Hi Folks
Interesting conversation is taking shape in the area of Psychometric instruments n its uses. M alos pursuing my search 4 finding the rite kind of test 2 b used as n assessment tool 4 the purpose of succession plannin in my organsiation. m already using 1 for recruitment purpose
DISC is definately a strong test m considering. its really quite elaborate n useful ...
Regards
Swati
From India, Chennai
1Interesting conversation is taking shape in the area of Psychometric instruments n its uses. M alos pursuing my search 4 finding the rite kind of test 2 b used as n assessment tool 4 the purpose of succession plannin in my organsiation. m already using 1 for recruitment purpose
DISC is definately a strong test m considering. its really quite elaborate n useful ...
Regards
Swati
From India, Chennai
Hello ,
We are the licensees for Praendex Inc, USA for the Predictive Index (PI) System, which is a unique, in-house management tool that has been helping executives throughout the world develop their leaders and strengthen their organizations since 1955. Based on proven behavioral science techniques, PI identifies workplace-related strengths and provides a clear picture of people at work, so managers can make decisions that work for their businesses and their customers.
The PI system is a unique and proven tool for getting objective, practical knowledge of & insights into the management styles, behavior, attitudes, motivating needs and potential of people in your organization. With the intensive training and support that we provide to your key managers, the insights given by PI can be applied in-house to various issues like:
Strategic Planning / Reorganization
Leadership Development
Managing Change
Productivity Improvement
Employee Motivation
Team Building
Recruitment / Redeployment / Promotion
Conflict Resolution
Organizational Climate
The resulting benefits will be immediate, measurable, and long lasting.
Reduced employee turnover: Savings in recruitment/training expenses and supervision time
Motivated employees: improved sales performance, satisfied customers, better work quality and higher productivity
Customized training & development programs: quicker impact on performance, reduced training costs
Better screening/hiring decisions: more effective employees from their first working day
Focused and motivated teams: better decision making & problem solving
Effective leaders at all levels: decisive management of rapid growth & change, business success!
We would like to present to you the 'Benefits of PI'. Please let us know the date and time convenient to you.
Attached please find the PI brochure, PI Factsheet.
Regards,
Archana Mokhasi
Praendex Management Resources
Tel: +91-020-25887263/25887321
Fax: +91-020-25880918
Mobile: 9324222872
www.piworldwideindia.com
From China, Beijing
We are the licensees for Praendex Inc, USA for the Predictive Index (PI) System, which is a unique, in-house management tool that has been helping executives throughout the world develop their leaders and strengthen their organizations since 1955. Based on proven behavioral science techniques, PI identifies workplace-related strengths and provides a clear picture of people at work, so managers can make decisions that work for their businesses and their customers.
The PI system is a unique and proven tool for getting objective, practical knowledge of & insights into the management styles, behavior, attitudes, motivating needs and potential of people in your organization. With the intensive training and support that we provide to your key managers, the insights given by PI can be applied in-house to various issues like:
Strategic Planning / Reorganization
Leadership Development
Managing Change
Productivity Improvement
Employee Motivation
Team Building
Recruitment / Redeployment / Promotion
Conflict Resolution
Organizational Climate
The resulting benefits will be immediate, measurable, and long lasting.
Reduced employee turnover: Savings in recruitment/training expenses and supervision time
Motivated employees: improved sales performance, satisfied customers, better work quality and higher productivity
Customized training & development programs: quicker impact on performance, reduced training costs
Better screening/hiring decisions: more effective employees from their first working day
Focused and motivated teams: better decision making & problem solving
Effective leaders at all levels: decisive management of rapid growth & change, business success!
We would like to present to you the 'Benefits of PI'. Please let us know the date and time convenient to you.
Attached please find the PI brochure, PI Factsheet.
Regards,
Archana Mokhasi
Praendex Management Resources
Tel: +91-020-25887263/25887321
Fax: +91-020-25880918
Mobile: 9324222872
www.piworldwideindia.com
From China, Beijing
Hello Pragati:
>how does one typically differentaite 'aptitude' as a seperate domain.<
With aptitude tests.
