Psychometrics, Competency Mapping, Spss,
Mba Final Semester Student
Int. Hr Consultant
Facilitator : Assessment & Soft Skills
U have a very unique name....
Recruitment process does need Psychometric test. We are following one which is PIAV test evolved by TTI. This is proving effective and when large numbers are involved the price is reduced considerably.
Incidently TTI happens to be the first company to develope and introduce computerized and personalized reports.
Intrestingly enough they are conducting a program, first time in Chennai.
Course name:CPBA- Certified Professional Behavioural Analyst
Venue & Date: Le Royal Meridien, Chennai. 3Rd & 4Th August '07
Cost: 12,000 + taxes for 1 and 10,000 for two or more.
This has been found very useful by Trainers, HR personnel in many fields,
Recruiters, Heads of institutions. I would request you to contact me for any clarifications Sujatha-98408 54301. Do inform people who will benefit form this program.Read the attachment regarding details of Course & Cost.
TTI-Target Training International.LTD.
27th July 2007 From India, Bhilai
Hi... I appreciate your innovativeness and wish to do something that exceed to expectations. If you don't mind then let me ask, "are you honestly wish to design a psychometric tool or you need a readymade tool that can meet your expectations?"
If you want any generic tool you can go after any consultancy. A few popular psychometric tests need some specific qualification to administer and interpret them.
If you want to design a customize tool in which you can express your confidence in administration and interpretation. if you want to do and learn by your self, then I may be a help.
Best of luck.
27th July 2007 From India, New Delhi
For designing a psychometric test
1. Figure out what you want to test for (set your criteria for test). See what the symptoms are and find out what its related to.
2. Define the criteria in operational form. Try to remove its abstractness and subjectivity at maximum. Definition must be specific and measurable.
3. Before you start you want to have some evidence that the trait you're testing for isn't a figment of your imagination.
4. Identify the parameters (critical factors) that are responsible for having influence in your defined criteria.
5. Make up a long list of items--at least 3 or 4 times as many as you want to test to include at the end. Make sure the questions don't have excessive "face validity" (meaning, don't make them too obvious!) If the questions are obvious, the results will reflect self-image, or the image the test taker wants to project, and so it won't necessarily be accurate.
6. Give the questions to both groups and compare the results. This will take some statistical analysis, but all the necessary tools are available in Microsoft Excel and, anyway, don't require any math more complex then high-school algebra.
7. If a question is answered in significantly different ways by the two groups, keep it. If not, then drop it. Also, check the questions across groups for factors--see if the same people tend to answer a group of questions the same way. That indicates that those questions are picking out a particular trait distinct from the one you're after. This is a little tricky, because a "factor" in your test could be one of several things: an irrelevant confounding factor, another personality trait that's related, but not identical, to what you're studying, or a subset of your test.
8. Take your final draft of the test and give it to another group of people. Look at the distribution of scores to figure out a scale that usefully identifies the trait you want to test. If you found useful factors, you might create a main score and a couple of sub-scores.
9. Actually, designing a psychological test IS difficult. Measuring individual differences, such as personality traits or intelligence, is fraught with potential pitfalls.
10. It is vital that any test is administered in a standardized testing situation and is scored using the same scoring and interpretation procedure each time. If these things were not held invariant, then test results would be chaotic even if it was reliable, valid, and free from bias.
27th July 2007 From India, New Delhi
Thank you so much for such an important piece of information. We want to design a complete test not only for the recruitment purpose but want to map the competencies of our employees and identify potential candidates so that they can be entrusted with higher responsibilities. For this we want an entire module where we need to design the program.
You seem to be involved in these kind of activities. Can you send me your detailed profile so that we can contact you and if Management approves we can plan out further actions.
Waiting for your response.
25th August 2007 From India, Ahmadabad
Psychometric Questionnaire for HR Managers
Name (optional) :
1) Are you aware of the use of psychometric tools / tests for various HR functions, by HR personnel all over the world?
2) Is your Organization using any psychometric test for any HR function?
3) If no, do you plan to use any psychometric tool / test in future?
Why are you not using any psychometric tool now?
4) If yes, which tool/s is/are being used by your organization?
5) What are the means of conducting psychometric tests?
B. Q AND A
6) For which HR function is your organization using these psychometric tests?
Recruitment and selection,
Training and development
For building career paths of employees
7) Is your organization satisfied with the result generated by using these tools/tests?
8) Do you plan to use any other psychometric tool/test in near future?
If yes, what are the tools?
9) At what level do you usually use these psychometric tests (managerial, supervisory etc?)
Top and middle
10) How do you ensure reliability and validity in your tests?
11) Is your organization aware of the various ethical issues involved in the use of psychometric testing?
12) Do you have qualified professionals for administering and generating results from these tools or you have outsourced the process?
13) What is the perceived objectivity of conducting a psychometric test?
14) How useful is information on psychometric testing for assessing changes in the demand for skills?
15) Any suggestions
I'll be highly obliged if I get the answer to the questions asked above. Looking forward to your reply
10th May 2010 From India, Chandigarh