The document provides an overview of psychometric tests, which are standardized tests used to assess individuals' cognitive abilities and personality traits. It discusses that psychometric tests are commonly used in recruitment and selection by large companies to objectively assess job applicants. The document outlines several popular models of psychometric tests, including the Five Factor Model, MBTI, 16PF, and Johari Window. It also describes different types of psychometric tests that measure aptitude, abilities, interests, and personality to aid in selection, development, and team building. While psychometric tests provide benefits, there are also potential issues like lack of job relevance and possibility of faking responses.
Recently I was required to provide a brief run down of psychometric tests and their applications. There's more than I thought. Hopefully someone else might find this powerpoint useful too.
1. types of psychological tests by S.Lakshmanan PsychologistLAKSHMANAN S
My sincere thanks to: - Professor Dr. V.Suresh
Annamalai University
Dear Viewers, Please, See this updated version of the types of psychological tests in this www.slideshare.net
Protective Test - HFD- Personality AnalysisArora Mairaj
Aim of this lecture is to discuss HFD- as a technique for the assessment of Personality, with a brief review of Test , Types of Psychological Tests & Techniques.
Personality is just one of many factors that guide our behavior. Our actions are also influenced by Our environment, Our experiences, and Our individual goals.
16 personality types are based on five independent spectrums, with all letters in the type code (e.g. INFJ-A) referring to one of the two sides of the corresponding spectrum. You can see where you fall on each scale by completing free personality assessment, NERIS Type Explorer®. This approach has allowed one to achieve high test accuracy while also retaining the ability to define and describe distinct personality types.
Recently I was required to provide a brief run down of psychometric tests and their applications. There's more than I thought. Hopefully someone else might find this powerpoint useful too.
1. types of psychological tests by S.Lakshmanan PsychologistLAKSHMANAN S
My sincere thanks to: - Professor Dr. V.Suresh
Annamalai University
Dear Viewers, Please, See this updated version of the types of psychological tests in this www.slideshare.net
Protective Test - HFD- Personality AnalysisArora Mairaj
Aim of this lecture is to discuss HFD- as a technique for the assessment of Personality, with a brief review of Test , Types of Psychological Tests & Techniques.
Personality is just one of many factors that guide our behavior. Our actions are also influenced by Our environment, Our experiences, and Our individual goals.
16 personality types are based on five independent spectrums, with all letters in the type code (e.g. INFJ-A) referring to one of the two sides of the corresponding spectrum. You can see where you fall on each scale by completing free personality assessment, NERIS Type Explorer®. This approach has allowed one to achieve high test accuracy while also retaining the ability to define and describe distinct personality types.
Ravens progressive matrices
Non verbal group tests.
The test is used to judge a person’s capacity to apprehend meaningless figures
presented for his observations, to see the relation between them and to conceal the
nature of figure completing each system of relations presented and by doing so he
develop a systematic method of reasoning.
As the test progresses the level of difficulty also increases. Hence it is called
progressive matrices.
It is a culture
American psychologist Henry Murray developed a theory of personality that was organized in terms of motives, and needs. Murray described a need as a potentiality or readiness to respond in a certain way under certain given circumstances.
Theories of personality based upon needs and motives suggest that our personalities are a reflection of behaviors controlled by needs.
Psychometric Test & Personality Evualuationsdusane1
Psychometrics is a field of study concerned with the theory and technique of psychological measurement. Generally, it refers to the field in psychology and education that is devoted to testing, measurement, assessment, and related activities. One part of the field is concerned with the objective measurement of skills and knowledge, abilities, attitudes, personality traits, and educational achievement. For example, some psychometric researchers have, thus far, concerned themselves with the construction and validation of assessment instruments such as questionnaires, tests, raters' judgments, and personality tests. Another part of the field is concerned with statistical research bearing on measurement theory
Overview of major theories of personality in psychology, including:
1) Freud's Psychoanalytic theory,
2) Car Jung's, Eysencks and Cattel's trait theories (includes details on both MBTI and Big5),
3) Skinner's, Bandura's and Rotter's Behavioural and Social Cognitive theories, and
4) Maslow's and Roger's Humanistic theories
A short note about the concept of the psychological test; introduction, definition, characteristics, needs, classification, types, and some selected psychological tests.
The different forms of Psychological tests in practice including the Neuropsychological assessments..................
Details and the original version of the slide can be available on demand by forwrding a mail request to bivin.jb@gmail.com
Ravens progressive matrices
Non verbal group tests.
The test is used to judge a person’s capacity to apprehend meaningless figures
presented for his observations, to see the relation between them and to conceal the
nature of figure completing each system of relations presented and by doing so he
develop a systematic method of reasoning.
As the test progresses the level of difficulty also increases. Hence it is called
progressive matrices.
