Dear all, I need some help.
I have heard that there are 4 main types of Psychometric tests, but all efforts to trace the names and the distinction between them has been futile.
can some1 pals help me wit this. it is very important for me to know this asap.
i went thru the earlier discussion thread about psychometric testing but it was not exactly what i was looking for.
So please help.
Regards,
Pallavi
From India, Pune
2I have heard that there are 4 main types of Psychometric tests, but all efforts to trace the names and the distinction between them has been futile.
can some1 pals help me wit this. it is very important for me to know this asap.
i went thru the earlier discussion thread about psychometric testing but it was not exactly what i was looking for.
So please help.
Regards,
Pallavi
From India, Pune
Hi Sathish,
Thanx for that, it is good but not exactly wat i am looking for.
wat i was looking for was like we have the 16-smthg psychometric test, and such 4 tests ... i want to know the four of them and wat is it that they target.
help me with the same if u can.
Regards,
Pal.
From India, Pune
Thanx for that, it is good but not exactly wat i am looking for.
wat i was looking for was like we have the 16-smthg psychometric test, and such 4 tests ... i want to know the four of them and wat is it that they target.
help me with the same if u can.
Regards,
Pal.
From India, Pune
Hi Pallavi
I am Kiran from Thomas International. We are into behavioral assessments and psychometrics. Thought of sending you our company profile.
THOMAS PROFILING SYSTEMS – AN INTRODUCTION
Thomas International was founded in the United States by Dr. Thomas Hendrickson, Ph.D. in the early 1960s. Since that time, Thomas has become a leading international managerial aid to recruiting, selecting, training, counselling, career planning, team bonding and team management.
The Thomas systems identify and utilize individual strengths and enable employers to release the full potential of their people. The use of the Thomas systems assists managers to motivate, stimulate and energize individuals in the work environment and both directly and indirectly raise their self-esteem, confidence and enthusiasm.
Global Presence of Thomas International:
· 30,000 clients
· Offices in over 50 countries
· 49 languages
· Over 350 consultants and growing
Thomas International provides enterprise-wide solutions for assessing, managing, training and developing human resources and is the originator of a battery of standardised assessment instruments. The battery includes the Personal Profile Analysis (PPA), the Human Job Analysis (HJA), the Team Assessment System (TAS), and Assessments for Selection and Training (TST).
Foundations:
Thomas Profiling work has its roots in the postulates of Prof. Marston’s “theory of Emotions of Normal People” (1928). According to Prof. Marston's theory, there are four fundamental behavioural characteristics in every individual. These are Dominance (D), Influence (I), Steadiness (S) and Compliance (C) -- DISC. These characteristics are present in different proportions in each individual. These DISC factors are used in the Thomas System as the basis for a comprehensive work related, behavioural inventory.
Thomas Profiling is based on the fundamental premise that effective work performance is a derivative of three parameters – Intellect, Skills and Behaviour. The Thomas Profiling System provides the link between the behavioural needs for a particular job (as determined by the organisation) and the behavioural traits of the jobholder or candidate for the job. The system includes five simple elements:
1. Personal Profile Analysis (PPA)
This short form, which takes 5 to 7 minutes to complete, is filled out by the employee or job candidate, and is used to identify the behavioural characteristics of the individual.
The Personal Profile Analysis represents a breakthrough in the analysis of a person's ability to handle a job. It forces the person being evaluated to select the words most / least describing himself or herself at work. By analysing the responses scientifically, it is possible to gain an insight into how this individual will behave in the job and in the work environment. Also, it helps in understanding how this person copes with this environment and in turn gives a key to his / her attitude and possible performance levels.
While the PPA provides an accurate understanding of a person’s work behaviour profile, what makes this profile effective or otherwise is an understanding of how this profile compares with the behavioural dimensions of the job. This is determined by the Human Job Analysis (HJA)
2. Human Job Analysis (HJA)
This is a form, which is completed by two or three members of the management team in order to identify and establish the behavioural characteristics required for a specific job role taking into account the prevalent corporate culture.
