Feras
Psychometric Assessment And Behavioral Analysis,
Vijay Pandey
Psychometric Test Developer And Assessment
Bruncha
Leaderhship Development; Cont, Professional
BINDUNAIR
Manager - Hr
Sujatha Suresh
Facilitator : Assessment & Soft Skills
MaryBenhur
Business Development
+5 Others

Hello Friends,
I head the HR team of a manufacturing company in Abu Dhabi.Nice to have an online forum in Dubai.
Would like to join u guys....Also Would somebody please tell me the sources from where I can get some reading material on "psychometric testing for job selection" ?
BINDU NAIR
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Hi Bindu, Hope this attached file helps. Geetha

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Hi all...
As the thread is on Psychometric testing... I just wanted continue on the same topic
Do you have an idea about the Course conducted by the Arabian assessment Ctr on Psychological Assessment Training certified by the British Psychological Society?
I have taken a risk of investing in the training and will be attending the course in June
Lets c how it goes.... I’m just hoping for the best...
Hi Sandeep, Can you pls post a link on where I can get the details of the course you have said? I am planning to do the MBTI certification course in Dubai in July. Geetha
Hello Everyone,
With regards to the Psychometric testing, i have been working in a Psychometric development company for the past three years and i could recommend the following when it comes to selecting a psychometric tool to use in recruitment as there are two types of Psychometric tests:
-Ipsative tests
-Normative tests
i wouldn't recomen the use of the first in recruitment and selection
while the use of the second is based on how valid and reliable is the tool you are picking.
based on my experience, most of the tools used in Dubai are Ipsative and unfortunately the tools used by Arabian Assessments are which are not reccomendable to be used in Selection. there are two companies in Dubai that i know of who supply Normative assessments. if you need details of these companies let me know and send me ur email and numbers and i'll have someone call you and give you some reading material and do a presentation for you.
All the best,
Feras
A normative assessment is one in which the candidate is measured against the normal population. You may be familiar with a Normal Distribution Curve, opposite. This is the bell shaped curve which describes many natural phenomena. 68% of the population in the sample will score in the 4, 5, 6, 7 range; while 16% will score 1, 2 or 3 and the other 16% 8, 9 or 10.

Ipsative literally means "of the self" (Latin derivation), and is used in psychology as in the phrase "ipsative measure" to indicate that the measure was a self-reporting measure.

Examples of ipsative measures include questions that ask the participant to rate their preferences, or to give a score between 1 and 7 indicating how they feel about a particular statement.

In education, "ipsative assessment" is the practice of assessing present performance against the prior performance of the person being assessed. In athletics for example, a "personal best" is an ipsative assessment.

These different types of assessments become very important when selecting what type of assessment to use in a particular situation.

Ipsative type assessments should not be used in recruitment. According to experts in this field, companies should avoid using tools that talk about how a candidate is better at one thing than another. They do not compare the candidate to the outside world and are therefore not providing useful decision making information for recruitment.
Hi Feras,
Thanks for the information....
Can you please give me the details of these companies supplying Normative assessments? I can be contacted on .
Thanks once again
Cheers!!!
Adding to this interesting discussion I am attaching a flyer to give more info about an interesting Tool, Trimetrix of TTi.
About the Course:
The CPBA Training teaches one, basic and advanced application of the behavioral models. Participants will be trained in the interpretation and practical application of the assessments created by TTI Performance Systems Ltd. These tools have immediate real-world applications in the areas of:
• Recruitment
• Coaching
• Individual Personal Development
• Identifying Dynamic Teams Within Organizations
• Conflict Negotiation
• Team Building
• Interpersonal Communication Skills
We are conducting th CPBA program in the month of June 2008 in Chennai.
Those of you interested in attending this 2 -day workshop which leads to the certification of CPBA-Certified Professional Behavior Analyst, get in touch with me at or .
Have a nice Day!
Sujatha

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Adding to this interesting discussion I am attaching a flyer to give more info about an interesting Tool, Trimetrix of TTI.This has immediate real-world applications in the areas of:
• Recruitment
• Coaching
• Individual Personal Development
• Identifying Dynamic Teams Within Organizations
• Conflict Negotiation
• Team Building
• Interpersonal Communication Skills
We are conducting a program in the month of June 2008 in Chennai, leading to certification as CPBA ( Certified Profssional Bhavioural Analyst).The CPBA Training teaches one, basic and advanced application of the behavioral models. Participants will be trained in the interpretation and practical application of the assessments created by TTI Performance Systems Ltd.
Those of you interested in attending this 2 -day workshop which leads to the certification of CPBA-Certified Professional Behavior Analyst, get in touch with me at or .
Have a nice Day!
Sujatha
WHY USE ASSESSMENTS?


