swati_shah20@yahoo.com
1

Hi Folks
Interesting conversation is taking shape in the area of Psychometric instruments n its uses. M alos pursuing my search 4 finding the rite kind of test 2 b used as n assessment tool 4 the purpose of succession plannin in my organsiation. m already using 1 for recruitment purpose
DISC is definately a strong test m considering. its really quite elaborate n useful ...
Regards
Swati

From India, Chennai
archu_moks
Hello ,

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Regards,



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Praendex Management Resources

Tel: +91-020-25887263/25887321

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Mobile: 9324222872

www.piworldwideindia.com

From China, Beijing
Attached Files (Download Requires Membership)
File Type: pdf pi_fact_sheet_155.pdf (15.0 KB, 431 views)
File Type: pdf pi__corporate_brochure_808.pdf (342.0 KB, 219 views)

Bob Gately
45

Hello Pragati:
>how does one typically differentaite 'aptitude' as a seperate domain.<
With aptitude tests.
>Moreover is there any particular test which can help to assess thinking styles of ProfileXT particularly?<
I'm not sure what you are asking.

From United States, Chelsea
chapki_dp
1

Hi Pragati
I am not sure abt the aptitude set for the software engineers.Moreover there are placement institutes specialized in aptitude tests.But i do have few traits which are identified imperative for a software engineer.
As u r doing ur master in org.bhevaior,i need a clarification.Can self assessment tests be used as a part of personality inventory?.
Regards,
Durga

From India, Coimbatore
prags83
1

Hi Durga,

Sorry for a late reply !! :roll:

Basically most psychological tests can be sorted into three general categories :

1) Tests in which the subject performs some specific tasks , such as writing an assay or answering a multiple -choice items etc.

2) tests dat involve observations of the subject's behaviour within a particular context.

3) Self report measures , in which the subject describes his/her feelings , attitudes , beliefs , interests and the like .

Now , many personality inventories can be regarded as self-report tests. This category also includes a variety of surveys , questionaires and polls . A number of masurements technique contain features of both behavior observation and self reports. For eg, interviews may include questions dealing with respondents thoughts, opinions or feelings .

The two methods may not always yield conclusions - person who describes himself or herself as timid and withdrawn may nevertheless exhibit aggressive behavior in a variety of settings .Howevr, the two techniques will often yield comparable and complementary information about the individual.

Hope this provides some input as to how n why self report measures are imp in personality testing but a later validation of these reports should be done later by probing and observation during interview, specially in pre-selection assessment.

Anything else .. plz lemme kno..i'l be more dan glad to help! :D

Regards,

Pragati

From India, Bangalore
krishnaid
Hai I am working on a small projact.if anybody knows the psychometric test standards and the reasons why it is useful in selecting a candidate.send me the information .

Bob Gately
45

>I am working on a small projact.<
Is the project for school or work?
>if anybody knows the psychometric test standards<
Tests need to be reliable and valid.
>and the reasons why it is useful in selecting
a candidate. send me the information.<
Selection successes increase while failures decrease.

From United States, Chelsea
Dr.Thomaskutty
2

Hi Anjali Commonly used psychometric test for selection process are 16 PF, ThomasProfile, MBTI, FIRO-B etc Dr.Thomaskutty

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