Hello everybody,
My name is Anita, working as an HR Manager for an engineering services industry. I have joined this forum to learn and share what I have acquired in my 8 years of experience in the HR field.
On behalf of this community, I welcome all the new members.
Regards,
Anita
From India, Bangalore
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My name is Anita, working as an HR Manager for an engineering services industry. I have joined this forum to learn and share what I have acquired in my 8 years of experience in the HR field.
On behalf of this community, I welcome all the new members.
Regards,
Anita
From India, Bangalore
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Hello Iam biju here in Bangalore working as AGM. Keen in HR policies . and interetsed to join in NHRD Bangalore chapter. Please help me how to proceed Biju
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Dear Pooja,
Psychometric testing falls into three main types:
Ability testing
Aptitude testing
Personality testing
1. Ability testing
Ability tests measure a person's potential, for instance, to learn the skills needed for a new job or to cope with the demands of a training course. Ability tests are not the same thing as Tests of Attainment.
Tests of attainment assess specifically what people have learned, e.g., mathematical ability or typing skills. Of course, what people have learned does depend on their ability in that domain in the first place, so the scores on the two types of tests are conceptually linked.
The major difference between tests of ability and tests of attainment is in the way the scores from both types of tests are used. Many ability test items look identical to those on attainment tests, but attainment tests are different in one crucial respect - they are retrospective: they focus on what has been learned and on what a person knows and can do now. Ability tests are prospective: they focus on what the person is capable of achieving in the future or their potential to learn. Bear in mind that some attainment is required before certain abilities can be measured; for instance, we need a certain knowledge of mathematics before our numerical ability can be measured. In addition, a test of attainment cannot be used to directly infer ability. School examinations are one example of measures of achievement or attainment, and while we might draw some conclusions about an individual's ability based on GCSE results, we would not use them as a direct measure of ability since a less able student may work harder than a more able student to produce a better score.
General ability is usually divided up into specific abilities, reflecting the hierarchical structure of intelligence that is generally accepted by most workers in the field. So a general ability test might be composed of specific numerical, verbal, and spatial ability scales brought together as a test battery. They can then be scored and interpreted individually as a specific ability or aptitude measure, or together as part of a general ability measure.
2. Aptitude testing
There is no widely accepted definition of the difference between ability and aptitude. Most people would agree that to some extent the two terms refer to the same thing: aptitude referring to specific ability, and ability referring to general aptitude. We could probably view ability as underlying aptitude, and aptitude as being more job-related than ability. For instance, a computer programmer might score highly on a verbal ability test and highly on a programmer aptitude test but not the other way around.
Aptitude tests tend to be job-related and have names that include job titles such as the Programmers Aptitude Series (SHL). Ability tests, on the other hand, are designed to measure the abilities or mental processes that underlie aptitude and are named after them, e.g., Spatial Ability - GAT (ASE). We have also mentioned that ability tests can be either general or specific in focus. An ability test such as the General Ability Test (GAT) is made up of four tests of specific ability - numerical ability; verbal ability; non-verbal ability; and spatial ability. They can be used separately to assess specific abilities or together to assess general ability. There are tests which measure only general ability such as the Standard Progressive Matrices (which is one of the purest measures of general ability available) and there are tests which only measure specific abilities such as the ACER Mechanical Reasoning Test. You will find with experience that some tests fall into more than one category and that the distinction between the various categories is not always an easy one to define.
3. Personality testing
Personality is a term that is commonly used in everyday language but which has been given a particular technical meaning by psychologists. When we discuss personality, we must remember that it is not a single independent mechanism but closely related to other human cognitive and emotional systems.
What is personality not?
Before we go on to discuss what exactly personality is, it might be useful to just consider what personality is not.
Personality is not the same thing as motivation, which is goal-directed behavior designed to satisfy needs, interests, and aspirations. Motivation is related to personality in that while personality may represent the way we behave, motivation represents the why. Exactly how the underlying motives of behavior are conceptualized depends very much on the school of thought to which one belongs, for instance, a humanist might see the motivation behind behavior as coming from a desire to achieve one's full potential whereas a psychoanalyst might look for unconscious motivations to do with unfulfilled sexual needs.
