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10 (1) - Psychological Assessment

The document discusses various psychological assessment tools used to measure intelligence, aptitude, and personality, including IQ tests, aptitude tests, and personality inventories. It also covers assessment centers which use multiple assessment techniques like role plays, case studies, and interviews to evaluate candidates on competencies. Standardization, reliability, and validity are important concepts for ensuring tests and assessments provide accurate and meaningful information.

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119 views16 pages

10 (1) - Psychological Assessment

The document discusses various psychological assessment tools used to measure intelligence, aptitude, and personality, including IQ tests, aptitude tests, and personality inventories. It also covers assessment centers which use multiple assessment techniques like role plays, case studies, and interviews to evaluate candidates on competencies. Standardization, reliability, and validity are important concepts for ensuring tests and assessments provide accurate and meaningful information.

Uploaded by

amohuidrom
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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PSYCHOLOGY FOR MANAGERS

SESSION

PSYCHOLOGICAL
ASSESSMENT
MEASUREMENT OF
INTELLIGENCE
 Stanford Binet Tests : Verbal content

 Intelligence Quotient (IQ) =


Mental Age X 100
Chronological Age

 Now , IQ indicates an individual’s performance


on an intelligence test relative to those of other
persons
WECHSLER SCALES
 WISC Scale, WAIS Scale

 Verbal Tests:
Information , Digit Span, Vocabulary, Arithmetic, Comprehension

 Non-verbal / Performance Tests:


Picture Completion, Picture Arrangement, Block Design, Object
Assembly, Digit Symbol

 Individual Test
TESTS OF INTELLIGENCE

 Group Tests : Screening people for World


War I in 1917
Army Alpha & Army Beta Tests, Otis
Tests, Cognitive Abilities Tests

 Culture Fair Tests:


Raven Progressive Matrices
Cattell’s Culture Fair Test
APTITUDE TESTS
 Verbal
 Numerical
 Spatial
 Perceptual Speed & Accuracy
 Reasoning
 Originality & Ideational Fluency
 Word Fluency
 Special Abilities: Music, Artistic, Psychomotor,
Physical etc.
 E.g. DAT. GATB
MULTIPLE INTELLIGENCES
Howard Gardner

1. Naturalistic
2. Existential
3. Spatial
4. Linguistic
5. Logical
6. Kinesthetic
7. Musical
8. Intra-personal
9. Inter-personal
PERSONALITY TESTING
 Personality Questionnaires:
16 Personality Factors Test
CPI – California Psychological Inventory
EPI- Eyesenck Personality Questionnaire
MMPI- Minnesota Multiphasic Personality
Inventory
MBTI- Myers-Briggs Type Indicator

 Projective Measures:
Rorschach Ink-Blot Test
Thematic Apperception test (TAT)
ESSENTIALS OF TESTING
Test Standardization
 Well constructed tests show a normal
distribution of scores
 The ‘bell curve’
 Most scores fall near the middle and
fewer & fewer scores occur at the
extremes
 Helps in determining just where an

individual stands relative to other


persons who took the test
ESSENTIALS OF TESTING
Reliability
 The extent to which the test yields the same result
each time it is applied to the same quantity

 Internal Consistency: All items on the test actually


measure what the test is designed to measure.
 Split-Half Reliability: Correlation between scores
on two parts of the test
 Test-Retest Reliability: Measure of the extent to
which scores on a test remain stable over time.
ESSENTIALS OF TESTING
Validity
 The extent to which a test actually measures
what it claims to measure

 Content Validity: The extent to which items on


a test are related in a straight-forward way to the
characteristic the test aims to measure

 Criterion Validity: The extent to which scores


on a test are related to behaviors (criteria) that
are relevant to the characteristics the test
purports to measure
TESTING IN ORGANIZATIONS
 Recruitment and Selection
- Technical Tests
- Skill Tests
- General Ability Tests
- Job Sample Tests
- Structured Interview

 Training & Development


 Performance Appraisal & Promotions
 Surveys
 Assessment / Development Centers
- Competency based
ASSESSMENT CENTER
 Is a multiple assessment approach
 Uses a variety of assessment techniques
 Multiple Trained Assessors to reduce
subjectivity
 Assessments made on several dimensions
 Several candidates are assessed together

 Applications:
- Identification of potential
- Diagnosis of Training & Development needs
- Organizational Planning
- Team Skills Development
ASSESSMENT TOOLS
 Group Discussion (Unstructured ,
Structured)
 Oral Communication
 Written Communication
 Role Plays
 Case Study Analysis (Real / Simulated)
 Group Simulation Exercise
 In-basket Exercise
 Pen-and-Paper Exercise
 Competency based Interview
COMPETENCY MATRIX
 Business Development
 Problem Solving & Decision Making
 Communication; Oral Written
 Productive Thinking
 Planning & Organizing
 Team work
 Resource Management
 Inter-personal Communication
 Influencing
 Leadership
RATING SCALE
 A uniform & generally descriptive
assessment criteria for rating
performance on various Assessment
exercises.

 Based on recording evidence of


behavioral indicators on competencies

 Results integrated from various exercises


& assessors
REFERENCES

 Psychology : Baron
 www.hr-guide.com/data/G318.htm
 www.joe.org/joe/2000
 www.psc-cfp.gc.ca/ppc/assessment
 www.simulations.co.uk

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