Reasons to use pre-employment assessments
  • Two of three new hires will disappoint in the first year
  • Two of three employees would rather work somewhere else
  • Ninety-five of 100 applicants will "exaggerate" to get a job
  • Most hiring decisions are made in haste - during the first five minutes of an interview
  • One of three businesses will be sued this year over an employment issue
  • Turnover costs thousands of dollars for every departing employee
  • Eighty percent of employee turnover is avoidable
AND...

You want employees who are dependable
In 1998, absenteeism cost employers $757 per employee, according to a report in USA TODAY. This was the direct cost reported by a survey of human resource professionals and does not include the cost of hiring others or paying overtime to perform the work of absent employees.

You can be held liable for employees' behavior on and off the job
You must know the nature of the people you hire because their criminal behavior could cost your business millions of dollars. Every time you hire without practicing due diligence, you may be accepting liability for their actions - even when they are "off the clock."


You can be sued for illegal discrimination
In the absence of objective data, how can you demonstrate a hiring/promotion decision was made objectively, without discrimination because of gender, race, religion, etc.


Résumé writers write great fiction
In a survey of recent college graduates, 95% said they would be willing to make a false statement in their résumés in order to get a job. Forty-one percent admitted they had already done so, according to a report in Nation's Business (May, 1999).


Testing is acceptable, even expected
As reported in Molding Systems (May, 1999, v57 i5 p56(1)), a survey found that 92% of job applicants accept testing as part of the job qualification process. Only 3% resent it, while 5% were neutral.


Assessments offer a solution
Historically, employers depend upon résumés, references and interviews as sources of information for making hiring decisions. In practice, these sources have proved inadequate for consistently selecting good employees.

When training employees, a "one size fits all" approach has failed to provide the desired results.
When selecting people for promotion, otherwise excellent employees have too often been miscast into roles they could not perform satisfactorily.
Clearly, an essential ingredient for making "people decisions" has been missing from the formula.
The use of assessments has become essential to employers who
  • want to put the right people into jobs;
  • provide employees with effective training;
  • help their managers to become more effective; and
  • promote people into positions where they will succeed.
The use of assessments has resulted in extraordinary increases in productivity while reducing employee relations problems, employee turnover, stress, tension, conflict and overall human resources expenses.
Several factors contribute to the failure of traditional hiring methods. Résumés often contain false claims of education and experience while omitting information that would help employers make better hiring decisions.
Business references are of little value because most past-employers will tell you nothing but "name, rank and serial number."
These realities are the reason interviews have become the most influential factor in hiring and promotion decisions. However, experience shows only a coincidental correlation between the ability to deliver well in an interview and to deliver well on the job. Studies peg this correlation at 14% -- one good employee in every seven hires. Even background checks don't help much. The success rate becomes 26%, but that's only one good hire in every four. Unfortunately, many employers have accepted these poor results and the high cost of excessive turnover as a business reality. They have flown the white flag of surrender.

Don't Surrender! Assessments do help significantly
Assessing behavioral traits improved the hiring success rate to 38%.
When both thinking abilities and behavioral traits are assessed, the right people are hired 54% of the time.

When an assessment of occupational interests is added, successful results improve to 66%.
The most impressive results are achieved, however, when an integrated assessment is used - one that measures behavioral traits, thinking, occupational interests, plus "Job Match."
These integrated assessments employ cutting-edge technology and empirical data to assess the qualities of "The Total Person." In doing so, the individual qualities of candidates are compared to the qualities of employees who performing their duties in a superior manner. These 21st Century assessments successfully identify potentially excellent employees better than 75% of the time.

Job Match outranks all other factors
A well-documented study, published in Harvard Business Review concludes that "Job Match" is by far the most reliable predictor of effectiveness on the job. The study considered many factors including the age, sex, race, education and experience of approximately 300,000 subjects. It evaluated their job performance and found no significant statistical differences, except in the area of "Job Match." The conclusion: "It's not experience that counts or college degrees or other accepted factors; success hinges on a fit with the job."
The only reliable method for evaluating "Job Match" is with a properly designed assessment instrument, capable of measuring the essential job-related characteristics particular to each specific job. Profiles International has assessments designed for this purpose.

