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HRD 890 Psychometric Instrument Assessment

HRD 890 Psychometric Instrument Assessment

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  • Our group consist of Laneika Mattress-Musalini, Paula Williams and Kelly Collins We decided to do our assessment on “THE BF5 PERSONALITY TEST”
  • The BF5 Personality Test is a product of Central Test located at www.us.centraltest.com It measures 5 fundamental personality dimensions (extroversion, agreeableness, conscientiousness, neuroticism, and openness to experience) It is based on the internationally recognized BIG 5 FACTOR MODEL of PERSONALITY It takes approximately 7 minutes to complete and it highlights dominant personality traits The test can be used at all levels within an organization
  • The BF5 is intended to be taken by people ages 18 and up It is mostly used for recruitment and orientation There are 15 sets of 4 statements ranked 1 to 4 It also monitors social desirability The BF5 is available in English, French, Spanish, German and Dutch The objective of the test is to identify an individual’s foremost personality traits It’s very inexpensive, costing $15 or 15 credits per test. $1 (USD) is equal to 1 credit
  • The test is accessible online at www.us.centraltest.com This product is very cost effective, again, costing only $15 per test. Central Test offers a 40% discount to organizations ordering in bulk and Test & results can be personalized with a company logo, brand name and URL For reliability purposes, regular assessments are performed Measures of reliability include: behavioral science which measures the test taker’s psychological and physical state; environmental factors; internal consistency reliability; and test-retest reliability
  • The test is also assessed for validity Its validity is assessed to show a link between test performance and job performance 3 different types of validity are used: Criterion-related validity, Content-related validity, and Construct-related validity The test can be used in several different countries making it very adaptable The format is very simple. It is a questionnaire with 15 sets of 4 statements The response for each statement is ranked 1 to 4
  • Our group reconstructed the BF5 Personality test to one that also measures the Big 5 Factors It consist of 25 statements with response for each ranked 1 to 5 It can be altered to conform to a particular job within our organization It is cost effective and accessible (it’s created and administered in-house; it can be taken with pen/paper, online or with assistance for vision/reading impaired users It is a very simple format and it is to be used in conjunction with other hiring practices
  • Here you will see the instrument that we constructed
  • Here, the scoring details are listed: A score between 14 and 19 for the extroversion statements may indicate an increased probability of job satisfaction and productivity A score between 8 and 13 for statements pertaining to agreeableness may indicate that one’s compassionate and cooperative Conscientiousness statements should have a score between 17 and 22 to indicate that an applicant is able to work closely with other employees in the same work space A score of 20 to 25 may indicate emotional stability and increased productivity for neuroticism and A score of 16 to 23 for openness to experience may indicate intellect, job satisfaction and high productivity
  • To conclude, if Clemson University decided to construct a personality test supplement to be used during hiring, it could lead to employee retention, employee job satisfaction and higher productivity This method would be cost effective and accessible to its users It can be transformed to conform to departmental hiring needs and It should be used in relation to interviewing and competency/skills tests
  • Are there any questions? Thank you for your time!

Hrd 890 presentation Hrd 890 presentation Presentation Transcript

  • THE BF5 PERSONALITY TEST HRD 890 Laneika K. Mattress-Musalini Paula Williams Kelly Collins
  • GENERAL INFORMATION
    • The BF5 Personality Test is a product of Central Test
    • The BF5 Personality Test measures five fundamental personality dimensions
      • Extroversion
      • Agreeableness
      • Conscientiousness
      • Neuroticism
      • Openness to Experience
    • Based on the internationally recognized Big Five Factor Model of Personality
    • Takes 7 minutes to complete
    • Highlights dominant personality traits
    • Can be used at all levels of ability (job categories)
  • GENERAL INFORMATION CONTINUED
    • Is intended to be taken by people ages 18
    • Used for recruitment and orientation
    • Has 15 sets of 4 statements
      • ranked 1 to 4
    • Monitors social desirability
    • Available in several languages
      • English, French, Spanish, German and Dutch
    • Objective is to identify an individual’s foremost personality traits
    • Cost $15 (USD) or 15 credits
      • $1 (USD) =1 credit
    View slide
  • EVALUATION
    • Accessibility:
      • Test is available online at www.us.centraltest.com
    • Cost Effectiveness:
      • Very cost effective ($15 USD)
      • 40% Discounts offered to organizations ordering in bulk
      • Test & results can be personalized with company logo, brand name and URL
    • Reliability:
      • Regular assessments performed
      • Measures of reliability include: behavioral science (test taker’s psychological and physical state); environmental factors; internal consistency reliability; and test-retest reliability
    View slide
  • EVALUATION CONTINUED
    • Validity:
      • Linkage between test and job performance
      • Uses 3 different types of validity: criterion-related validity; content-related validity; and construct-related validity
      • 3 rd party validity studies conducted
    • Adaptability:
      • Test can be used in several different countries
    • Format:
      • Simple questionnaire
      • 15 sets of 4 statements (response ranked 1 to 4)
  • RUBRIC
    • Reconstructed instrument measuring Big 5 Factors
    • Consist of 25 statements (response ranked 1 to 5)
    • Can be altered to conform to a particular job
    • Cost effective and accessible
      • In house
      • Paper/pencil; online; vision/reading impaired
    • Simple format
    • To be used in conjunction with other hiring practices
  • PSYCHOMETRIC INSTRUMENT
  • SCORING DETAILS
    • Extroversion
      • Score between 14 and 19 points ( may indicate an increased probability of job satisfaction and productivity )
    • Agreeableness
      • Score between 8 and 13 points ( may indicate that one’s compassionate/cooperative)
    • Conscientiousness
      • Score between 17 and 22 points ( may indicate that an applicant is able to work closely with other employees in the same work space )
    • Neuroticism
      • Score between 20 and 25 points ( may indicate emotional stability and increased productivity )
    • Openness to Experience
      • Score between 16 and 23 ( may indicate intellect, job satisfaction and high productivity )
  • CONCLUSION
    • Clemson University constructing a personality test supplement to be used during hiring could lead to employee retention, employee job satisfaction and higher productivity
    • Supplement is cost effective and accessible to its users
    • Can be transformed to conform to departmental hiring needs
    • Should be used in relation to interviewing and competency/skills tests
  • QUESTIONS??
    • Thank you!