The Human Job Analysis is a pictorial representation of the profile of the job on the four basic behavioural traits. Twenty-four statements describing elements, which exist to a greater or lesser extent in all the jobs, are listed. The people analysing the job are asked to determine the relative importance of each of these factors in the successful performance of the job.
The Human Job Analysis is generated by reconciling the responses of the supervisor, one person who has excelled in the job in question and a third person who is extremely familiar with the intricacies of this job. This Prime HJA indicates the ideal behavioural requirements of the job in question.
3. Team Audit
A relatively recent introduction from Thomas Profiling is the powerful Team Audit. Starting with the Team Analysis questionnaire, which is filled out by the team leader (or the team collectively) in the context of the team’s objectives over a 12-month period, the Team Audit develops the Preferred Team Culture profile drawing on the tenets of DISC and Role theory.
Against this, the composite culture of the existing team (derived from the PPAs of team members) is compared to arrive at a carefully constructed gap analysis. Each team member’s contribution to the team is analysed in detail and a development plan is also drawn up to arrive at the Preferred Team Culture.
4. The Thomas Competence Review System
The Thomas competence review part is made up of three parts:
Functional Competences: Allows the organisation to set standards for the overall function and job and then assess candidate against the overall needs.
Soft Competences: allows the organisation to breakdown the three key items of the functional needs and to assess both the job requirements and the applicant against the key items.
Personal Quality Module: makes it possible for the assessor to take in depth look at the candidate’s behavioural weaknesses and to assess any management problem that may occur.
5. Tests for Selection and Training (TST)
The Thomas TST is an example of the very latest and most advanced normative aptitude tests available. The original research was conducted by the civil services. (UK)
The tests were subjected to numerous (documented) reliability and validity studies, which were completed over a ten-year period.
TSTs maintain all the positive attributes of traditional IQ tests. Whereas IQ is an education-based indicator, TSTs have been developed specifically for the work place and are able to measure Fluid Intelligence and indicate learning ability. The TST system is relevant to work roles at all levels.
The TST battery establishes an individual’s ability in
· Feature Detection
· Reasoning
· Number Speed and Accuracy
· Working memory
· Orientation – Logic and Problem solving
Each of these tests does not take longer than 5 minutes. The results are then translated into a report highlighting the individual’s intellectual strengths. A High overall TST score may indicate good concentration spans, a quick ability to learn complex tasks and willingness to take risks. Conversely such a person may become intolerant and have a tendency to become easily disillusioned. A Low overall TST score could indicate a preparedness to do routine, repetitive jobs and a need for intensive training.
6. Personal Assessment and Development Centers
Thomas Profiling also works on the construction and delivery of customized assessment and development centers to aid in sharp focused assessment of key human resources.
Putting Thomas Profiling to work for you
Thomaskey Software:
Thomas systems are easy to work with and cost effective. The system is applied through a user-friendly software called “Thomaskey” which makes people assessment quick and accurate. The software incorporates over 100 million combinations of behaviour and has been validated across more than 10 million assessments during the last 20 years.
From the Personal Profile, a range of 16 different reports can be obtained from the Thomaskey software on each individual. These reports are:
Individual Reports
· PPA Profile
· Strengths and Limitations Summary
· How to Manage
· Compatibility report
· Career Guidelines
· Executive summary
· Candidate Feedback
· Training Needs analysis
Functional Audits
· Management Capabilities audit
· Sales Potential audit
· Administrative Behavioural Audit
· Call Centre Audit
· Customer Service Audit
Penetrating Questionnaires
· Management interview Questionnaire
· Sales Interview questionnaire
· General Questionnaire
The Human Job Analysis (HJA) uses multiple inputs to effectively define the “ideal” behaviour for a job to be done well. Using the Thomaskey software and HJA inputs, two more useful reports can be generated:
· A Behavioural Job description
· Job Compatibility – Person to Job match
The Thomaskey software is also used to develop Team Audit reports and TST reports.
