Assessment Practice Orientation

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Psychometrics, Competency Mapping, Diagnosis and Counseling

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Assessment Practice Orientation

  1. 1. Assessment Practice Orientation Davin Patel
  2. 2. WHAT DO YOU MEAN BY “ASSESSMENT” ? <ul><li>Assessment is the process of documenting, usually in measurable terms, knowledge, skills, attributes and beliefs </li></ul><ul><li>“ To estimate the quality of or the value of ” </li></ul>
  3. 3. OUR SERVICE OFFERINGS Assessment Practices Psychometric Testing Alliance with world renowned test publishers Tool Customization Test Design Competency Based Assessment Process Flow of Competency Mapping Design and Conduct of Assessment Centres (AC) & Development Centres (DC) Design and Conduct of Competency Based Interviewing (CBI) Diagnostics & Development Endeavors Counseling Feedback Training Need Analysis
  4. 4. PSYCHOMETRIC TESTING Psychometric Testing Alliance with world renowned test publishers Tool Customization Test Design IPAT,USA <ul><li>Institute for Personality </li></ul><ul><li>& Ability Testing </li></ul><ul><li>Now taken over by OPP UK </li></ul><ul><li>(Oxford Psychologists Press) </li></ul><ul><li>16 PF </li></ul>PSL,UK <ul><li>Psychometric Services </li></ul><ul><li>Limited </li></ul><ul><li>Generic Personality Assessment </li></ul><ul><li>OPI, RPQ </li></ul><ul><li>Function Specific Personality Tool </li></ul><ul><li>ASQ, CS7 </li></ul>E bilities, Australia <ul><li>Specializes in General </li></ul><ul><li>Mental Abilities Tests </li></ul><ul><li>GMA Series </li></ul>
  5. 5. 16 PF – 16 PERSONALITY FACTORS Tool Application Unique Advantages Reports 16 Personality Factors test Alliance : OPP, UK (IPAT, USA) Items: 185 situational based statements Test Duration: 35-40 minutes <ul><li>(For occupational and non-occupational settings) </li></ul><ul><li>Recruitment & Selection </li></ul><ul><li>Training Need Analysis </li></ul><ul><li>Competency based assessment </li></ul><ul><li>- Potential Analysis </li></ul><ul><li>- Development / Feedback & Counseling </li></ul><ul><li>-Complete personality profiling </li></ul><ul><li>across 16 dimensions </li></ul><ul><li>- Competency based assessment. (16 PF Concise reports) </li></ul><ul><li>- Response style indices </li></ul><ul><ul><li>Impression Management </li></ul></ul><ul><ul><li>Acquiescence </li></ul></ul><ul><ul><li>Infrequency </li></ul></ul><ul><li>- Single tool, diff types of reports specific to application. </li></ul><ul><li>- Well researched, revisions, strong reliability and validity indices . </li></ul><ul><li>BIR : Basic Interpretative Report </li></ul><ul><ul><li>Captures personality aspects around the BIG 5 Theory of Personality. </li></ul></ul><ul><li>HRDR : Human Resource Development Report </li></ul><ul><ul><li>Assessing middle and senior managerial profiles . </li></ul></ul><ul><ul><li>It sheds light on managerial and leadership competencies such as initiative, decision making ability, interpersonal skills etc. </li></ul></ul><ul><li>PCDP : Personal Career Development Profile </li></ul><ul><ul><li>Used as part of personnel selection and job placement programs, career transition consulting, and career and personal life planning </li></ul></ul><ul><ul><li>Ten Leadership & Subordinate Role Patterns covered </li></ul></ul><ul><li>CCPI : Cattell’s Comprehensive Personality Interpretation </li></ul><ul><ul><li>It is a detailed report which is suitable for senior level profiling. </li></ul></ul><ul><ul><li>Development and counseling </li></ul></ul><ul><ul><li>It helps in diagnosis of personal, professional issues, internal conflicts & performance problems. </li></ul></ul>
  6. 6. OPI – OCCUPATIONAL PERSONALITY INVENTORY Occupational Personality Inventory Alliance : PSL, UK Items: 250 workplace-situational statements Test Duration: 40-45mins <ul><li>( Only for occupational settings ) </li></ul><ul><li>Recruitment & Selection </li></ul><ul><li>Training Need Analysis </li></ul><ul><li>Competency based assessment </li></ul><ul><li>Potential Analysis </li></ul><ul><li>- Development / Feedback & Counseling (Candidate feedback) </li></ul><ul><li>Tool has been validated against the working population rather than a generic population </li></ul><ul><li>Can be used across levels and across positions </li></ul><ul><li>Detailed profiling across 25 personality dimensions . </li></ul><ul><li>Social desirability response style index </li></ul><ul><li>Auto generated reports: </li></ul><ul><li>Administrator’s Report </li></ul><ul><li>Candidate Feedback Report </li></ul><ul><li>Provides a range on managerial competencies </li></ul><ul><li>And throws a wealth of information around typical work-related behavior and patterns identified . </li></ul>