Personality is not the same thing as culture, which is the values, attitudes, and beliefs we share with others about the nature of the world.
Personality is not the same thing as ability (usually held to be synonymous with intelligence), which is the ability to identify, understand, and absorb the different components of a problem. Then to identify the way they are related to each other and the logical consequence of these relationships to work out the next step.
Hope it will fulfill your requirement.
Basant
From India
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4Psychometric testing falls into three main types:
Ability testing
Aptitude testing
Personality testing
1. Ability testing
Ability tests measure a person's potential, for instance, to learn the skills needed for a new job or to cope with the demands of a training course. Ability tests are not the same thing as Tests of Attainment.
Tests of attainment assess specifically what people have learned, e.g., mathematical ability or typing skills. Of course, what people have learned does depend on their ability in that domain in the first place, so the scores on the two types of tests are conceptually linked.
The major difference between tests of ability and tests of attainment is in the way the scores from both types of tests are used. Many ability test items look identical to those on attainment tests, but attainment tests are different in one crucial respect - they are retrospective: they focus on what has been learned and on what a person knows and can do now. Ability tests are prospective: they focus on what the person is capable of achieving in the future or their potential to learn. Bear in mind that some attainment is required before certain abilities can be measured; for instance, we need a certain knowledge of mathematics before our numerical ability can be measured. In addition, a test of attainment cannot be used to directly infer ability. School examinations are one example of measures of achievement or attainment, and while we might draw some conclusions about an individual's ability based on GCSE results, we would not use them as a direct measure of ability since a less able student may work harder than a more able student to produce a better score.
General ability is usually divided up into specific abilities, reflecting the hierarchical structure of intelligence that is generally accepted by most workers in the field. So a general ability test might be composed of specific numerical, verbal, and spatial ability scales brought together as a test battery. They can then be scored and interpreted individually as a specific ability or aptitude measure, or together as part of a general ability measure.
2. Aptitude testing
There is no widely accepted definition of the difference between ability and aptitude. Most people would agree that to some extent the two terms refer to the same thing: aptitude referring to specific ability, and ability referring to general aptitude. We could probably view ability as underlying aptitude, and aptitude as being more job-related than ability. For instance, a computer programmer might score highly on a verbal ability test and highly on a programmer aptitude test but not the other way around.
Aptitude tests tend to be job-related and have names that include job titles such as the Programmers Aptitude Series (SHL). Ability tests, on the other hand, are designed to measure the abilities or mental processes that underlie aptitude and are named after them, e.g., Spatial Ability - GAT (ASE). We have also mentioned that ability tests can be either general or specific in focus. An ability test such as the General Ability Test (GAT) is made up of four tests of specific ability - numerical ability; verbal ability; non-verbal ability; and spatial ability. They can be used separately to assess specific abilities or together to assess general ability. There are tests which measure only general ability such as the Standard Progressive Matrices (which is one of the purest measures of general ability available) and there are tests which only measure specific abilities such as the ACER Mechanical Reasoning Test. You will find with experience that some tests fall into more than one category and that the distinction between the various categories is not always an easy one to define.
3. Personality testing
Personality is a term that is commonly used in everyday language but which has been given a particular technical meaning by psychologists. When we discuss personality, we must remember that it is not a single independent mechanism but closely related to other human cognitive and emotional systems.
What is personality not?
Before we go on to discuss what exactly personality is, it might be useful to just consider what personality is not.
Personality is not the same thing as motivation, which is goal-directed behavior designed to satisfy needs, interests, and aspirations. Motivation is related to personality in that while personality may represent the way we behave, motivation represents the why. Exactly how the underlying motives of behavior are conceptualized depends very much on the school of thought to which one belongs, for instance, a humanist might see the motivation behind behavior as coming from a desire to achieve one's full potential whereas a psychoanalyst might look for unconscious motivations to do with unfulfilled sexual needs.
Personality is not the same thing as culture, which is the values, attitudes, and beliefs we share with others about the nature of the world.
Personality is not the same thing as ability (usually held to be synonymous with intelligence), which is the ability to identify, understand, and absorb the different components of a problem. Then to identify the way they are related to each other and the logical consequence of these relationships to work out the next step.
Hope it will fulfill your requirement.
Basant
From India
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Innovative HR Practices-.doc