Ipsative versus Normative Assessments

... “must-know” knowledge for all HIRING PROFESSIONALS

The following extract was taken from an interview in July 2005. It outlines a point we all make frequently on why DISC-type tools like Myers-Briggs, Thomas and other Ipsative assessments (the largest class of assessments you are likely to encounter in competitive situations) offer us no competition in a hiring situation.

Everyone involved in the marketing, sale or support of Profiles products must be entirely conversant with the points made here in an interview with Dr. P. A. Lindley, a well-established and respected assessment specialist and a member of the British Psychological Society:
Mr. Creelman: “...Myers Briggs is the test everybody knows, but at the same time experts say don't use it in recruitment. What can personality tests do for us in recruitment?”
Dr. Lindley: “Certainly I'd agree that Myers-Briggs should not be used for selection. The people who developed publish and market Myers-Briggs would also stress that. It isn't a tool for selection; rather it's a tool for personal development. It can be used in groups to help individuals understand one another but it's certainly not a selection test.
“For selection, you want to rule out tests that are just referring to yourself rather than comparing you to a larger population. Anything that talks about how you are better at one thing than another, but doesn't compare you to the outside world, isn't helpful. The technical term for these types of tests is Ipsative tests. An Ipsative test would ask: ‘Which do you prefer, being in control or being active?’ You might like both or you might hate both and you may say you would like to be in control even though you might actually prefer to be active. You might be operating at a very low level or a very high level but all Ipsative tests tell you is which one you prefer rather than how that preference compares to the other candidates.”
Ipsative assessments use the “self” as the standard for comparison. In example, “You report that you are more assertive than you are social.” There is no basis for comparison between your scores and any other scores.
With normative assessments, your scores are compared with a specific population. In example, “Your assertive scores are as high, or higher, than 85% of the working population.”
a normative assessment overcomes the shortcomings of Ipsative tools. it compares the assessed candidate to two key audiences in the ‘outside world’ referred to by Dr. Lindley above:
  • The general working population as represented by a sample of more than 140,000 assessment takers that form part of the validation and reliability studies
  • The population of “top performers” in the position that the person is applying for in the form of the concurrent pattern developed from these top performers’ results.

Dear Feras,
Can you comment on the use of assessment centers in your area? What components are included. In my experience most assessment centers in UAE have been including, psychometric testing, structured BBI's and case studies or some time of in-basket exercises. More and more I am seeing requests for customized activities, ie. simulations or role plays>
Whats your thoughts.
Regards,
Dear Bruncha,
Like you've mentioned earlier, Assessment centers will include In Basket excercises, or in-tray excercises, Psychometrics, simulations, role plays, interview simulations, presentations, case studies, discussion groups, negotiation simulations. now all of these should be customized to the size of the group undertaking it which in best situations would be anywhere between 4 to 8 people the closer it is to 4 the better it is, and the other area for customization would be the level or band of the people undergoing it. with regards to assessment centers, we have facilitated and conducted many, and all of them were customized as per the clients' needs, there are a minority of people or companies that would use off the shelf solutions when it comes to assessment and development centers.
Dear Feras,
I agree; the best practice in assessment centers dictates that customization and the use of the methods for the desired outcomes.
I hope that the points you and I are making serve to enhance the awareness among the citehr community that while, assessments can be used to support HR initiatives, it's not as simple as copying a test, scoring and giving some short and sweet comment on findings.
I have been engaged in a while range of assessment center projects and yes, most have been customized for the desired outcome of the client group in reference to job grade, the competencies being sought, etc.
I someone trained at the graduatel level in psychology and certified as a Level A and B Workplace Assessor, I support your concern for appropriate use of testing.
Best regards,
Bruncha
Thanx Geetha,
ur info was of great use......but i would like to know, taking under consideration the time constraints, is it feasible to use psychometric testing for recruitment? if used, to what extent is it effective?
Regards,
jyoti
Hi Jyoti,
Time constraint??!!! yes it does exist...but I think spending more time to choose the right person is more important than choosing an average person who may not fit the job very well...this leads to increased cost to the company both by time as well as monetary...definitely it is a challenge.....
Please read the posting by Feras - Normative Vs Ipsative. How effective are the tests depends on the way it is used...it is not just about filling in a questionnaire and interpreting the results...it is more about sampling whether the result is close to the job profile...again, in the posting by Feras - the 'job match' point is key....
the psychometric test may show that the person has highly creative thinking...but the point is, do you need an office boy to have that thinking???...that is a call you need to take....
I definitely think it is worth investing that time in recruitment rather than taking a lot of damage control action during performance appraisals/reviews....
If you are in need of instant results, there are a lot of UK based orgs which offer these tests online and they post the interpreted results to the employer.