Essential Applications
Using PPA and HJA inputs provides managers with powerful insights for:
· Effective Recruiting
· Training Needs Analysis and Monitoring Training Effectiveness
· Appraisals
· Career Management and Succession Planning
· Culture Mapping
· Mapping Functional Competence
While the PPA and HJA provide a measure of compatibility, the Thomas TST provides a reliable measure of Ability. By applying these measures together, it is possible to strategically benchmark human resources into four key quadrants along compatibility and Ability dimensions.
While these are wide spread and popular applications, Thomas systems are robust and have been used as an aid in addressing a wide range of issues ranging from team construction, customer service orientation, sales effectiveness, top management sensitisation etc.
For further enquiry you can get me at
or 04023372770
From India, Hyderabad
I am Kiran from Thomas International. We are into behavioral assessments and psychometrics. Thought of sending you our company profile.
THOMAS PROFILING SYSTEMS – AN INTRODUCTION
Thomas International was founded in the United States by Dr. Thomas Hendrickson, Ph.D. in the early 1960s. Since that time, Thomas has become a leading international managerial aid to recruiting, selecting, training, counselling, career planning, team bonding and team management.
The Thomas systems identify and utilize individual strengths and enable employers to release the full potential of their people. The use of the Thomas systems assists managers to motivate, stimulate and energize individuals in the work environment and both directly and indirectly raise their self-esteem, confidence and enthusiasm.
Global Presence of Thomas International:
· 30,000 clients
· Offices in over 50 countries
· 49 languages
· Over 350 consultants and growing
Thomas International provides enterprise-wide solutions for assessing, managing, training and developing human resources and is the originator of a battery of standardised assessment instruments. The battery includes the Personal Profile Analysis (PPA), the Human Job Analysis (HJA), the Team Assessment System (TAS), and Assessments for Selection and Training (TST).
Foundations:
Thomas Profiling work has its roots in the postulates of Prof. Marston’s “theory of Emotions of Normal People” (1928). According to Prof. Marston's theory, there are four fundamental behavioural characteristics in every individual. These are Dominance (D), Influence (I), Steadiness (S) and Compliance (C) -- DISC. These characteristics are present in different proportions in each individual. These DISC factors are used in the Thomas System as the basis for a comprehensive work related, behavioural inventory.
Thomas Profiling is based on the fundamental premise that effective work performance is a derivative of three parameters – Intellect, Skills and Behaviour. The Thomas Profiling System provides the link between the behavioural needs for a particular job (as determined by the organisation) and the behavioural traits of the jobholder or candidate for the job. The system includes five simple elements:
1. Personal Profile Analysis (PPA)
This short form, which takes 5 to 7 minutes to complete, is filled out by the employee or job candidate, and is used to identify the behavioural characteristics of the individual.
The Personal Profile Analysis represents a breakthrough in the analysis of a person's ability to handle a job. It forces the person being evaluated to select the words most / least describing himself or herself at work. By analysing the responses scientifically, it is possible to gain an insight into how this individual will behave in the job and in the work environment. Also, it helps in understanding how this person copes with this environment and in turn gives a key to his / her attitude and possible performance levels.
While the PPA provides an accurate understanding of a person’s work behaviour profile, what makes this profile effective or otherwise is an understanding of how this profile compares with the behavioural dimensions of the job. This is determined by the Human Job Analysis (HJA)
2. Human Job Analysis (HJA)
This is a form, which is completed by two or three members of the management team in order to identify and establish the behavioural characteristics required for a specific job role taking into account the prevalent corporate culture.
The Human Job Analysis is a pictorial representation of the profile of the job on the four basic behavioural traits. Twenty-four statements describing elements, which exist to a greater or lesser extent in all the jobs, are listed. The people analysing the job are asked to determine the relative importance of each of these factors in the successful performance of the job.
The Human Job Analysis is generated by reconciling the responses of the supervisor, one person who has excelled in the job in question and a third person who is extremely familiar with the intricacies of this job. This Prime HJA indicates the ideal behavioural requirements of the job in question.
3. Team Audit
A relatively recent introduction from Thomas Profiling is the powerful Team Audit. Starting with the Team Analysis questionnaire, which is filled out by the team leader (or the team collectively) in the context of the team’s objectives over a 12-month period, the Team Audit develops the Preferred Team Culture profile drawing on the tenets of DISC and Role theory.
