psychometric test & personality evualuation
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Project by : Sagar DusaneFirst Year MMS / Sem– 2Roll No 11- B(2015-2017)
Psychometric Test
What is a psychometric test?• Aim to measure aspects of your mental ability, aptitude or
your personality• Used as part of the recruitment or selection process• Provide employers with a method of selecting the most
suitable job applicants or candidates for promotion• Used by 80% of Fortune 500 and 75% of Times Top 100
companies
What do psychometric tests measure?• How well you work with
other people• How well you handle stress• Whether you will be able to
cope with the intellectual demands of the job
• Your personality, preferences and abilities
• Most do not analyze your emotional or psychological stability
• Best match of individual to occupation and working environment
What types of test are there?
Psychometric Selection Test
Personality & Interest Test
Aptitude & Ability Test
What are they used for?
Psychometric tests
Selection & Recruitment
Career progression
A psychometric test should be:
• Objective: – The score must not be affected by the testers' beliefs or values
• Standardized: – Must be administered under controlled conditions
• Reliable: – Must minimize and quantify any intrinsic errors
• Predictive: – Must make an accurate prediction of performance
• Non Discriminatory: – Must not disadvantage any group on the basis of gender,
culture, ethnicity, etc.
Popular psychometric tests are:
• 16 PF• MBTI• OPQ32• Thomas Personal Profiling System• Gordon’s Personal Profile Inventory• Rorschach Ink-Blot Test• FIRO-B• Picture Frustration Test• Thematic Apperception Tests (TAT)
The five factors modelBasis of many tests: Uses five personality traits:• Openness• Conscientiousness• Extraversion• Agreeableness• Neuroticism
Five factor scoring:
-ve +ve
Extraversion
Agreeableness
Conscientiousness
Neuroticism
Openness to experience
FIRO-B:
• Devised by American psychologist, Will Schutz, in the 1950's
• Helps people to understand themselves and their relationships with others
• Based on a 2-hour, 54-question questionnaire• Describes interpersonal behavior in terms of three primary
dimensions:– Need for Inclusion – Need for Control– Need for Affection
FUNDAMENTAL INTERPERSONAL RELATIONSHIP ORIENTATION-BEHAVIOUR
FIRO-B is used for:
• Team building and team development
• Individual development and executive coaching
• Conflict resolution• Selection and placement• Management and
leadership development• Relationship counseling
MBTI: Myers-Briggs type indicator • Based on theories of Gustav Jung• Most widely-used questionnaire based test• Uses four bi-polar dimensions– Sensing – Intuition (SN)– Thinking – Feeling (TF)– Extraversion - Introversion (EI)– Judging - Perceiving (JP)• To create 16 “Personality Types”
MBTI is used for:
• Individual development• Management and leadership
development• Team building and
development• Organizational change• Improving communication• Education and career
counseling• Relationship counseling
The DISC personality model
• Developed in 1920s to understand ‘why people do what they do’
• Simple questionnaire based
• Uses four categories of human behavioral styles– "D" for Dominance-Drive-Direct – "I" for Influence – "S" for Steadiness or Stability – "C" for Compliant, Conscientious,
or Cautious
Direct, Influencing, Steady and Compliant behaviors.
The DISC Four Quadrant Model
DISC is used for:• As a learning tool• For career development• Training, coaching and mentoring• Organisational development and performance
16 Personality Factor model (16PF)
• Developed in the 1940s and refined in the 60s• Attempts to define the basic underlying personality• Questionnaire based• Analysis using 16 personality factors
• Selection• Development• Executive coaching• Teambuilding
16 PF is used for:
Johari Window• Joseph Luft and Harry Ingham in 1955• Used to help people better understand their interpersonal
communication and relationships• Subject chooses 5 or 6 out of a list of 55 adjectives• Peers of the subject then pick up 5 or 6 adjectives which
they think describe the subject
Each adjective is placed in one of four quadrants
Team members - and leaders - should strive to increase their open free areas, and to reduce their blind, hidden and unknown areas.
Aptitude and ability tests• Designed to assess one’s
logical reasoning or thinking performance
• Usually consist of multiple choice questions, administered under exam conditions
• Typical test might allow 30 minutes for 30 or so questions
• At least 5000 aptitude and ability tests on the market
• On-line testing increasingly popular
Types of aptitude & ability test
Verbal ReasoningNumeric ReasoningAbstract ReasoningSpatial ReasoningMechanical ReasoningData CheckingWork Sampling
Aptitude & Ability Test
Psychometric Tests be used in recruitment• Big businesses and 70%(Small and medium-sized
enterprises) of SMEs in Europe, India and Australia use them
• Psychometric conducted after the initial CV selection and telephone contact, but before recruitment interviews
• It helps to judge 360° view of candidates’ abilities• Emotional intelligence tests in order to evaluate candidates’
ability to observe, understand and manage their emotions• Measure how people differ in their motivation, values,
priorities and opinions with regard to different tasks and situations
• Helpful at analysing the more ‘hidden’ traits of an individual
Dte Mba/ MMS Cet 2016
99 96 93 90 87 84 81 78 75 72 69 66 63 60 57 54 51 48 45 42 39 36 33 30 27 24 21 18 15 12 9 6 30
500
1000
1500
2000
2500
X-axis = PercentileY-axis = no of students
Decode- Discover the path of your success….
For more information:BOOKS Anastasi Anne, Urbina Susana, Psychological Testing,
Pearson Education, 2003.Mcshane S, Glinow A M, Sharma R, Introduction to Organization
Behavior, Tata McGraw Hills, 2006.E-Books
D.Constantine-Simms, Everything you need to know to pass psychometric tests.Magazines
HRM Review February 2007Websiteshttp://www.teamfocus.co.uk/different_types_of_psychometric_tests.htmhttp://changingminds.org/disciplines/hr/selection/psychometric.htmhttp://www.personalitypathways.com/type_inventory.htmlhttp://en.wikipedia.orgwww.humanmetrics.comhttp://www.opp.co.uk
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