remember "case studies" in MBA...
watson and glaser critical thinking tool measures just that "assumption/ arguments/ conclusion"....
Watson-Glaser Critical Thinking Test | ThinkWatson.com
From India, Delhi
41watson and glaser critical thinking tool measures just that "assumption/ arguments/ conclusion"....
Watson-Glaser Critical Thinking Test | ThinkWatson.com
From India, Delhi
Psychometrics and other personality profiles are great tools when used by appropriately trained professionals. I recommend that you receive your training in psychometrics from a program that leads you to being certified by the British Psychological Society. The training is generally conducted by organizational psychologists, and your portofolio so scored by the same. The training provides you with a strong foundation for understanding how to evaluate and use other instruments.
Psychometrics are useful for understanding personality impacts on performance ie, what an individual will naturally gravitate toward, and how they may be inclined to think, communicate and analyze, Ability tests measure crystallized and /or fluid intelligence.
However, it not ethical to make a judgement in a high stakes environment with just one tool. Furthermore, the predictive value of psychometrics on future performance is significantly less that with other behavior based activities.
There are many fine tools out there - success in working them is related to thourough understanding of the tool, intended use, its reliabilty, appropriateness of norms groups, and its degree of freedom from cultural bias. Testing is best done in the language in which the person tends to "think". The tendency to want to use cheap and quick tests sometimes only muddies the water.
Many organizations use a combination of tools in an assessment center, in addition to doing a background check.
Creating an assessment process that is fair, yet robust, effective, efficient and within budget takes review and planning.
Bruncha M Milaszewski, MA CMF,CGTP
Career and Workforce Development Consultant
Certified Level A/ B workplace assessor
Certified PRISM Brainmapping Practicioner
General Manager, Capita - Global FZE
linkedin profile:Bruncha Milaszewski, MA CMF CGTP | LinkedIn
From United Arab Emirates, Dubai
Psychometrics are useful for understanding personality impacts on performance ie, what an individual will naturally gravitate toward, and how they may be inclined to think, communicate and analyze, Ability tests measure crystallized and /or fluid intelligence.
However, it not ethical to make a judgement in a high stakes environment with just one tool. Furthermore, the predictive value of psychometrics on future performance is significantly less that with other behavior based activities.
There are many fine tools out there - success in working them is related to thourough understanding of the tool, intended use, its reliabilty, appropriateness of norms groups, and its degree of freedom from cultural bias. Testing is best done in the language in which the person tends to "think". The tendency to want to use cheap and quick tests sometimes only muddies the water.
Many organizations use a combination of tools in an assessment center, in addition to doing a background check.
Creating an assessment process that is fair, yet robust, effective, efficient and within budget takes review and planning.
Bruncha M Milaszewski, MA CMF,CGTP
Career and Workforce Development Consultant
Certified Level A/ B workplace assessor
Certified PRISM Brainmapping Practicioner
General Manager, Capita - Global FZE
linkedin profile:Bruncha Milaszewski, MA CMF CGTP | LinkedIn
From United Arab Emirates, Dubai
a note to check on your selection of traits/ BARS definition..
Below mentioned is one single trait i.e. "adaptability" but of 6 different types.
1. adaptability to change
2. adaptability to repetition
3. adaptability to pressure
4. adaptability to isolation
5. adaptability to discomfort
6. adaptability to hazards
-------------------------------------------------------------------------------------------------------------------------
several years back, IGNOU received an award for best courseware in asia.
they have a program on MA (psychology), try reading their courseware (theory but good)
major drawback is distance learning..
Indian Society for Applied Behavioural Science is another good place but requires full time efforts.
From India, Delhi
Below mentioned is one single trait i.e. "adaptability" but of 6 different types.
1. adaptability to change
2. adaptability to repetition
3. adaptability to pressure
4. adaptability to isolation
5. adaptability to discomfort
6. adaptability to hazards
-------------------------------------------------------------------------------------------------------------------------
several years back, IGNOU received an award for best courseware in asia.
they have a program on MA (psychology), try reading their courseware (theory but good)
major drawback is distance learning..
Indian Society for Applied Behavioural Science is another good place but requires full time efforts.
From India, Delhi
Hello Bruncha Thanks again for informative post. I am a clinical psychologist by education. I practise psychology as well as in the field of L & D and OD for past 6 years. Now moving to AC/DC. :)
From India, Mumbai
From India, Mumbai
most of the instruments used in these tests like firo b . mbit etc were designed based on western culture and language. some times it becomes to understand the intent behind the question and often ideal self comes in rather than the actual self. how to over come these issues ???
From India, Hyderabad
From India, Hyderabad
Kishore,
One way to address to address you concerns is to use normative tests and check to see if the vendor has norms that were created for your population.
Tests are always subject to the language understanding of the test taker, even in Western environments. However, reliable test creators do make a solid effort to make their questions less ambigious.
Regarding ideal self results, a reliable and valid instrument should have some checks and balances built into it for handling "fake good, fake bad" or some skewing of the results.
Remember, that in recruitment and selection, as well as promotion, ethical practice suggest that you never use one tool as the deciding factor in high stakes situations. If what you see in the interview, and other assessments doesnt match the test - ask the candidate, and question the outcome of the test.
Personality Testing should add value and another dimension to the evaluation of best fit, but behavioral assessments, and history of past performance ( validated) are of higher value in my judgement.
From United Arab Emirates, Dubai
One way to address to address you concerns is to use normative tests and check to see if the vendor has norms that were created for your population.
Tests are always subject to the language understanding of the test taker, even in Western environments. However, reliable test creators do make a solid effort to make their questions less ambigious.
Regarding ideal self results, a reliable and valid instrument should have some checks and balances built into it for handling "fake good, fake bad" or some skewing of the results.
Remember, that in recruitment and selection, as well as promotion, ethical practice suggest that you never use one tool as the deciding factor in high stakes situations. If what you see in the interview, and other assessments doesnt match the test - ask the candidate, and question the outcome of the test.
Personality Testing should add value and another dimension to the evaluation of best fit, but behavioral assessments, and history of past performance ( validated) are of higher value in my judgement.
From United Arab Emirates, Dubai
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