Psychological Assessment is an important course for undergraduate students since this is included in

your board examination as stated in the Article 5 section 15: that Examination subjects for
Psychometrician are the following; Theories of Personality, Abnormal Psychology, Industrial Psychology
and Psychological Assessment

For example… a spelling test – this measures how well you spells or the extent to which one has learned
to spell a specific list of words, As we all know, the test that our instructors or professors gives may not
measure your full understanding of the material. This is because a test measures only a sample of
behavior and error is always associated with a sampling process. Test scores are not perfect measures
of a behavior or characteristic, but they do add significantly to the prediction process, as you will see.

For example – classified, graded on a scale or counted. Because psychological and educational tests are
made up of items, the data they produce are explicit and hence subject to scientific inquiry. In short –
An ITEM are the specific questions or problems that make up a test.

Overt Behavior – refers to an individual’s observable activity. Some Psychological test attempt to
measure the extent to which someone might engage in or “emit” a particular overt behavior. Other
tests measure how much a person has previously engaged in some overt behavior.

Behavior can also be Covert – that is, it takes place within an individual and cannot be directly observed.
For example, your feelings and thoughts are types of covert behavior. Some test attempt to measure
such behavior. Psychological and educational test thus measure past or current behavior. Some also
attempt to predict future behavior, such as success in college or in an advanced degree program..

Psychological test measures past, present or future human behavior.

Scores on tests maybe related to traits also, which are enduring characteristics or tendencies to respond
in a certain manner. “Determination” sometimes seen as “stubbornness” is an example of trait… (+ to - )
or “Shyness” can be seen as “Reserved” (- to +)

Tests and Assessments are two separate but related components of a psychological evaluation.
Psychologist use both types of tools to help them arrive at a diagnosis and a treatment plan.

If you or a family member has been referred for psychological testing, you probably have some
questions about what to expect. Or you may have heard about psychological testing and wonder if you
or a family member should be tested. Psychological testing may sound intimidating, but it is designed to
help you.

In many ways, psychological testing and psychological assessment are similar to medical tests. If a
patient has physical symptoms, a primary care provider may order X-rays or blood tests to understand
what’s causing those symptoms. The results of the tests will help inform develop a treatment plan.

Psychological evaluations serve the same purpose. Psychologist use tests and other assessment tools to
measure and observe a client’s behavior to arrive at a diagnosis and guide treatment.

(Source: https://apa.org/psychological-testing-assessment)

Testing involves the use of formal test such as questionnaires or checklists. These are often described as
“norm-referenced” tests. That simply means the tests have been standardized so that test-takers are
evaluated in a similar way, no matter where they live or who administers the test. A “norm-referenced”
test of a child’s reading abilities, for example, may rank that child’s ability compared to other children of
similar age or grade level. Norm-referenced test have been developed and evaluated by researchers
and proven to be effective for measuring a particular trait or disorder.

A psychological assessment can include numerous components such as norm-referenced psychological

tests, informal tests and surveys, interview information, school or medical records, medical evaluation
and observational data. A psychologist determines what information to use based on the specific
questions being asked. For example, assessments can be used to determine if a person has a learning
disorder, is competent to stand trial or has a traumatic brain injury they can also be used to determine
if a person would be a good manager or how well they may work with a team.

One common assessment technique, for instance, is a clinical interview. When a psychologist speaks to
a client about his or her concerns and history, they’re able to observe how the client thinks, reasons and
interacts with others. Assessments may also include interviewing other people who are close to the
client, such as teachers, co-workers or family members (such interviews, however, would only be
performed with written consent from the client)

Achievement test - measure a person’s previous learning in a specific academic area (for example,
computer programming, trigonometry, psychology). A test that requires you to list the three
characteristics of psychological tests would be considered an achievement test.
Achievement tests are also referred to as tests of knowledge. Achievement tests are used primarily in
educational settings to determine how much students have learned or what they can do at a particular
point in time. Many schools rely on achievement test so as to compare what students know at the
beginning of the year with what they know at the end of the year, to assign grade section, to identify
students with special educational needs, and to measure students’ progress.

Aptitude - assess a test taker’s potential for learning or ability to perform in a new job or situation. It
also measure the product of cumulative life experiences—or what one has acquired over time. They
help determine what “maximum” can be expected from a person. Schools, businesses, and government
agencies often use aptitude tests to predict how well someone will perform or to estimate the extent to
which an individual will profit from a specified course of training. Vocational guidance counseling may
involve aptitude testing to help clarify the test taker’s career goals. If a person’s score is similar to scores
of others already working in a given occupation, the test will predict success in that field.

Intelligence tests, like aptitude tests, assess the test taker’s ability to cope with the environment, but at
a broader level. Intelligence tests are often used to screen individuals for specific programs (for example,
gifted programs, honors programs) or programs for the mentally challenged. Intelligence tests are
typically used in educational and clinical settings.

Personality Test = measure human character or disposition. The first personality tests were designed to
assess and predict clinical disorders. These tests remain useful today for determining who needs
counseling and who will benefit from treatment programs. Newer personality tests measure “normal”
personality traits.

Personality tests can be either objective or what we called Structured and Projective.

Example of Structured is MBTI = the Myers–Briggs Type Indicator (MBTI) is often used by
industrial/organizational psychologists to increase employees’ understanding of individual differences
and to promote better communication between members of work teams. Career counselors also use the
MBTI to help students select majors and careers consistent with their personalities.

Example of Projective is TAT = that serve the same purpose as some objective personality test but they
require test takers to respond to unstructured or ambiguous stimuli.
Interest Inventories = assess a person’s interests in educational programs for job settings and provide
information for making career decisions. Because these tests are often used to predict satisfaction in a
particular academic area or employment setting, they are administered primarily to students by
counselors in high schools and colleges. Interest inventories are not intended to predict success; rather,
they are intended only to offer a framework for narrowing career possibilities.

Difference of Psychological Testing & Psychological Assessment

BASIS OF DIFFERENCE