Psychometric Testing
There are 3 main types of psychometric testing. These are Ability
testing, Aptitude testing.
Ability testing
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Ability tests measure a persons potential, for instance to learn the
skills needed for a new job or to cope with the demands of a training
course.
Tests of attainment assess specifically what people have learnt 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 test are conceptually linked.
The major difference between tests of ability and tests of attainment
is in the way the scores from both types of test are used. Many
ability test items look identical to those on attainment tests but
attainment tests are different in one crucial respect - they are
traditional. They focus on what has been learnt and on what a person
knows and can do now. Ability tests are potential. 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 make conclusions about
an individual's ability on the basis of 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.
Aptitude testing
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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
for too long, they can stop us from doing the things we want to and
“Conducting a Biopsychosocial Assessment” by Kathleen McInnis-Dittrich is another interesting reading that I definitely enjoyed. It’s very interesting to know that there is an assessment that actually can tell professionals what are the strengths and challenges of an older person. Older people can be evaluated with the biopsychosocial assessment and how support or rehabilitative services can help older adults to maintain independent and satisfying lifestyles could be identify (McInnis-Dittritch, 2014).
Validity and reliability: The assessment has an overall reliability coefficient of .93 based on test-retest reliability, making it an extremely reliable assessment (Fredricks, 2010). For it 's validity rate, the assessment has an overall validity of 93.9% (Fredricks, 2010). However, many argue that this reliability and validity be accepted with caution. The test-retest reliability is limited by the fact that it is only reported over a two-week period. In addition, the sample population with a high occurrence of substance abuse disorder, could attribute to it 's high validity rate (Fredricks, 2010).
First of all, this case is associated with biopsychosocial approach which recognizes that, it is the approach that considers human behavior to be the result of interactions of integrated biological, psychological, and social systems. This approach helps us to recognize the ways in which women’s biology, psychology, and their social world intertwine within each other affect their reactions to alcohol and alcohol interventions. In order to explain some of the concepts and theories, we must first sort through the facts that have been presented in the case study. This particular case is concerned with developing a better understanding of the relationship between Casey, and alcoholism.
In the business world you need to have the ability to adapt with the skills listed below. This would include listening skills, assertiveness, negotiable skills, ability to handle criticism or feedback both good and bad. The ability to persuade and interview potential clients, customers, partners & employees.
The Myers and Briggs Analysis is a series of questions that when answered are examined and grouped together in order to determine the personalities of those taking this test. This particular test can result in sixteen different outcomes or types of personalities, which is determined by four different categories that judge if you are introverted or extroverted, use your senses or your intuition, your choice to think or use your feelings, and finally if you are judgmental or perceptive. These series of questions are designed to judge our personalities and help us to determine which career pathways we will be most suited for based on our personality traits and abilities to work well with others, which is important for our future decisions.
In today’s highly competitive job market it is extremely challenging and important for businesses to fill a vacancy with the right candidate (Cann, 2013). Due to high demand of potential candidates, developing a portfolio of employability skills which include psychometric testing is considered important in every workplace (Mills et al., 2011). Thus, I recently took three practice psychometric tests on verbal, numerical and inductive/logical reasoning. This essay is a reflection of my personal experience of psychometric testing. First, I will talk about what the literature comments on in relation to the strengths and weaknesses of psychometric testing. Then, I will assess whether literature reflects
-Training: understanding the job well enough to know who to hire and how well they are doing.
Skills given above are what students should develop and invest during the process of studying for a degree. Obviously, these skills called transferable skills are both relevant to employment and study. 'These skills are interpersonal as well as intellectual, and include the skill to learn from experience as well as reading, the ability to manage yourself, basic skills in numeracy, literacy and IT, interpersonal group-working and communication skills in analyzing and solving problems' (Cameron, 2008:19). So whether students could gain transferable skills in the university has become a major factor of developing a career after their graduation.
According to the website, I have an IQ of 113. I feel as though a site like www.iqtest.com could produce a “g” score because they make you pay too see an analysis of your results, which indicates to me that they put some effort into producing fairly accurate scores. General intelligence, also known as “g”, describes an individual’s specific mental ability, which is measured by tasks on an IQ test (Myers p. 405). The site breaks down your overall IQ results into different categories of intelligence and gives you an IQ score for how well you tested in a given area. For example, there is a category for “spatial intelligence” which is ones ability to predict what actions will happen based on varied conditions (Website). By looking at the broken down results you can compare areas you have strengths in, versus the areas you might struggle in. This is in accordance to what Charles Sherman found when he discovered that people who score high in one area tend to score high in similar categories (Myers p. 405). For a person to see what their “g” score would be they would simply have to look at which category they scored highest in and from that they would see in which area they have the highest intelligence in.
For this research requirement I chose three different experiments to examine thoroughly. The first of these experiments came from the Journal of Experimental Child Psychology. The study done in this journal was an examination of orthographic learning and self-teaching in a bilingual and biliterate context. The aim of the study was to figure out the advantages and/or disadvantages of a student learning a native language when they are either monolingual, bilingual, or biliterate, and the study was focused on learning English because this is the most commonly learned non-native language in the world.
While working or while looking for work there are certain skills sets that are universally important. No matter what job or career path you have chosen these skills make it easier to obtain your goals, whatever they may be.
As I have noted, I truly believe that the numerous job skills that are needed to be successful include dedication, communication, and adaptation. First of all, you must be devoted to your career if you want exemplary results. Equally important, being able to articulate your ideas, and intellectually communicate said ideas will ensure a successful time at you occupation. Last but not least, in order to be successful in your employment, you must be flexible to the obstacles that are inevitable. I urge you to strive to obtain these essential job skills because they are worthwhile.
The test overall did a fairly accurate job in measuring the various factors of my personality. I only disagreed with two of the ten factors, which I merely saw as an overt measurement. The test appeared to be valid for the most part pertaining to my case, and since validity correlates with reliability, its reliability appears to be relatively strong. However this is merely an opinion based on my interpretation of my own personality. It could be equally likely that other people may get many scores in which they totally disagree on. Since this test was written 20 years ago the question of re-standardization also comes into play. As for cross-cultural differences discussed in the introduction, to me it is unclear whether or not the questions are common to all cultures and backgrounds, yet among English speakers the questions seemed well structured. While no test is perfect, the 16 PF does seem to have relatively high reliability and validity, making it ideal in measuring personality traits.
These are the skills I already have such as: communication; personal skills; motivational; creative and time management skills. These I have previously acquired will help me to be successful in my career. To know how far on the scale of these specific skills I will have to do a self-assessment. A self-assessment is a very important tool used by managers in all industry. Sometimes you can’t possibly remember what you have done and how to improve yourself and by assessing my own skills this will allow me to remember all of my personal achievements and personal disappointments. This is a form of feedback which requires the assessor to be completely honest to themselves and in order f...