There are: • Objective - The results obtained from it are not influenced by the administrator's personal preferences. The color of a test-taker's socks or the strength of their handshake should not influence the score the administrator assigns to them. • Standard - it is administered and scored according to standard procedures people score on the test were compared to known standards. • Reliable – it have to be consistent. Potential error is small, and is measurable. • Valid - it will measure the properties. Tests used for selection of work should be to predict the performance of work. The test of verbal ability should include in this case and other skills. • Discrimination - the test should be shows clear differences between people's behavior in the trial. It should not be discriminatory - unfair discrimination against minorities on the basis of irrelevant characteristics. There are many different types of psychometric tests, including measures of skill, ability, intelligence, personality, motivation and interest. Advantages and Disadvantages of psychometric testing The Advantages Standardized and objective; everyone is treated equally and therefore fairly Candidates who have good "interview technique" are not unduly advantaged usually quick and easy to score typically much more reliable, consistent and free from error than other assessment methods *Statistical research suggests that many aspects of job performance can be predicted from test results. Indeed, tests seem to be much more effective in this regard than most other selection methods In general, tests measure the attributes they are designed to measure very effectively The Disadvantages Internal candidates for jobs can sometimes feel disgruntled because they are being treated in the same way as external candidates Some candidates may be nervous about testing and will need to be put at their ease Some tests are more complex to score; training is required for administration and interpretation The initial set-up can be costly, including the initial purchase of re-usable materials and training of test administrators and interpreters There may be an initial resistance to using tests, often based on misconceptions, which needs to be overcome before they can be successfully introduced into an organization Tests may not be able to measure the 'whole candidate' and will typically be used in conjunction with other information Where do companies use psychometric testing? Well recruitment and selection is a common application, although foolishly, it is generally only used on senior appointments and on the short list .More sensibly a psychometric test should be used as the first wave as it will tell you something more interesting than a CV. CVs are notoriously unreliable and yet companies have developed a reliance on them. This results in good candidates being rejected before they even get onto the short list. And when it comes to staff development, every training course should be underpinned with a personality report. Regardless of what we are learning, how we learn is affected by our personality. To know more about the Psychometric Testing and profiling services Name: - NAHRS Email: - nahrshumanresource@gmail.com URL: - http://www.nahrs.in Phone number: - 91-11-41675583 |
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