Professional Documents
Culture Documents
Personality Tests
Paramjit Sharma
Human Asset is the only Asset which appreciate (Human Resource Accounting)
Johari Window
Self
Known Unknown
Known
Others Unknown
Open
Blind
Hidden
Unknown
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Selection
Paramjit Sharma
Selection
Selection Techniques Interviews Group discussion Individual differences Causes of differences Human Traits Performance Traits
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Selection
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Physique
Skills
Individuals
Temperaments
Job Knowledge
Paramjit Sharma
Gender
Paramjit Sharma
Expressive Traits
Human Traits
Physical traits Movement traits Perceptual traits Style Traits Age Traits Gender Traits
Performance Traits
Intellectual Traits Non Intellectual Traits Physical Performance Traits Special Aptitudes and Abilities
Intellectual
A psychological test is a standardized measure of a sample of human behavior that is used to measure the individual differences that exist among people.
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Development of Tests
Test in addition to other techniques Tests to predict weaknesses than Strengths Testing before use Tests only if other techniques fails Test Scores may not be the decision point
Paramjit Sharma
Job Analysis Developing an Appropriate Test Pilot Test Developing Battery of Tests Validation of Tests
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Reliability
It is the degree to which people earn almost same scores each time they are administered the test or measured. weighing machine
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Validity
Refers to the ability of a test to measure what it was designed to measure. What psychologist are trying to know about intelligence?
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Standardization
Standardization refers to the uniform procedures used in administrating and scoring a test. Conditions in which tests are to be administered
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Objectivity
A test is said to be objective when two or more person interpreted the results in the same way and derive the same conclusions about it. There is no subjectiveness of the psychologist opinion or bias
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Norms
Norms refers to test scores of individuals in comparison to reference group percentiles, percentage
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Classification of Tests
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Tests
Aptitude Tests
Achievement
Tests
Situational Tests
Personality Tests
Interest Tests
Paramjit Sharma
Aptitude Tests
Aptitude test measures the potential of an Individual for a particular job. Aptitudes are Potentialities, which the candidate possess for Learning the skill required to do the job effectively
Paramjit Sharma
Paramjit Sharma
Intelligence Tests
Otis Age of Intelligence Differential Aptitude Test Verbal Reasoning Numerical Ability Mechanical Reasoning Clerical abilities Language Usage
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Achievement Tests
Tests given to those applicants Who have already achieved some training in a particular trade and claims to have knowledge about something
Performance Tests
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Performance Tests
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This type of test measures the actual Performance of the candidates on the Job. Typing, computer programming
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Situational Tests
This type of test evaluate the candidates in a similar type of situation that he may face on the Job.
A finance manager may be given a Problem of investment where information about stock market can be given to him and he may be asked to take decision
Paramjit Sharma
Interest Tests
Tests conducted to understand likings and disliking of the candidates in relation to their job
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Interest Tests
The Strong Vocational Interest Blank (SVIB) 400 items of liking and disliking Grouped in 8 parts Which group one individual falls Kudar Preference Record (KPR) 10 groups and 1 for verification also suggested occupations for the groups KPR Occupational 38 occupation and one for verification
Paramjit Sharma
Personality Tests
Personality may be defined as the sum total of behavior or sum total of all the qualities or characteristics that an individual has inherited and acquired by experience. P= F (HE) Where F is function H is hereditary characteristics E is Environmental learning's
Paramjit Sharma
Paramjit Sharma
Openness
Big Five personality traits
Curious vs Cautious. Transparency Appreciation for art, emotion, adventure, unusual ideas,
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Conscientiousness
Big Five personality traits
Efficient/ Organized vs. Easy-going / careless).
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Agreeableness
Friendly / Compassionate vs.
Competitive / Outspoken). A tendency to be Cooperative rather than suspicious
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Neuroticism
Sensitive / nervous vs. Secure / confident). A tendency to experience unpleasant emotions, such as anger, anxiety, depression
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Extroversion
Big Five personality traits
Outgoing / Energetic vs. Shy / Reserved.
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Alert to their environment Mix with people Ups and down in mood Express emotions Impulsive in action Likes action Likes change Adapts readily
Absent minded Avoid social Contacts Apparently even tempered Not Expressive Thinks before acting Likes reflection Dislikes change Not Easily Adaptable
Paramjit Sharma
Personality Tests
Personality may be defined as the sum total of behavior or sum total of all the qualities or characteristics that an individual has inherited and acquired by experience. P= F (HE) Where F is function H is hereditary characteristics E is Environmental learning's
Paramjit Sharma
Paramjit Sharma
Openness
Big Five personality traits
Curious vs Cautious. Transparency Appreciation for art, emotion, adventure, unusual ideas,
Paramjit Sharma
Conscientiousness
Big Five personality traits
Efficient/ Organized vs. Easy-going / careless).