  7. 7. RPQ – RAPID PERSONALITY QUESTIONNAIRE Rapid Personality Questionnaire (RPQ) Alliance : PSL, UK 80-item adjective checklist Test duration: under 10 minutes <ul><li>(Only for occupational settings). </li></ul><ul><li>Recruitment & Selection </li></ul><ul><li>Development and feedback counseling (Candidate feedback) </li></ul><ul><li>Training need analysis </li></ul><ul><li>Team building </li></ul><ul><li>Tool has been validated / norms identified against the working population rather than a generic population. </li></ul><ul><li>Very quick, reliable and strong psychometric properties </li></ul><ul><li>Can be used across levels and across positions . </li></ul><ul><li>Factors are measured on the lines of the BIG 5 Factors of Personality. </li></ul><ul><li>Accredited by BPS (British Psychological Survey </li></ul><ul><li>Auto generated reports: </li></ul><ul><li>Administrator’s Report </li></ul><ul><li>Candidate Feedback Report </li></ul><ul><li>Reports throw light on aspects such as: </li></ul><ul><li>Profile Summary pointers – quick profile review </li></ul><ul><li>Interview summary points – leading questions </li></ul><ul><li>Team assessment and throws light on preferred team roles (based on Belbin’s Team Roles) </li></ul>
  8. 8. ASQ – ADVANCED SALES QUESTIONNAIRE Tool Application Unique Advantages Reports ASQ Advanced Sales Questionnaire Items: 110 statements Test Duration: 20 mins <ul><li>Recruitment and potential analysis for sales roles </li></ul><ul><li>Training-need-analysis </li></ul><ul><li>Development and feedback </li></ul><ul><li>Assesses 10 sales dimensions. </li></ul><ul><li>Validated against the sales industry </li></ul><ul><li>Social desirability index </li></ul><ul><li>High predictive validity for Sales profiles </li></ul><ul><li>Best suited for feet-on-street to middle management level. </li></ul><ul><li>Auto generated reports: </li></ul><ul><li>Admin report </li></ul><ul><li>Candidate Feedback Report </li></ul>
  9. 9. PSYCHOMETRIC TESTING <ul><li>Adapted from 16PF </li></ul><ul><li>Used largely in Selection & Development </li></ul><ul><li>Used when a large number of people need to be selected for a single position, Competency-Gap Analysis. </li></ul><ul><li>Benchmarking to create a Job Model </li></ul><ul><li>Gives a ‘Good fit – Bad fit’ analysis </li></ul><ul><li>Matches the person to the job (job fitment index) </li></ul><ul><li>Customizable </li></ul>Psychometric Testing Alliance with world renowned test publishers Tool Customization Test Design 16PF CONCISE : TOOLS AND MECHANICS
  10. 10. PSYCHOMETRIC TESTING <ul><li>TYPE OF TEST: APTITUDE TEST </li></ul><ul><li>PURPOSE : </li></ul><ul><li>Selection/ Screening process for GET’s and used a combination of aptitude + personality (16PF) for decision making </li></ul><ul><li>SUB-TEST COVERED : </li></ul><ul><li>1. Logical Reasoning Test </li></ul><ul><li>2. Verbal, Reading Comprehension & Language Reasoning </li></ul><ul><li>3. Analytical and Mathematical Reasoning Test </li></ul><ul><li>TIME : 30 minutes speed test </li></ul>Psychometric Testing Alliance with world renowned test publishers Tool Customization Test Design TRAVELEX (MUMBAI)
  11. 11. <ul><li>TYPE OF TEST: APTITUDE TEST </li></ul><ul><li>PURPOSE: </li></ul><ul><li>Selection/ Screening process for Professional Advisors </li></ul><ul><li>SUB-TEST COVERED: </li></ul><ul><li>1. Situational Based Questions </li></ul><ul><li>2. Analytical and Mathematical Reasoning Questions </li></ul><ul><li>3. Sales Aptitude Test </li></ul><ul><li>TIME : 45 minutes speed test </li></ul>AEGON RELIGARE (MUMBAI)
  12. 12. OUR SERVICE OFFERINGS Assessment Practices Psychometric Testing Alliance with world renowned test publishers Tool Customization Test Design Competency Based Assessment Process Flow of Competency Mapping Design and Conduct of Assessment Centres (AC) & Development Centres (DC) Design and Conduct of Competency Based Interviewing (CBI) Diagnostics & Development Endeavors Counseling Feedback Training Need Analysis COMPETENCY BASED ASSESSMENT
