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Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
Psychometric Test to understand Behavior
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Psychometric Test to understand Behavior

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  • 1. Psychometric Test to understand Behaviors
  • 2. <ul><li>Personality assessments provide a measure of how individuals work with people, approach their tasks, communicate, approach change, and deal with stress. </li></ul><ul><li>When an organization uses Psychometric Test to match an individual’s skills to the job requirements, the person will learn quicker, be more satisfied and successful, and stay in the job longer. </li></ul><ul><li>Person’s performance is based on their behavior. </li></ul><ul><li>Behavior is the way the person act, react i.e like, dislike, comfort, discomfort etc. </li></ul>Psychometric Test
  • 3. Psychometric Test
  • 4. <ul><li>Personality Test: </li></ul><ul><li>Aptitude Test/ Ability Test : </li></ul>Psychometric Test
  • 5. Psychometric Test <ul><li>There is no “pass-or-fail” in Psychometric Test. </li></ul><ul><li>It’s about “job-fit”. </li></ul><ul><li>There is a job for everyone, HR’s task to find the right candidate to fit in the role/ job. </li></ul><ul><li>Psychometric Test are based on the assumption “Past behavior is the best predictor of future behavior” </li></ul>
  • 6. Behavior <ul><li>The actions or reactions of a person or animal in response to external or internal stimuli. </li></ul><ul><li>Human behavior is an observable, measurable movement of some part of the body through space and time. </li></ul><ul><li>Characteristics of behavior : </li></ul><ul><li>• Behavior is an individual phenomena </li></ul><ul><li>• Behavior includes some movement, regardless of scale </li></ul><ul><li>• Behavior occurs in real time </li></ul><ul><li>• Behavior is dynamic-it changes over time </li></ul>
  • 7. <ul><li>Principle I - Behavior is controlled by its consequences – </li></ul><ul><li>• Behaviors are strengthened. </li></ul><ul><li>• Behaviors are weakened. </li></ul><ul><li>• Behaviors are maintained. </li></ul><ul><li>Principle II - Behavior is strengthened or maintained by reinforcement. </li></ul><ul><li>Positive reinforcement </li></ul><ul><li>• when a behavior is immediately followed by the presentation of a stimulus and, as a result, occurs more often in the future. </li></ul><ul><li>Negative reinforcement </li></ul><ul><li>• The contingent removal of an aversive stimulus immediately following a response that increases the future rate and/or probability of that response occurring in the future. </li></ul>Principle of Behavior
  • 8. <ul><li>Principle III - Behavior is weakened by removing the consequences that have been maintaining it. </li></ul><ul><li>• This process is called extinction </li></ul><ul><li>Principle IV - Behavior is weakened by punishment. </li></ul><ul><li>• Remember - Eliminating a negative behavior does not necessarily mean it will be replaced with a positive behavior. </li></ul><ul><li>Principle V - Consequences must consistently and immediately follow the behaviors they are meant to control. </li></ul><ul><li>• Some are naturally systematic and predictable, but many are not. To modify most classroom behaviors we must contrive contingencies. </li></ul><ul><li>Principle VI - Stimuli that immediately precede the response or are present during reinforcement are affected by the reinforcement and acquire some control over the recurrence of the response. </li></ul><ul><li>• This is referred to as stimulus control. </li></ul><ul><li>Principle VII - Behavior also is strengthened, weakened, or maintained by modeling. </li></ul>Principle of Behavior
  • 9. <ul><li>Psychometric test helps in identifying differently personality types and individual’s behavior in the organization. </li></ul><ul><li>Individual’s behavior trend to change under different circumstances even with different people. </li></ul><ul><li>With the use of psychometric test HR can measure the trait of a person in order to make a perfect match with the job he/she is hired for. </li></ul><ul><li>With Psychometric test, HR can measure different personality traits at different time so that future Leaders can be identified and developed.. </li></ul>Psychometric test & Behavior
  • 10. <ul><li>Personality </li></ul><ul><ul><li>the relatively stable and distinctive patterns of behavior that characterize an individual and his or her reactions to the environment. </li></ul></ul><ul><li>Personality tests attempt to measure personality traits, states, types, and other aspects of personality (such as self concept). </li></ul><ul><li>Personality Traits </li></ul><ul><ul><li>relatively enduring dispositions </li></ul></ul><ul><ul><li>tendencies to act, think, or feel in a certain manner under any given circumstance </li></ul></ul><ul><ul><li>distinguish one person from another </li></ul></ul>Psychometric Test
  • 11. There are different Personality Traits that can be reliably measured and directly impact an individual’s behaviour. <ul><li>Working with Others </li></ul><ul><li>Traits measured: Teamwork, Outgoingness, Democratic, Concern for Others. </li></ul><ul><li>Energy and Drive </li></ul><ul><li>Traits measured: Ambition, Persistence, Energy, Leadership. </li></ul><ul><li>Work Style </li></ul><ul><li>Traits measured: Attention to Detail, Dependability, Rule-following </li></ul><ul><li>Problem Solving </li></ul><ul><li>Traits measured: Innovation, Creativity, Analytical Thinking </li></ul>
  • 12. <ul><li>Dealing with Pressure and Stress </li></ul><ul><li>Traits measured: Stress Tolerance, Self-Control, Emotional Resiliency. </li></ul><ul><li>Identifying and Managing Change </li></ul><ul><li>Traits measured: Initiative, Flexibility </li></ul>
  • 13. Why use Testing? <ul><li>“ People are different. Some are intelligent, whilst others are slow-witted. Some are warm hearted, whilst others are cold-blooded. </li></ul><ul><li>Some are motivated by money, whilst others are motivated by ideas. </li></ul><ul><li>The task is to measure people's characteristics in some way, so that these characteristics can be matched to the requirements of the job.&quot; </li></ul>
  • 14. The Tree Analogy <ul><li>The fruits on a tree help explain what a person can do . As fruits of the tree is above ground & can be seen; this is represented by the candidate’s job Knowledge, Technical Skills and Experience required for the specific job role you are assessing. These job specifications (as opposed to person specifications) are observable and trainable. </li></ul><ul><li>Employee profiling/Psychometric Test is the only way to check out the roots of the tree. Here we are assessing who the person is; how, or will, they do the job. There is a lot of difference between can the person do the job and how they will do the job. </li></ul>
  • 15. <ul><li>Most managers’ hire on what a person can do, but will always terminate, or have problems based on who they are. </li></ul><ul><li>Understanding the candidates “roots” will go a long way in achieving that, irrespective of the job role. </li></ul>The Tree Analogy
  • 16.  