>Moreover is there any particular test which can help to assess thinking styles of ProfileXT particularly?<
I'm not sure what you are asking.
From United States, Chelsea
>how does one typically differentaite 'aptitude' as a seperate domain.<
With aptitude tests.
>Moreover is there any particular test which can help to assess thinking styles of ProfileXT particularly?<
I'm not sure what you are asking.
From United States, Chelsea
Hi Pragati
I am not sure abt the aptitude set for the software engineers.Moreover there are placement institutes specialized in aptitude tests.But i do have few traits which are identified imperative for a software engineer.
As u r doing ur master in org.bhevaior,i need a clarification.Can self assessment tests be used as a part of personality inventory?.
Regards,
Durga
From India, Coimbatore
I am not sure abt the aptitude set for the software engineers.Moreover there are placement institutes specialized in aptitude tests.But i do have few traits which are identified imperative for a software engineer.
As u r doing ur master in org.bhevaior,i need a clarification.Can self assessment tests be used as a part of personality inventory?.
Regards,
Durga
From India, Coimbatore
Hi Durga,
Sorry for a late reply !! :roll:
Basically most psychological tests can be sorted into three general categories :
1) Tests in which the subject performs some specific tasks , such as writing an assay or answering a multiple -choice items etc.
2) tests dat involve observations of the subject's behaviour within a particular context.
3) Self report measures , in which the subject describes his/her feelings , attitudes , beliefs , interests and the like .
Now , many personality inventories can be regarded as self-report tests. This category also includes a variety of surveys , questionaires and polls . A number of masurements technique contain features of both behavior observation and self reports. For eg, interviews may include questions dealing with respondents thoughts, opinions or feelings .
The two methods may not always yield conclusions - person who describes himself or herself as timid and withdrawn may nevertheless exhibit aggressive behavior in a variety of settings .Howevr, the two techniques will often yield comparable and complementary information about the individual.
Hope this provides some input as to how n why self report measures are imp in personality testing but a later validation of these reports should be done later by probing and observation during interview, specially in pre-selection assessment.
Anything else .. plz lemme kno..i'l be more dan glad to help! :D
Regards,
Pragati
From India, Bangalore
Sorry for a late reply !! :roll:
Basically most psychological tests can be sorted into three general categories :
1) Tests in which the subject performs some specific tasks , such as writing an assay or answering a multiple -choice items etc.
2) tests dat involve observations of the subject's behaviour within a particular context.
3) Self report measures , in which the subject describes his/her feelings , attitudes , beliefs , interests and the like .
Now , many personality inventories can be regarded as self-report tests. This category also includes a variety of surveys , questionaires and polls . A number of masurements technique contain features of both behavior observation and self reports. For eg, interviews may include questions dealing with respondents thoughts, opinions or feelings .
The two methods may not always yield conclusions - person who describes himself or herself as timid and withdrawn may nevertheless exhibit aggressive behavior in a variety of settings .Howevr, the two techniques will often yield comparable and complementary information about the individual.
Hope this provides some input as to how n why self report measures are imp in personality testing but a later validation of these reports should be done later by probing and observation during interview, specially in pre-selection assessment.
Anything else .. plz lemme kno..i'l be more dan glad to help! :D
Regards,
Pragati
From India, Bangalore
Hai I am working on a small projact.if anybody knows the psychometric test standards and the reasons why it is useful in selecting a candidate.send me the information .
>I am working on a small projact.<
Is the project for school or work?
>if anybody knows the psychometric test standards<
Tests need to be reliable and valid.
>and the reasons why it is useful in selecting
a candidate. send me the information.<
Selection successes increase while failures decrease.
From United States, Chelsea
Is the project for school or work?
>if anybody knows the psychometric test standards<
Tests need to be reliable and valid.
>and the reasons why it is useful in selecting
a candidate. send me the information.<
Selection successes increase while failures decrease.
From United States, Chelsea
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Psychometric Tools.xls
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