Psychometric test

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Psychometric test

  1. 1. PSYCHOMETRIC TEST TEAM-6 S.Balaji P.M.Bhaalaji R.Divya Hari Prasath Shyam Sundhar Uma Saranya
  2. 2. Testing for proficiency dates back to 2200 B.C., when the Chinese emperor used grueling tests to assess fitness for office Contributors to psychometrics Francis Galton James Cattell Clark Wissler Alfred Binet A Brief History
  3. 3. A test is a standardized procedure for sampling behavior and describing it using scores or categories Most tests are predictive of some non-test behavior of interest Most tests are norm-referenced = they describe the behavior in terms of norms, test results gathered from a large group of subjects (the standardization sample) Some tests are criterion-referenced = the objective is to see if the subject can attain some pre-specified criterion. Psyche = Mind Metric = To Measure What is a psychometric test?
  4. 4. ‘A standardised sample of behaviour which can be described by a numerical scale or category system’ (Cronbach) A psychological test used in the world of work’ (Saville and Holdsworth) ‘A psychological test is any procedure on the basis of which inferences are made, concerning a person’s capability, propensity or liability to act, react, experience, or structure or order thought or behaviour in particular ways’ (BPS) What are psychometric tests?
  5. 5. Aim to measure aspects of your mental ability, aptitude or your personality Used as part of the recruitment or selection process Provide employers with a method of selecting the most suitable job applicants or candidates for promotion Used by 80% of Fortune 500 and 75% of Times Top 100 companies What is a psychometric test?
  6. 6. The term Psychometrics is used to refer a broad range of different types of assessments and measurements of intelligence, achievement/aptitude, and personality
  7. 7. How well you work with other people How well you handle stress Whether you will be able to cope with the intellectual demands of the job Your personality, preferences and abilities Most do not analyze your emotional or psychological stability Best match of individual to occupation and working environment What do psychometric tests measure?
  8. 8. Uses The word psychometric basically refers to the measurement of the mind To measure integrity To screen out high-risk applicants Hopefully improve employee retention by making successful hiring decisions
  9. 9. Southwark at London administered a test stating that it was personality test After results were analyzed nearly 19 staff were told to stop working and 10 staff were told they were considered unsuitable for Employment
  10. 10. Objective: The score must not affected by the testers' beliefs or values Standardized: Must be administered under controlled conditions Reliable: Must minimize and quantify any intrinsic errors Predictive: Must make an accurate prediction of performance Non Discriminatory: Must not disadvantage any group on the basis of gender, culture, ethnicity, etc. A psychometric test should be:
  11. 11. Five Factors Model FIRO-B MBIT 16PF Johari Window Belbin Team Role Inventory Some of the popular psychometric tests are:
  12. 12. Basis of many tests: Uses five personality traits: Openness Conscientiousness Extraversion Agreeableness Neuroticism The Five Factors Model
  13. 13. Devised by American psychologist, Will Schutz, in the 1950's Helps people to understand themselves and their relationships with others Based on a 2-hour, 54-question questionnaire Describes interpersonal behavior in terms of three primary dimensions: 1. Need for Inclusion 2. Need for Control 3. Need for Affection FIRO-B: FUNDAMENTAL INTERPERSONAL RELATIONSHIP ORIENTATION-BEHAVIOUR
  14. 14. Team building and team development Individual development and executive coaching Conflict resolution Selection and placement Management and leadership development Relationship counseling FIRO-B is used for:
  15. 15. Based on theories of Gustav Jung Most widely-used questionnaire based test Uses four bi-polar dimensions Sensing –Intuition (SN) Thinking – Feeling (TF) Extraversion-Introversion (E-I) Judging-Perceiving (J-P) To create 16 ‘Personality Types’ MBTI: Myers-Briggs Type Indicator
  16. 16. Individual development Management and leadership development Team building and development Organizational change Improving communication Education and career counseling Relationship counseling MBTI is used for:
  17. 17. Developed in the 1940s and refined in the 60s Attempts to define the basic underlying personality Questionnaire based Analysis using 16 personality factors 16 Personality Factor model (16PF)
  18. 18. Factor Descriptors A Warmth Reserved Outgoing B Reasoning Less Intelligent More Intelligent C Emotional Stability Affected by feelings Emotionally stable E Dominance Humble Assertive F Liveliness Sober Happy-go-lucky G Rule Consciousness Expedient Conscientious H Social Boldness Shy Venturesome I Sensitivity Tough-minded Tender-minded L Vigilance Trusting Suspicious M Abstractedness Practical Imaginative N Privateness Straightforward Shrewd O Apprehension Self-Assured Apprehensive Q1 Openness to Change Conservative Experimenting Q2 Self-Reliance Group- dependent Self-sufficient Q3 Perfectionism Self-conflict Self-control Q4 Tension Relaxed Tense The 16 factors with their word descriptors of each scale
  19. 19. Selection Development Executive coaching Teambuilding 16 PF is used for:
  20. 20. Joseph Luft and Harry Ingham in 1955 Used to help people better understand their interpersonal communication and relationships subject chooses 5 or 6 is out of a list of 55 adjectives Peers of the subject are then pick 5 or 6 adjectives which they think describe the subject Johari Window
  21. 21. Each adjective is placed in one of four quadrants Team members - and leaders - should strive to increase their open free areas, and to reduce their blind, hidden and unknown areas.
  22. 22. Dr. Meredith Belbin: "Nobody is perfect - but a team can be"
  23. 23. Designed to assess one’s logical reasoning or thinking performance Usually consist of multiple choice questions, administered under exam conditions Typical test might allow 30 minutes for 30 or so questions At least 5000 aptitude and ability tests on the market On-line testing increasingly popular Aptitude and Ability Tests
  24. 24. Types of aptitude and ability tests
  25. 25. Try to practice some tests Be careful & don’t be in a hurry Don’t pretend, be yourself Be clear with what test you are undergoing Be confident and comprehensive “There is no such thing as right or wrong answer” Tips
  26. 26. Thank You All The Best…!!!

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