Geetha
Hi Geetha and Jyothi,

Yes, Psychometric testing is very interesting and the procedure is enriching for the individual and the company too.

Recently, we enabled the same for a company. They went through the initial preening and zeroed down to last two or so. After HR round they requested that the Online Assessment be done for the candidates .
They are convinced about the reports.The procedure they adopted is as follows:
1. They validate their findings with that of the reports and then take the call to see if the candidate really fits the job. As in, does the candidate have the basic talent + the values that the job requires. If yes, they hire.
2. They also see if they can find the right role / job which is the Best fit for the Candidate, if the candidate is very Good and extremely valuable for the Company. This way Best Talent is harvested within the Company.
3. In certain cases the candidates overall fit the job requirements however, may need enhancement in some skills. In this case the particular skills set need be addressed during Training needs analysis.

For requirement / Details regarding TTI Online Assessment Tools feel free to contact or
Feras, I would be interested in knowing the 2 companies in Dubai as well...Could drop me at line, since I have often engaged in assessment related projects. Cheers Bruncha
Hello Feras,
Please can you send me information on the two companies in Dubai who offer normative psychometric testing?
I work as recruitment manager for large organisation and i am interested in using psychometric testing for selection.
Thanks
Greetings to all,

From Wilkipedia:

A norm-referenced test / NRT is a type of test, assessment, or evaluation which yields an estimate of the position of the tested individual in a predefined population, with respect to the trait being measured. This estimate is derived from the analysis of test scores and possibly other relevant data from a sample drawn from the population. [1] The term "normative assessment" refers to the process of comparing one test-taker to his or her peers.[

I will attempt a simple, high level explanation of how norm referenced are created and used.

What that means is the test has been adminstered to large enough sample of a group, ie, Emiraiti Nationals, or UAE Expats, or First language French, etc, to obtain a data that can be analyzed with statistical tools, to obtain a frequency distribution, or what is often called the "bell curve"

Stats like mean, mode, standard deviation, ( and a few more) are used to come with the norms for the said group.

Now you have the basis upon which to compare a current test taker on a particular scale of the test, say extroversion, again the norms for his/her peer group.

The results for the individual are COMPARED against the norm group for how he/she scored in that comparision.

For example, if a candidate is rated high on extroversion on a norm referenced test, then that person is likely to be more inclined to prefer alot of personal interaction as opposed to someone whose focus may be more task oriented.

How might this be valuable in recruitment? Here is a hypothetical case.

Lets say I score very low on extroversion and I am being recruited for as a sales person who has to meet new people all the time and in new or unfamiliar situations. I may find that quite a challenging function of my work, as opposed to the person who enjoys alot of personal interaction and has little difficulty in meeting strangers. Given other traits on which I am measured, I might not be the best fit for the sales person and there there may be a candidate whose personality perferences make him more likely to perform well in that situation.

What I just outlined is a bit simplistic, but I hope you get the idea.

You migh say well, is the test enough upon which to make the selection for sales person?

The answer is NO...psychometric tests are not designed to be used as the sole criterion upon which you make a high stakes decision. Therefore, assessment center activities often include a face to face interview where the candidate is evaluated for relevant BEHAVIORAL indicators of the competency you are looking for, and often are subjected to other tools, like a group interaction, or a simulation or a role play.

Psychometric testing is just one tool to use, and never as a stand alone for recruitment.

Lastly, it has been said that Arabian Assessment instruments are solely ipsative in nature; they is not the case. If you contact them, they will be happy to discuss the various norm groups that are available against which your candidates can be measured

I use the instruments avialable with AA and my clients are satisfied with the overall assessment results obtained, provided of course, you enploy other assessment techniques and use qualified assessors to perform the tasks involved.