Paramjit Sharma
Agreeableness
Friendly / Compassionate vs.
Competitive / Outspoken). A tendency to be Cooperative rather than suspicious
Paramjit Sharma
Neuroticism
Sensitive / nervous vs. Secure / confident). A tendency to experience unpleasant emotions, such as anger, anxiety, depression
Paramjit Sharma
Extroversion
Big Five personality traits
Outgoing / Energetic vs. Shy / Reserved.
Paramjit Sharma
Pl be frank with yourself in answering 16 questions 1 A job is what you make of it.
2 On most jobs people can pretty accomplish whatever they set out to accomplish 3If you know what you want out of job, you can find a job that gives it to you 4 If employees are unhappy with the decision made by the boss, they should do something about it. 5 Getting a job you want is mostly a matter of luck. 6 Making money is primarily a matter of good fortune 7 Most people are capable of doing their jobs well if they make the effort. 8 In order to get good job you need to have acquaintances at high places 9 Promotions are usually a matter of good fortune 10 To land on a good job, it is more important to know people than knowing the job 11 Promotions are given to those employees who performs well on jobs 12To make lots of money you have to know the right people. 13 it takes a lot of luck to be an outstanding employee on most jobs 14 People who performs their jobs well are generally rewarded for it. 15 Most people have influence over their supervisors, except you 16 The main difference between people who make a lot of money and people who makes a little money is luck
Subjective Tests
Personality Tests Objective Tests
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Subjective Tests
Personality Tests
The candidate himself discloses what he knows about himself. He makes observations of himself and reports his findings to the Psychologists case history, interview, autobiography .set of questionnaires
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Objective Tests
Personality Tests
Bell Adjustment Inventory California Psychology Inventory Guilford-Zimmern Tempramental Survey Minnesota Multiphasic Inventory
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Paramjit Sharma
5 different forms
Primary, elementary, intermediate, secondary, Adult The scales are grouped into Personal Adjustments Self reliance, Personal freedom, feeling of belongingness. Social Adjustments Social Standard, Family relations, Occupational Relations
Paramjit Sharma
Paramjit Sharma
Traits Traits
1 General 2 Restraint 3 Ascendance 4 Sociability 5 Emotional 6 Objectivity 7 Friendliness 8Thoughtfulness 9 Personal Relations 10Masculinity
High
Low
1 slow 2 Carefree 3 Submissive 4 lonely 5 pessimistic 6 sensitive 7 suspicious 8 Hostile 9 Critical 10 Interest in 10 traits
Guilford Zimmerman Temperament Survey
1 Fast 2 Serious-minded 3 Leader 4 Many friends 5 Optimistic 6 Thick-skinned 7 tolerance 8 Poise 9 Faith in others 10 Interest in
Masculine activities
feminine activities
Paramjit Sharma
McKinley-1940 It assesses those traits of phases of human personality that are characteristics of psychological normal or abnormality. Inventory consist of 500 affirmative statements which a candidate is to answer as true, false or cannot say Minnesota Multiphsic Personality Inventory
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Neurological Disorders Motor Disturbance Sexual Attitude Political Attitude Religious Attitude Occupation Family
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Neurotic Symptoms Obsessions Compulsions Delusions Illusions Phobias Sadistic trends Anxiety
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Projective Tests
Personality Tests
The projective technique is an instrument that is considered especially sensitive to unconscious aspects of behavior. Hndzey has described 5 classes of methods Associative techniques Ordering Techniques Construction Techniques Expressive Techniques Completion Technique
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Associative Technique
Subjects are asked to react to words, inkblots or other stimuli with first thought coming to mind
Projective Tests
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Construction Technique
Projective Tests
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Completion Technique
Projective Tests
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Ordering Technique
Projective Tests
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Expressive Technique
Projective Tests
Paramjit Sharma
Paramjit Sharma
The subject respond to ambiguous inkblots as a diagnostic tool in studying unconscious processes
Paramjit Sharma
Candidates are shown cards or pictures and asked to tell a story about each card. He is asked to depict the scene on the card, what the characters are thinking and feelings and what is the outcome of the Scene
Paramjit Sharma
Test of Vision Test of Colour Vision Auditory Tests Motor and Manual Tests Hand Dynamometer Tests Reaction Time Tests Manual Dexterity Test Crawford Small Parts Dexterity Tests Stromberg Dexterity Tes Bennett Hand Tools Dexterity Test
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Testers Credentials
Analysis of Test Results
Paramjit Sharma
Motivation Leadership Skills Communication Understanding Others Decision Making Improve Memory Performance and Competence Health
Paramjit Sharma