  13. 13. COMPETENCY BASED ASSESSMENT Competency Based Assessment Process Flow of Competency Mapping Design and Conduct of Assessment Centres (AC) & Development Centres (DC) Design and Conduct of Competency Based Interviewing (CBI) POSITION ANALYSIS QUESTIONNAIRE FOR IDENTIFYING JOB ROLES MAP COMPETENCIES VIS-À-VIS ROLE AND CONTEXT CUSTOMIZE 16PF TEST ACCORDING TO COMPETNCIES ADMINISTER 16PF ON LOW, MODERATE, HIGH PERFORMERS STUDYING THE SIGNIFICANCE OF DIFFERENCE IN SCORES FORMULATING COMPETENCY FRAMEWORK GAP ANALYSIS DETERMINING DEVELOPMENTAL PLANS REPORTS DEVELOPMENT REPORTS DELIVERED STUDYING THE JOB DESCRIPTIONS Quality processes integrated throughout every step
  14. 14. COMPETENCY BASED ASSESSMENT <ul><li>An Assessment system based on competency measurements </li></ul><ul><li>Comprehensive analysis </li></ul><ul><li>Simulated job conditions are created to observe performance </li></ul><ul><li>Assesses potential to occupy new position </li></ul><ul><li>Evaluation of employees - for a variety of manpower decisions </li></ul><ul><li>BALL PACKAGING , TKM & SIEMENS HEALTHCARE DIAGNOSTICS </li></ul>Competency Based Assessment Process Flow of Competency Mapping Design and Conduct of Assessment Centres (AC) & Development Centres (DC) Design and Conduct of Competency Based Interviewing (CBI) WHAT ARE ASSESSMENT CENTRES ?
  15. 15. ASSESSMENT VS DEVELOPMENT CENTRES ASSESSMENT CENTRE DEVELOPMENT CENTRE <ul><li>have a pass/fail criteria </li></ul><ul><li>do not have a pass/fail criteria </li></ul><ul><li>are geared towards filing a job vacancy </li></ul><ul><li>are geared towards developing the individual </li></ul><ul><li>address an immediate organizational need </li></ul><ul><li>address a longer term need </li></ul><ul><li>have less emphasis placed on self-assessment </li></ul><ul><li>have a greater emphasis placed on self-assessment </li></ul><ul><li>focus on what the candidate can do now </li></ul><ul><li>focus on potential </li></ul>
  16. 16. ASSESSMENT VS DEVELOPMENT CENTRES ASSESSMENT CENTRE DEVELOPMENT CENTRE <ul><li>assign the role of judge to assessors </li></ul><ul><li>assign the role of facilitator to assessors </li></ul><ul><li>place emphasis on selection with little or no developmental feedback and follow up </li></ul><ul><li>place emphasis on developmental feedback and follow up with little or no selection function </li></ul><ul><li>give feedback at a later date </li></ul><ul><li>give feedback immediately </li></ul><ul><li>involve the organisation having control over the information obtained </li></ul><ul><li>involve the individual having control over the information obtained </li></ul><ul><li>tend to be used with external candidates </li></ul><ul><li>tend to be used with internal candidates </li></ul>
  17. 17. PROCESS FLOW
  18. 18. TOOLS USED IN ACDC PROCESS <ul><li>Competency Based Interviews (CBIs) </li></ul><ul><li>Psychometric tests </li></ul><ul><li>Group Discussions </li></ul><ul><li>Management Games </li></ul><ul><li>Simulation / In-basket Exercises </li></ul><ul><li>Role Plays </li></ul><ul><li>Case Studies / Presentations </li></ul><ul><li>Business Case Analysis </li></ul>
  19. 19. COMPETENCY BASED ASSESSMENT <ul><li>Competency </li></ul><ul><ul><li>Attributes (Knowledge, Skill, Attitude) which, when underlying effective performance, becomes a Competency </li></ul></ul><ul><li>Knowledge – information and understanding required to perform the role </li></ul><ul><li>Skills – acquired ability or experience needed to fulfill responsibilities </li></ul><ul><li>Attitude – way of thinking which leads to behaviour </li></ul>Competency Based Assessment Process Flow of Competency Mapping Design and Conduct of Assessment Centres (AC) & Development Centres (DC) Design and Conduct of Competency Based Interviewing (CBI) DEFINING COMPETENCY
  20. 20. COMPETENCY BASED INTERVIEW <ul><li>A Competency Based Interview (CBI) is a structured interview that is used to collect information about past behaviour based on the premise that the best predictor of future behaviour is the past behaviour </li></ul><ul><li>It attempts to uncover the past performance by asking open-ended questions that require the interviewee to describe in detail past experiences which demonstrate their ability to perform the job </li></ul><ul><li>Critical Incidents Technique </li></ul>
  21. 21. WHY TRADITIONAL INTERVIEWING FAIL TO IDENTIFY COMPETENCIES ? <ul><li>Most people don’t know what their competencies, strengths and weaknesses, really are; Harvard psychologist Chris Argyris has shown that people’s “ espoused theories of action ” (what they say they do) bear no relation to their “ theories in use ” (what they actually do) </li></ul><ul><li>People may not reveal their real motives and abilities. Most interview questions are “leading” and most people can give the “ socially desirable ” answer </li></ul>