Please feel free to contact me individually if you want to discuss the value of testing and the proper use of psychometric tools

Regards,
Hi Bindu,
we are a company providing online psychometric tests to more than 3000companies across the globe,if you are interested in trying some of our tests for free , please visit our site Psychometric test & Psychometric testing powered by E-testing with asia.centraltest.com, The leader in online psychometric testing and register for our no stsrings attached free trail offer alternatively you can write to me directly if you have nay personalized assessment needs.
regards,
MAry
Mary,
I took a look at your BF5, description. Is there is technical manual available to look at your validity and reliabilty information. I would be interested in the methods used for determining reliability.
I would also like to be to review the normative information on this instrument.
Regards,
Bruncha
Hello....just wanted to convey that the example provided below for an ipsative test is incorrect. In addition, the assertion that Arabian Assessment only offer Ipsative tests is also wrong.
So firstly, whilst you are correct to state that Ipsative testing is about self-referencing...it is not where we offer a candidate to rate themselves from 1 to 7. Rating scales such as these form NORMATIVE tests. It is only where the candidate is forced to choose from a number of statements which is more or less like them or which they prefer and do not prefer etc (ranking not rating) that we can say an ipsative test is being used.
The tests offered by Arabian Assessment are ALL normative tests. My guess is that the contributor to this article is related to the (misinformed) competition and is trying to misinform others about Arabian Assessment.

vftyftyftyftyititifty

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Dear Mr./Ms. Psy news,

First of all thank you for correcting me on that notion, which i hope this message corrects though it would be wrong to state that i have posted that on a notion that i am related to one party or the other, but the information i posted with regards to Ipsative Vs. Normative assessments is reliable and i stand by it. and by the way i am not related to any party because i use a lot of varied products including ipsative assessments and from various suppliers. I do not see grounds for an argument here except for the matter of the Arabian Assessments which i consider a mistake committed due to a certain mix uo with products (mix up between Psytech and another company and their representatives in the middle east), but all what i was trying to highlight in the captioned quote is that Ipsative assessments are not to be used in a hiring situation as they could be easily manipulated, and i do not know if you agree with me on them, but for developmental uses i do not see a reason why they can not be used. and i guess if you see the name of the party being interviewed and who shared that caption then i guess you would agree with me that it is reliable.

Thank you very much for your post,

Best regards,

Feras
To Avoid a Mix up due to the Post above this is the original post i have posted and which formed an argument:

Ipsative versus Normative Assessments

... “must-know” knowledge for all HIRING PROFESSIONALS

The following extract was taken from an interview in July 2005. It outlines a point we all make frequently on why DISC-type tools like Myers-Briggs, Thomas and other Ipsative assessments (the largest class of assessments you are likely to encounter in competitive situations) offer us no competition in a hiring situation.

Everyone involved in the marketing, sale or support of Profiles products must be entirely conversant with the points made here in an interview with Dr. P. A. Lindley, a well-established and respected assessment specialist and a member of the British Psychological Society:
Mr. Creelman: “...Myers Briggs is the test everybody knows, but at the same time experts say don't use it in recruitment. What can personality tests do for us in recruitment?”
Dr. Lindley: “Certainly I'd agree that Myers-Briggs should not be used for selection. The people who developed publish and market Myers-Briggs would also stress that. It isn't a tool for selection; rather it's a tool for personal development. It can be used in groups to help individuals understand one another but it's certainly not a selection test.
“For selection, you want to rule out tests that are just referring to yourself rather than comparing you to a larger population. Anything that talks about how you are better at one thing than another, but doesn't compare you to the outside world, isn't helpful. The technical term for these types of tests is Ipsative tests. An Ipsative test would ask: ‘Which do you prefer, being in control or being active?’ You might like both or you might hate both and you may say you would like to be in control even though you might actually prefer to be active. You might be operating at a very low level or a very high level but all Ipsative tests tell you is which one you prefer rather than how that preference compares to the other candidates.”
Ipsative assessments use the “self” as the standard for comparison. In example, “You report that you are more assertive than you are social.” There is no basis for comparison between your scores and any other scores.
With normative assessments, your scores are compared with a specific population. In example, “Your assertive scores are as high, or higher, than 85% of the working population.”
a normative assessment overcomes the shortcomings of Ipsative tools. it compares the assessed candidate to two key audiences in the ‘outside world’ referred to by Dr. Lindley above:
  • The general working population as represented by a sample of more than 140,000 assessment takers that form part of the validation and reliability studies
  • The population of “top performers” in the position that the person is applying for in the form of the concurrent pattern developed from these top performers’ results.