It is a culture
American psychologist Henry Murray developed a theory of personality that was organized in terms of motives, and needs. Murray described a need as a potentiality or readiness to respond in a certain way under certain given circumstances.
Theories of personality based upon needs and motives suggest that our personalities are a reflection of behaviors controlled by needs.
Psychometric Test & Personality Evualuationsdusane1
Psychometrics is a field of study concerned with the theory and technique of psychological measurement. Generally, it refers to the field in psychology and education that is devoted to testing, measurement, assessment, and related activities. One part of the field is concerned with the objective measurement of skills and knowledge, abilities, attitudes, personality traits, and educational achievement. For example, some psychometric researchers have, thus far, concerned themselves with the construction and validation of assessment instruments such as questionnaires, tests, raters' judgments, and personality tests. Another part of the field is concerned with statistical research bearing on measurement theory
Overview of major theories of personality in psychology, including:
1) Freud's Psychoanalytic theory,
2) Car Jung's, Eysencks and Cattel's trait theories (includes details on both MBTI and Big5),
3) Skinner's, Bandura's and Rotter's Behavioural and Social Cognitive theories, and
4) Maslow's and Roger's Humanistic theories
A short note about the concept of the psychological test; introduction, definition, characteristics, needs, classification, types, and some selected psychological tests.
The different forms of Psychological tests in practice including the Neuropsychological assessments..................
Details and the original version of the slide can be available on demand by forwrding a mail request to bivin.jb@gmail.com
Competency Assessment and Performance Evaluation for Good Public Service (CAPE-GPS) - A proposed selection tool for retention of competent and good performers in public service using the combined concept of a competency-based system and an integrated performance evaluation system, incorporates a team-based performance system
Student self-assessment of the development of advanced scientific thinking sk...Kirsten Zimbardi
Presented at the International Union of Physiological Societies' Teaching Workshop 2013 (Bristol, UK).
Abstract:
We have developed three vertically-integrated inquiry-based practical courses for large cohorts (500-900 students) of early stage physiology students [1-3]. Video recordings of 22 students participating in inquiry classes were annotated by students, highlighting instances of scientific thinking. Most scientific thinking events occurred during development of hypotheses and experimental plans, and during analysis and interpretation of experimental data. However, to their regret, students rarely demonstrated scientific thinking whilst conducting experiments and collecting data. Videos and annotations will be presented; workshop participants will be encouraged to add annotations, to explore how novices and experts critically evaluate evidence of scientific thinking in inquiry-based classes.
References
1. Farrand, K., et al. Creating physiology graduates who think and sound like scientists. in Third National Attributes Graduate Project Symposia. 2009. Griffith University, Queensland, Australia.
2. Farrand-Zimbardi, K., et al. Becoming a scientist: the development of students’ skills in scientific investigation and communication through a vertically integrated model of inquiry-based practical curricula. in International Society for the Scholarship of Teaching and Learning (ISSOTL) annual conference. 2010. Liverpool, UK.
3. Zimbardi, K., et al., A set of vertically-integrated inquiry-based practical curricula that develop scientific thinking skills for large cohorts of undergraduate students. Advances in Physiology Education 37 (4): 303-15, 2013.
11 Steps to Analyze Data for Campaign PerformanceStrongView
To succeed in today's rapidly evolving marketing landscape, you need to understand how to collect, analyze, and leverage the massive and varied amount of data available. A system of data analysis, usable by data novices and ninjas alike, can unlock your campaigns’ performance potential.
Hear from StrongView’s Senior Strategist, Catherine Magoffin, as she lays out a step-by-step, soup to nuts process for data analysis, focused on digital marketing performance.
Key Topics
* Why it is so important to begin utilizing your customer data, today
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Competency assessment boot camp basics with tpcvitek
This is a presentation used to teach the basics of competency development and assessment. It demonstrates the use of the audience response system, Turning Point.
A short description of the most common Personality test used by Human Resources professionals for learning, career development and performance management
Psychological testing is a field characterized by the use of samples of performance in order to assess psychological construct, such as cognitive and emotional implementation, about a given individual.
Current document consist of an solved assignment on Job Analysis & Job Design by virtue of VP Marketing for a 2 wheeler company...It also guide about the terms & concept of Job analysis & Job Design & their importance to HR people & organizations...
This presentation is for new learners of MS Excel who are at the starting point of learning Excel for various purposes.It is very informative & easy to understand.
2. Introduction of Psychometric
Tests
These days you encounter psychometric testing as
part of recruitment or selection process.
Psychometric tests used since early part of the
20th century originally developed for use in
educational psychology.
Their aim is to provide employers with a reliable
method of selecting the most suitable job
applicants or candidates for promotion.