  22. 22. WHY CBI IS BETTER ? <ul><li>The goal of the interview process is to predict future job performance based on examples of previous specific behaviors , which illustrate the desired competencies through tactful probing </li></ul><ul><li>The behavioural interviewer is fact-finding and will focus on candidates actual past actions , not what he / she &quot;should&quot; or &quot;would&quot; have done. Some interviewers, however, will follow-up with questions such as, &quot; Looking back on this experience, what would you do differently ?&quot; </li></ul>
  23. 23. STEPS INVOLVED IN CBI <ul><li>Introduction </li></ul><ul><li>Job Description (Roles & Responsibilities and Accountabilities ) </li></ul><ul><li>STAR Technique </li></ul><ul><ul><ul><li>S ituation: What was the situation? What events led up to it? Who was involved? </li></ul></ul></ul><ul><ul><ul><li>T ask: What did you (the interviewee) want to do in the situation? What did you think or feel about others? </li></ul></ul></ul><ul><ul><ul><li>A ction: What did you actually do or say? </li></ul></ul></ul><ul><ul><ul><li>R esult: What was the outcome? What happened? </li></ul></ul></ul><ul><li>Conclusion & Summary </li></ul>
  24. 24. OUR SERVICE OFFERINGS Assessment Practices Psychometric Testing Alliance with world renowned test publishers Tool Customization Test Design Competency Based Assessment Process Flow of Competency Mapping Design and Conduct of Assessment Centres (AC) & Development Centres (DC) Design and Conduct of Competency Based Interviewing (CBI) Diagnostics & Development Endeavors Counseling Feedback Training Need Analysis DIAGNOSTICS & DEVELOPMENT ENDEAVORS
  25. 25. <ul><li>A Tata Enterprise is the preferred Vendor and Logistics service provider to Tata Teleservices, Tata Sky Ltd., and TTML for supply of handsets and telecom accessories across India.  </li></ul><ul><li>All participants went through the 16 PF (CCPI) and the MBTI </li></ul><ul><li>Collation of all data into a comprehensive report , a one on one development centre counseling with the participants, all collated into a final report to be presented to the management. With a developmental map for each candidate. </li></ul>Diagnostics & Development Endeavors Counseling Feedback Training Need Analysis DIAGNOSTICS & DEVELOPMENT ENDEAVORS DIESL : DRIVE INDIA ENTERPRISE SOLUTIONS LTD
  26. 26. <ul><li>Internal Ma Foi Initiative across BFSI , PHL and ICT verticals as a developmental feedback for the Leadership Development Programme </li></ul><ul><li>All participants went through the 16 PF (Concise) and BARS (Behaviorally Anchored Rating Scale) were maintained for each participant </li></ul><ul><li>Collation of all data into a comprehensive report , a one on one developmental feedback with the participants, all collated into a final report with a developmental map for each candidate discussed individually with each candidate. </li></ul>Diagnostics & Development Endeavors Counseling Feedback Training Need Analysis DIAGNOSTICS & DEVELOPMENT ENDEAVORS TI LEADERSHIP DEVELOPMENT PROGRAMME
  27. 27. <ul><li>A joint exercise was carried out by Ma Foi Academy and Assessment Practice </li></ul><ul><li>A two day OBT was conducted to assess team role and team dynamics . The aim also being to assess the participants on leadership styles for developmental purposes. </li></ul><ul><li>OBT was a mix of both team building activities – morning walks, yoga , outdoor games and campfires as well as indoor paper pencil assessments to assess key competencies identified by the management, which included case studies and group activities . </li></ul>Diagnostics & Development Endeavors Counseling Feedback Training Need Analysis DIAGNOSTICS & DEVELOPMENT ENDEAVORS DIESL : OBT (OUT BOUND TRAINING)
  28. 30. PAQ – POSITION ANALYSIS QUESTIONNAIRE <ul><li>Best-known quantitative approach to job analysis </li></ul><ul><li>PAQ covers: </li></ul><ul><ul><ul><li>General Information </li></ul></ul></ul><ul><ul><ul><li>Understanding the Organogram </li></ul></ul></ul><ul><ul><ul><li>Position Overview : Major Activities, KRA, Attributes / Critical </li></ul></ul></ul><ul><ul><ul><li>Success Factors to deliver on those activities </li></ul></ul></ul><ul><ul><ul><li>Department Overview </li></ul></ul></ul>

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