Dear All,
I saw a whole lot of requests for the Testing & Assessments guide [Employer’s Good Practice Guide]. Thus attached is the document for your perusal.
Hope it is useful to you'll. Chapters 3 -9 is what you might find relevant. Please note that is document has not been updated for a long time...but will give adequate information to people who want to know more about Psychometric Testing & instruments.
Keep sharing,
Noor
From India, Bangalore
I saw a whole lot of requests for the Testing & Assessments guide [Employer’s Good Practice Guide]. Thus attached is the document for your perusal.
Hope it is useful to you'll. Chapters 3 -9 is what you might find relevant. Please note that is document has not been updated for a long time...but will give adequate information to people who want to know more about Psychometric Testing & instruments.
Keep sharing,
Noor
From India, Bangalore
Thanks Noor. I have a doubt:are psychometric tests reliable? Do we not get different results from the test from the same subject in two consecutive days? regards. sree
From India, New Delhi
9From India, New Delhi
Hi Sree,
Good standardized Psychometric instruments have a reliability ranging between 0.60 - 0.87, which is good.
A good instrument should produce same or similar results / scores on consecutive trials all other conditions remaining the same or constant.
If you are getting different results on consecutive trials all conditions remaining constant then the instrument fails the test of reliability.
However before you go around judging the instrument make sure all extraneous variables are under control. It should also be kept in mind that you are dealing with human beings and our behaviour is constantly changing and adapting to the environment, so there will be no instrument that will give you 100 percent accuracy.
Noor
From India, Bangalore
Good standardized Psychometric instruments have a reliability ranging between 0.60 - 0.87, which is good.
A good instrument should produce same or similar results / scores on consecutive trials all other conditions remaining the same or constant.
If you are getting different results on consecutive trials all conditions remaining constant then the instrument fails the test of reliability.
However before you go around judging the instrument make sure all extraneous variables are under control. It should also be kept in mind that you are dealing with human beings and our behaviour is constantly changing and adapting to the environment, so there will be no instrument that will give you 100 percent accuracy.
Noor
From India, Bangalore
Namaskar.
Let me add to noor.
Certain aspect of human behaviour is consistent and certain other aspect is inconsistent. Psychological testing deals with the first aspect. One of the number of reliabilty measure is called test-retest reliabilty. This estimation answers whether the scores across time are consitent. For standardisation purpose normally about a gap of 2 months is given and a correlation between the two sets of scores is expected to be +0.90. It depends upon the author/project director as to how much consistency is acceptable to him/her.
Gerontology shows that consistency pervades throughout life.
regards
From India, Delhi
Let me add to noor.
Certain aspect of human behaviour is consistent and certain other aspect is inconsistent. Psychological testing deals with the first aspect. One of the number of reliabilty measure is called test-retest reliabilty. This estimation answers whether the scores across time are consitent. For standardisation purpose normally about a gap of 2 months is given and a correlation between the two sets of scores is expected to be +0.90. It depends upon the author/project director as to how much consistency is acceptable to him/her.
Gerontology shows that consistency pervades throughout life.
regards
From India, Delhi
Thank You for the attachment, I was actually looking for one to start this test in my comapny and this is very useful to have basic idea to start the procedure.
From India, Bangalore
From India, Bangalore
Hi Noor,
Iam new to the site and I could not find the attachment. Can you please guide me on how to view/ download the attachment or send the attachment to my mail id raghavender.yeluriskoda-auto.co.in
Regards
Raghavender
Iam new to the site and I could not find the attachment. Can you please guide me on how to view/ download the attachment or send the attachment to my mail id raghavender.yeluriskoda-auto.co.in
Regards
Raghavender
hi friend,
i understood your qusetion i can help u out by giving a website and then go through that.
www.similarminds.com
shruthi.
From India
i understood your qusetion i can help u out by giving a website and then go through that.
www.similarminds.com
shruthi.
From India
Hi All,
With my learning and research I can advise the use of Psychometric Assessments for various purposes.
They are very reliable and they help in at least 1/3rd of the selection process.
You can visit Human Resource Management & Employment Assessment Solutions | Profiles International for more details.
From United Arab Emirates, Dubai
With my learning and research I can advise the use of Psychometric Assessments for various purposes.
They are very reliable and they help in at least 1/3rd of the selection process.
You can visit Human Resource Management & Employment Assessment Solutions | Profiles International for more details.
From United Arab Emirates, Dubai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Psychometric Assessments.doc
Psychometric assessments for competency mapping.pdf