  • 17. Can do/Will do Matrix
  • 18. Advantage of Psychometric Test <ul><li>Deeper knowledge of the individual. </li></ul><ul><li>Confirmation of gut feelings you may have had from face-to-face interactions. </li></ul><ul><li>Ability to benchmark candidates against each Career counselling. </li></ul><ul><li>Executive Coaching. </li></ul><ul><li>Development future leaders. </li></ul><ul><li>Recruiting incumbents without biasness with accuracy about his performance and behaviour. </li></ul><ul><li>Team Building. </li></ul>
  • 19. Myths and Realities of Psychometric Testing <ul><li>Myth 1: Good quality psychometric tools must be expensive. Reality: Psychometric tools are expensive due to the absence of competition in the market place. </li></ul><ul><li>Myth 2:  Being a dominant test provider means they are the best. Reality:  Dominance has come from being first. Dominance does not in itself guarantee the best quality. </li></ul><ul><li>Myth 3:  Predictive validity studies demonstrate the usefulness of a tool for all organisations. Reality:  Predictive validity studies primarily demonstrate the usefulness of a tool for the particular organisation in which they were conducted. Meta-analyses are the most powerful demonstration of general usefulness. </li></ul>
  • 20. <ul><li>Myth 4:  Psychometric testing is a transactional service. Reality:  Psychometric testing is a strategic initiative. </li></ul><ul><li>Myth 5:  Psychometric testing is the domain of psychologists whose main interest is in furthering the discipline of psychology. Reality:  Psychometric testing is too often the domain of non-psychologist business people interested solely in making a profit. </li></ul><ul><li>Myth 6:  Good psychometric tests are made by psychologists. Reality:  Good psychometric tests are made by psychometricians. </li></ul><ul><li>Myth 7:  Putting a test on the Internet is difficult and that is why few people offer it. Reality:  Putting a test up on the Internet is easy. People restrict its use for ethical and reliability reasons. </li></ul><ul><li>Myth 8:  People have a 'work personality'. Reality:  A mainstream personality questionnaire is just as valid. </li></ul>
  • 21. <ul><li>Myth 9:  It doesn't matter how a tool is constructed. Reality:  The effectiveness of a tool depends primarily on how well it has been constructed. </li></ul><ul><li>Myth 10:   Research material should only be given to current test users. Reality:  Research material should be made available to everyone to both further the worldwide knowledge base and to allow for informed consumer decisions. </li></ul><ul><li>Myth 11:  Ipsative tests are good for making selection decisions. Reality:  Ipsative tests have been criticised by psychometricians as being inappropriate for use in selection. </li></ul><ul><li>Myth 12:  Psychometric tools should only be interpreted by a psychologist. Reality:  Psychometric tools can be interpreted by anyone who has had the relevant training. </li></ul><ul><li>Myth 13:  If tests are objective anyone can interpret them and therefore training is unnecessary. Reality : You need to be trained to make psychometric tools really useful. </li></ul>
  • 22. <ul><li>Myth 14:  The size of a norm group is often promoted as the most important norm criteria Reality:  The relevance and distribution is often the most important norm criteria. </li></ul><ul><li>Myth 15:  There needs to be an additional charge for reporting. Reality:   You need only be charged once for testing. </li></ul><ul><li>Myth 16: It can be used to identify &quot;bad apples .&quot; </li></ul><ul><li>Reality:   It's intended to identify valuable differences between normal, healthy people, not to identify abnormal personalities or assess morality. </li></ul>
  • 23. <ul><li>Psychometric Test works on the principle </li></ul><ul><li>– “ Past behaviour is the best predictor of future behaviour” </li></ul>
  • 24. <ul><li>Thanks </li></ul><ul><li>Savinder Kaur </li></ul><ul><li>Positiveness is in my blood; I’m B+ </li></ul>

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