Against this, the composite culture of the existing team (derived from the PPAs of team members) is compared to arrive at a carefully constructed gap analysis. Each team member’s contribution to the team is analysed in detail and a development plan is also drawn up to arrive at the Preferred Team Culture.
4. The Thomas Competence Review System
The Thomas competence review part is made up of three parts:
Functional Competences: Allows the organisation to set standards for the overall function and job and then assess candidate against the overall needs.
Soft Competences: allows the organisation to breakdown the three key items of the functional needs and to assess both the job requirements and the applicant against the key items.
Personal Quality Module: makes it possible for the assessor to take in depth look at the candidate’s behavioural weaknesses and to assess any management problem that may occur.
5. Tests for Selection and Training (TST)
The Thomas TST is an example of the very latest and most advanced normative aptitude tests available. The original research was conducted by the civil services. (UK)
The tests were subjected to numerous (documented) reliability and validity studies, which were completed over a ten-year period.
TSTs maintain all the positive attributes of traditional IQ tests. Whereas IQ is an education-based indicator, TSTs have been developed specifically for the work place and are able to measure Fluid Intelligence and indicate learning ability. The TST system is relevant to work roles at all levels.
The TST battery establishes an individual’s ability in
· Feature Detection
· Reasoning
· Number Speed and Accuracy
· Working memory
· Orientation – Logic and Problem solving
Each of these tests does not take longer than 5 minutes. The results are then translated into a report highlighting the individual’s intellectual strengths. A High overall TST score may indicate good concentration spans, a quick ability to learn complex tasks and willingness to take risks. Conversely such a person may become intolerant and have a tendency to become easily disillusioned. A Low overall TST score could indicate a preparedness to do routine, repetitive jobs and a need for intensive training.
6. Personal Assessment and Development Centers
Thomas Profiling also works on the construction and delivery of customized assessment and development centers to aid in sharp focused assessment of key human resources.
Putting Thomas Profiling to work for you
Thomaskey Software:
Thomas systems are easy to work with and cost effective. The system is applied through a user-friendly software called “Thomaskey” which makes people assessment quick and accurate. The software incorporates over 100 million combinations of behaviour and has been validated across more than 10 million assessments during the last 20 years.
From the Personal Profile, a range of 16 different reports can be obtained from the Thomaskey software on each individual. These reports are:
Individual Reports
· PPA Profile
· Strengths and Limitations Summary
· How to Manage
· Compatibility report
· Career Guidelines
· Executive summary
· Candidate Feedback
· Training Needs analysis
Functional Audits
· Management Capabilities audit
· Sales Potential audit
· Administrative Behavioural Audit
· Call Centre Audit
· Customer Service Audit
Penetrating Questionnaires
· Management interview Questionnaire
· Sales Interview questionnaire
· General Questionnaire
The Human Job Analysis (HJA) uses multiple inputs to effectively define the “ideal” behaviour for a job to be done well. Using the Thomaskey software and HJA inputs, two more useful reports can be generated:
· A Behavioural Job description
· Job Compatibility – Person to Job match
The Thomaskey software is also used to develop Team Audit reports and TST reports.
Essential Applications
Using PPA and HJA inputs provides managers with powerful insights for:
· Effective Recruiting
· Training Needs Analysis and Monitoring Training Effectiveness
· Appraisals
· Career Management and Succession Planning
· Culture Mapping
· Mapping Functional Competence
While the PPA and HJA provide a measure of compatibility, the Thomas TST provides a reliable measure of Ability. By applying these measures together, it is possible to strategically benchmark human resources into four key quadrants along compatibility and Ability dimensions.
While these are wide spread and popular applications, Thomas systems are robust and have been used as an aid in addressing a wide range of issues ranging from team construction, customer service orientation, sales effectiveness, top management sensitisation etc.
For further enquiry you can get me at
From India, Hyderabad
I doknow that there are three types of psychometric tests. 1. Ability testing 2. Aptitude testing 3. Personality testing cheeni
From India, Delhi
From India, Delhi
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