A normative assessment is one in which the candidate is measured against the normal population. You may be familiar with a Normal Distribution Curve, opposite. This is the bell shaped curve which describes many natural phenomena. 68% of the population in the sample will score in the 4, 5, 6, 7 range; while 16% will score 1, 2 or 3 and the other 16% 8, 9 or 10.

Ipsative literally means "of the self" (Latin derivation), and is used in psychology as in the phrase "ipsative measure" to indicate that the measure was a self-reporting measure.

Examples of ipsative measures include questions that ask the participant to rate their preferences, or to give a score between 1 and 7 indicating how they feel about a particular statement.

In education, "ipsative assessment" is the practice of assessing present performance against the prior performance of the person being assessed. In athletics for example, a "personal best" is an ipsative assessment.

These different types of assessments become very important when selecting what type of assessment to use in a particular situation.

Ipsative type assessments should not be used in recruitment. According to experts in this field, companies should avoid using tools that talk about how a candidate is better at one thing than another. They do not compare the candidate to the outside world and are therefore not providing useful decision making information for recruitment.


Last edited by feras; 15-05-2008 at 01:27 AM.
I exactly said:
Examples of ipsative measures include questions that ask the participant to rate their preferences, or to give a score between 1 and 7 indicating how they feel about a particular statement.

in a sense:
Kindly rate the following 7 statements from the one that most describes you to the one that least describes you 1 being most like you and 7 being least like you. and over here we are comparing the trait to another trait and not to a norm group which makes it ipsative, regardless of the amount of statements or descriptions they have to compare themselves to, so the self is the bench mark here and not a trarget population.
and as well forced choices are used in certain normative tests and they are not just used in ipsative ones.
Hi,

There is just one and only one rule to decided whether a test is IPSATIVE or NORMATIVE and that is

IF THE SCORES ON THE DIMENSIONS (FACTORS) OF THE TEST ARE COMPARED (and comparable) TO A REFERENCE GROUP, THE TEST IS NORMATIVE.

IF THE SCORES ON THE DIMENSIONS (FACTORS) OF THE TEST ARE COMPARED (and comparable) WITHIN INDIVIDUAL,S OWN SCORES, THE TEST IS IPSATIVE.

an ideal example for IPSATIVE test is Belbin` Team Role Instrument as it assesses the RELATIVE DOMINANCE of 8 roles.

an ideal example for NORMATIVE test is 16PF.

MBTI is an IPSATIVE test as it does not compare individuals with any reference group.....but if you just make the database of all scores on E,I,S,N,T,F,J and P and their various combination.....you can have a reference group to compare with (though it will be theoritically incorrect to do that...and that would not yield any practical result).

The format of question does not decide whether a test in normative or ipsative.....but it definitely have an impact on whether a test can be used normatively or not. For example, ordinal scales can not be the base for normative tests (example Belbin`s Team Role).

Regards,
Hi Chamu, Trimetrix is a company and CPVA is a psychometric assessment tool. Just google these words and you will find a lot of details.
Dear Vijay,
Thank you very much, that is exacltly what i was trying to convey. but there was an earlier mis-understanding that required me to make all the previous posts which threw things off track.
Regards,
Feras

hi, i wanted to do a project on psychomteric analysis... can u pls help.. by explaining few tips of wht exacltly is psychometry.....
Hi BINDUNAIR, I will tell your answer. I had varous types of Psychometric test, you can Read on this site www.psychometrica.ae. I hope you really like that.
Hi Friends!
For those interested in Accredited Psychometric Certification in India. Please refer to this page:
http://thepsychometricworld.com/training-and-certifications/psychometric-certification.html
This is the only course in India (as of now) which is based on the curriculum prescribed by IIBP (www.iibp.org.in) and NAOP (www.naopindia.org) and provides you knowledge and skills of administering and interpreting ANY psychometric test rather than being limited to some.
17 batches are already conducted since 2011 and those who are qualified are made to the National Register of Qualified Professionals (http://iibp.org.in/certified-professional-member-list/)
The next batches are scheduled in New Delhi and Mumbai. Please visit the site www.thepsychometricworld.com for further information.
Warm regards,
Vijai Pandey
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