Arvindsingh
Psychometrics, Competency Mapping, Spss,
Sairamesh
Leadership, Team & Individual Coach,
JyoZenith
Hr Generalist

Hi, How useful the recruitment TAT Analysis, can TAT analysis be applied in any other function/process in HR Regards, Jyoti
3rd January 2007 From India, Mumbai
Hi,
This has reference to your query on the use of TAT - Thematic Apperception Test - this is a projective test used to establish the achievement motivation of an individual.
Given the nature of the test you will need to establish the attributes required for the job function and then decide on the test.
Normally as a practice the staffing manager or the line manager needs to be clear about the attributes before deciding upon the test. Otherwise as the saying goes, you will be placing the cart ahead of the horse.
Should you require any help, I should be able to help you as one of the areas of business focus is 'recruitment consulting'.
Trust this information helps.
Rgds - Sairamesh
4th January 2007 From India, Bangalore
TAT was first developed in 1935 by Henry Murray, Christiana Morgan, and their colleagues at the Harvard Psychological Clinic.

The Thematic Apperception Test, or TAT, is a projective measure intended to evaluate a person's patterns of thought, attitudes, observational capacity, and emotional responses to ambiguous test materials. Many psychologists prefer not to call it a "test," because it implies that there are "right" and "wrong" answers to the questions. They consider the term "technique" to be a more accurate description of the TAT and other projective assessments. TAT is often administered to individuals as part of a battery, or group, of tests intended to evaluate personality. It is considered to be effective in eliciting information about a person's view of the world and his or her attitudes toward the self and others into specific aspects of human personality, most often needs for achievement, fears of failure, hostility and aggression, and interpersonal object relations. The TAT is often used in individual assessments of candidates for employment in fields requiring a high degree of skill in dealing with other people and/or ability to cope with high levels of psychological stress such as law enforcement, military leadership positions, religious ministry, education, diplomatic service, etc.

Murray's scoring system is time-consuming and unwieldy. Other scoring systems have since been introduced that focus on one or two specific variablesfor example, hostility or depression. While these systems are more practical for clinical use, they lack comprehensiveness. No single system presently used for scoring the TAT has achieved widespread acceptance. There are two basic approaches to interpreting responses to the TAT, called nomothetic and idiographic respectively. Nomothetic interpretation refers to the practice of establishing norms for answers from subjects in specific age, gender, racial, or educational level groups and then measuring a given subject's responses against those norms. Idiographic interpretation refers to evaluating the unique features of the subject's view of the world and relationships.

For any curiosity you can ask on or on 09213998535
6th January 2007 From India, New Delhi
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