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  • Psychometric Testing

    Psychometric testing is generally a scientific term used to measure the mental capabilities and behavioural style of the person under testing. When we refer to psychometric testing or psychometric assessment we refer to tests, profiles or a combination of the two which then allows us to form a stronger understanding of a candidates’ job suitability. Psychometric testing has been in use for years. The French government assigned a psychologist ’Binet’ to develop a system of measuring intelligence for children in the early 1900’s . Since then, this system has been used to find out if a child has a learning disability in order to provide the child with suitable assistance. Psychometric tests can assess attributes that are not measured by other…

    Words: 826 - Pages: 4
  • SSAIS-R Psychometric Test Analysis

    Introduction Below follows a four-fold discussion and analysis of the SSAIS-R psychometric test. It begins with an in-depth description of the test, linking with what the test measures. Then moving on to motivation for whether it was a good choice or not, and lastly identifying key problems with the psychometric test. An in-depth description of the test SSAIS-R stands for Senior South African Intelligence Scales-Revised. This test has played a central role in the intelligence testing of South…

    Words: 1855 - Pages: 8
  • The Definitions Of Job Satisfaction: Characteristics: Psychometrics

    620070481 University of the West Indies Psychometrics Psyc2007 According to Irpate (2013) he quotes from Ivancevich and Donnelly (1968) that “Job satisfaction is the favourable viewpoint of the worker toward the work role, he present by occupies.” Irpate (2013) also quotes a few other definitions of job satisfaction such as, Job satisfaction is simply how people feel about their jobs and different aspects of job (Spector, 1997). It is an attitudinal (and affective) response to one’s job…

    Words: 1209 - Pages: 5
  • Case Study: Psychometric Assessment

    Cadbury Psychometric assessment has always played a part in Cadbury recruitment process. However paper-based tests can be unwieldy and time-consuming. Applicants used to spend 90 minutes of an assessment day on verbal and numerical tests. After a successful trial last, they’ve cut this down to a 45- minute online experience prior to the interview stage. Cadbury feel this is a far more efficient way of achieving what they want to achieve. It also means they get better value out of thier…

    Words: 1012 - Pages: 5
  • What Selection Methods Are Necessary For A Given Business

    Explain what selection methods are available to you and which one(s) you would choose for selecting a candidate for this particular job. Give reasons for your answer. (40 marks) There are many different types of selection methods available to choose from for employers. There are four types of selections methods (Open University 2015); references, interviews, psychometric tests and assessment centres. References are the contact details of people the candidates has previously worked for. These…

    Words: 1189 - Pages: 5
  • Children's Depression Inventory Analysis

    The test that I have chosen is the Children’s Depression Inventory which was published by Multi Health Systems and is intended for test takers ages 7-17 either in the educational or clinical setting to evaluation depression symptoms. Lee, Krishnan, and Park (2011; 2012) discusses the psychometric properties of the test to help address the question of the specific type of reliability, the associated source of error, as well as Lee, Krishnan, and Park’s interpretation of the results. The study…

    Words: 307 - Pages: 2
  • The Reliability Of Counter-Productivity And Personality Analysis

    This positive correlation suggested that the higher the score in customer service orientation questionnaire (i.e. which means you are less agreeable, less conscientious and less emotion stable), the more likely that you are a counter-productive employee. Result suggested that there is indeed a relation between psychometric test and job performance. Results from Tett, Jackson and Rothstein’s (1991) meta-analysis supported the relation between job performance and psychometric tests (r= .24), and…

    Words: 835 - Pages: 4
  • Occupational Personality Questionnaire

    Explicit informed consent will be collected from applicants before they engage in any psychometric testing. All psychometric tests used are job relevant and this able to be justified through their measurement of competencies identified by a detailed Job Analysis. Feedback of test results is provided by a knowledgeable individual with appropriate explanations, interpretations and identifications of test limitations and tasks within this process will not be given to persons not competent and…

    Words: 1075 - Pages: 5
  • Myers Briggs Type Indicator Essay

    essence of psychometric properties. The Myers-Briggs Type Indicator or MBTI is a self-report, forced-choice questionnaire regarding personality inventory. Katharine Cook Briggs and Isabel Briggs Myers originally developed the assessment with the first version of MBTI Manual published in 1962 (Kaler, 2007). The MBTI is designed to assess an individual’s preferences of one’s own perception and judgment with the belief that different vocations favored different personality orientations (Myers,…

    Words: 1496 - Pages: 6
  • HAPA Research Paper

    In the current study, we developed and evaluated scales to measure HAPA concepts regarding physical activity among diabetic patients. Psychometric testing in this study provides preliminary evidence that the HAPA scales are valid and reliable measures for variables of this model. Both factor analysis and structural equation modeling confirmed the construct validity of the scales. Nevertheless, further research is required to address some overlaps between the belief measures. It is evident that a…

    Words: 617 - Pages: 3
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