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L3: Individual Differences and Assessment (Other Forms of Assessments…
L3: Individual Differences and Assessment
Introduction
Use of Individual Difference Assessments
Training & Development
Promotion
Employee selection
Importance of selecting the right employee
Better fit with organisation culture = increased harmony + productivity
Better fit with job = stay in job longer + save money
Better performer = more income for organisation
Additional Individual Differences
Knowledge
Procedural (practice)
Declarative (description + relation)
Tacit (street-smart)
Competencies
Individual differences + behaviour = level in accomplishing tasks
Skills
Technical + non-technical
Practice acts
Types of Individual Difference Assessments
Interview / Work Sample / Job try-outs
Job Knowledge Test, Physical / ability / personality tests
CV / Resume
Assessment centeres, graphology
Varieties of Individual Differences
Personality
Interests
Abilities
Knowledge
Emotion
Why Assessments, not Conversation?
Can't process all the information received at once
Behavioural competencies not clearly specified for purposes
Can't agree what is good evidence of good fit / performance
Observers are often unreliable judges (halo effect, first impression, similarity, persuaded by persuasive people)
Main assumptions when applying individual differences model
Relative the same even after training
Different jobs = different attributes
Attributes are: stable + different
Can be measured
Psychometric Tests
Purpose of Psychometric Tests
What is tested?
Universal Competency Framework (8)
What is it?
Types of Psychometric Tests
Cognitive Ability Test
General Mental Ability = reliable predictor of WP
Group factors in Intelligence g
Issues with Defining it: synonyms
Narrow vs. Broad band predictions (closer assessment to competency = better prediction of job)
Personality Questionnaires
HEXACO
Main types of Personality Questionnaires
Normative (free-rein)
Ipsative (Force-choice)
Big Five Factor (OCEAN)
Issues with PQ = too many items, ME, fake responses
Testing for Integrity
Overt (direct)
Covert / Personality-based (indirect qn)
Other Forms of Assessments
Biographical Data (application data)
Grades & Letter of Recommendation (Job offers but not job success - uncertain validity and fairness)
Situational Judgement Test (What-if scenarios; fair and accepted)
Psychomotor Abilities
Work Sample Tests (realistic-job simulation)
Sensory Abilities (5 senses)
Assessment Centers (assessed in groups)
Controversial: Graphology / Polygraph (lie-detector)
Interviews
Summary
Versatile uses in clinical settings to corporate companies
Measures most reliable if have empirical relationship with criterion
There's uncertainty like all sciences
Different assessments combined = Better validity
Psychological Assessment = scientific research
Add value if targeted: better fit to job / organisation for individual