Most of the established psychometric tests used in
recruitment and selection make no attempt to
analyse your emotional or psychological stability.
3. Psychometric testing is now used by over 80% of
the Fortune 500 companies in the
USA and by over 75% of the Times Top 100
companies in the UK.
Information technology companies, financial
institutions, management consultancies, police
forces, all make extensive use of psychometric
testing.
4. Psychometric Test?
A psychometric test is any procedure on the basis of
which conclusions are made about a person's capacity,
liability to act, react, experience or behaviour in
particular ways in particular situation'.
5. Why Use Psychometrics In An
Employment Setting?
The main advantages of using psychometric tests
are:
Clear Objectivity - They dramatically reduce bias
and personal perspective.
Clarity - They provide a trusted framework and
structure.
Equality and fairness for all individuals (tests are
standardized so that all individuals receive the
same treatment).
The identification of training needs.
Encourage employers to go thorough job analysis
in order to identify appropriate skills and abilities.
This helps to ensure that candidates for a position
are assessed on skills only relevant to the job.
6. What Do Psychometric Tests
Measure?
Psychometric tests measure personality attributes like:
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 tests do not analyze your emotional or
psychological stability like clinical psychological tests.
Best match of individual to occupation and working
environment.
7. Popular Models of Psychometric
Tests
Five Factors Model
FIRO-B
MBIT
16PF
Johari Window
8. The Five Factors Model
Basis of many tests: Uses five personality traits:
Introduced by Costa & McCrae in 1990
Openness to experience
Conscientiousness(How Structured 1 Is)
Extraversion(How Energetic 1 Is)
Agreeableness(Level of orientation towards other
people)
Neuroticism (Tendency to worry)
10. Uses Of FIRO-B :
Team building and team development
Individual development and executive coaching
Conflict resolution
Selection and placement
Management and leadership development
Relationship counseling
11. MBTI: Myers-Briggs Type
Indicator
Based on theories of Gustav Jung
Most widely-used questionnaire based test
Uses four bi-polar dimensions
Sensing –Intuition (SN)(Way of Information
Gathering)
Thinking – Feeling (TF)(Decision Making)
Extraversion-Introversion (E-I)(Preferred
Attention Area)
Judging-Perceiving (J-P)(Individual Orientation
to External World)
To create 16 ‘Personality Types’
12. Uses Of MBTI :
Individual development
Management and leadership development
Team building and development
Organizational change
Improving communication
Education and career counseling
Relationship counseling
13. 16 Personality Factor Model
(16PF)
Developed in the 1940s and refined in the 60s
Attempts to define the basic underlying personality
Questionnaire based
Analysis using 16 personality factors
14. 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
15. Uses Of 16 PF:
Selection
Development
Executive coaching
Teambuilding
16. Johari Window
Joseph Luft and Harry Ingham in 1955
Used to help people better understand their strong
& weak points & their hidden potential.
17. Johari Window
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.
18. Johari Window
JOHARI QUADRANT 1 – “OPEN Arena”
Information/Area known by the person ('the self')
and known by the group ('others').
JOHARI QUADRANT 2- “BLIND SPOT”
What is known about a person by others in the
group, but is unknown by the person him/herself.
JOHARI QUADRANT 3 – “HIDDEN Arena”/”Façade”
What is known to us but kept hidden therefore
unknown to others.
JOHARI QUADRANT 4 –”UNKNOWN Arena”
Information, feelings, latent abilities, aptitudes,
experiences etc., that are unknown to the person
him/herself and unknown to others in the group.
20. Types of Tests
Different Psychometric tests analyse different aspects
of personality & thinking of an individual:
Aptitude & Ability Tests – These measure how
people differ in their ability to perform or carry out
different tasks. (these are the type you are most
likely to find at the first stage of a selection
process). Designed to assess one’s logical
reasoning or thinking performance.
Interest Tests – These measure how people vary in
their motivation, in the direction and strength of
their interests, and in their values and opinions
(these are less likely to be used on new graduates
but are sometimes).
Personality Tests – These measure how people
differ in their style or manner of doing things, and
in the way they interact with their environment and
other people (personality).
22. Uses Of Psychometric Tests
Selection of candidates to jobs
Personal development/identification of
training needs/staff development
Careers guidance
Building and developing teams
23. Potential Problems In Personality
Testing
Reliability.
Lack of job relatedness.
Faking by test takers.
24. Summary
Psychological tests are used nowadays as a tool for
recruitment & selection.
These test usually aim at knowing different abilities
of an individuals like numerical abilities, verbal
abilities,interpritation abilities,etc.
Mostly used by Fortune 500(USA)& Times 100(UK)
companies .
Helpful for selection of right candidate for right job
& to reduce the cost to company while hiring.