Psychometrics, Competency Mapping, Spss,
Mba Final Semester Student
Psychologists And Behavioral Trainers
The 16pf is a level B psychometric test that can be administered and interpreted only by a qualified psychologist.
You can contact me on for more details. I can definitely assist you with the same as we use the 16pf for recruitment, personality profiling, team building and competency ampping purposes.
13th June 2007
The first thing that you tell me are you a qualified practitioner of psychometric testing.
IPAT's psychological testing materials are restricted to qualified purchasers. Certain testing materials require more stringent qualifications than others, with emphasis on a consideration of the level of skill and training required to use the material appropriately.
The 16PF Questionnaire ( English version) is a Level 2 instrument. To purchase Level 2 materials, IPAT requires a Master's degree in psychology, counseling, or a related field, plus relevant graduate-level coursework in Tests and Measurement. The practionar should also have one year post qualification training under a certified test trainer.
If you have eligibility then you can purchage it from Mansyan or MaFoi. If you don't have then you can take help of some professional psychometrician. If in case you have some academic objective help in some project, then you can contact to me.
Wish you best of luck
13th June 2007 From India, New Delhi
16 PF canot be administered by you independently until & unless you have the License for using the tool.
IPAT is the global license holder for the same. And in India Mafoi has colaboration with them.
They offer the training in the tool & an provide you the License to use it in your organization.
14th June 2007 From India, Gurgaon
>This is for recruitment.<
Why not use an on-line whole-person assessment?
A whole person assessment is designed and validated for such use and users do not need to be certified. The software does all the analysis.
Whole person assessments are more effective at identifying future successful employees.
14th June 2007 From United States, Chelsea
Kindly use this tool for developmental purpose and assessing human : culture fit index. This tool may not be much valid in recruitment screening other than culture fit study.
The GZTS inventory is used by organizational psychologists, personnel professionals, clinical psychologists, and counseling professionals in mental health facilities, businesses, and educational settings to help:
• Measure attributes related to personality and temperament that might help predict successful performance in various occupations.
• Identify students who may have trouble adjusting to school and the types of problems that may occur.
• Assess temperamental trends that may be the source of problems and conflicts in marriage or other relationships.
• Provide objective personality information to complement other data that may assist with personnel selection, placement, and development.
Qualification: Level 3 Administer To Individuals 16 years and older
Reading Level 8th grade
Completion Time 30–60 minutes (300 self-descriptive statements)
Formats Paper-and-pencil or computer administration
G - General Activity
R - Restraint
A - Ascendance
S - Sociability
E - Emotional Stability
F - Friendliness
T - Thoughtfulness
P - Personal Relations
M - Masculinity
20th June 2007 From India, New Delhi
The secret to hiring successful employees is to stop hiring people who don't have a talent for their job.
The following is from TESTING AND ASSESSMENT: AN EMPLOYER’S GUIDE TO GOOD PRACTICES, U.S. Department of Labor Employment and Training Administration, 1999...
" Use assessment tools in a purposeful manner
Use the whole-person approach to assessment.
Principle of Assessment: Do not rely too much on any one test
to make decisions. Use the whole-person approach to assessment.
Using a single test or procedure will provide you with a
limited view of a person’s employment or career-related
qualifications. Moreover, you may reach a mistaken conclusion
by giving too much weight to a single test result. On the other hand,
using a variety of assessment tools enables you to get a more
complete picture of the individual. The practice of using a variety
of tests and procedures to more fully assess people is referred to
as the whole-person approach to personnel assessment. This
will help reduce the number of selection errors made and will
boost the effectiveness of your decision making."
The whole-person assessment we use has three sections as follows:
1 - Thinking Styles
2 - Occupational Interests
3 - Behavioral Traits.
and it prints the following 10 reports...
3. Job Summary Graph
4. Job Profile Summary
5. Succession Planning
8. Multi-Job Match
9. Sales Placement
10. Sales Management
Each section has numerous scales, see listing below.
1 - Thinking Styles
- Learning Index...an index of expected learning, reasoning and problem solving potential.
- Verbal Skill...a measure of verbal skill through vocabulary.
- Verbal Reasoning...using words as a basis in reasoning and problem solving.
- Numerical Ability...a measure of numeric calculation ability.
- Numeric Reasoning...using numbers as a basis in reasoning and problem solving.
2 - Occupational Interests
- Enterprising...indicated interest in occupations where they use persuasiveness and enjoy presenting plans.
- Financial/Administrative ... indicated interest in occupations that work with financial data, business systems, administrative procedures, etc.
- People Service ... indicated interest in occupations that help people and they are concerned with the welfare of others.
- Technical...indicated interest in occupations that center on scientific and technical activities, research and intellectual skills.
- Mechanical ... indicated interest in occupations that work with tools, equipment and machinery.
- Creative... indicated interest in occupations where they are imaginative, original and aesthetic.
3 - Behavioral Traits
- Energy Level...tendency to display endurance and capacity for a fast pace.
- Assertiveness...tendency to take charge of people and situations. Leads more than follows.
- Sociability...tendency to be outgoing, people-oriented and participate with others.
- Manageability...tendency to follow policies, accept external controls and supervision and work within the rules.
- Attitude...tendency to have a positive attitude regarding people and outcomes.
- Decisiveness...uses available information to make decisions quickly.
- Accommodating...tendency to be friendly, cooperative, agreeable. To be a team person.
- Independence...tendency to be self-reliant, self-directed, to take independent action and make own decisions.
- Objective Judgement... the ability to think clearly and be objective in decision-making.
22nd June 2007 From United States, Chelsea