Testing and Interviewing
Chapter 6
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Employee Selection
Testing
Application Form
BASIC SELECTION CRITERIA
Formal Education
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BASIC SELECTION CRITERIA
Experience and Past Performance
Physical Characteristics
Personality Characteristics
• Anastasi - It is essentially an objectives a standardised measured of sample of behaviour.
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• Russel & Cronbach-Psychological tests are careful observations of actual performance under standard conditions
Purpose of testing
- Measure individual differences-difference reactions
- Identify intellectually deficient persons
- Identify and diagnose mentally retarded, some emotional disorders.
- Self understanding and personnel development
- Solution to wide range of practical problems
- How they affect people's life chances and opportunities
- To select and classify military personnel
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Types of Tests
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- Ability test
- Situational tests
- Achievement tests
- Interest tests
- Personality tests
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• Ability test: test designed for evaluating the group level achieved by an individual on a subject.
- Numerical abilities, analytical abilities, emotional ability etc.
• Achievement test – knowledge level of an individual in a specific field. Knowledge with respect to a specific topic
Two types:
Job knowledge test - pertaining to specific job
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Work sample tests- part of actual work to the candidate
• Situational tests- Situational judgement tests (SJTs) or Inventories (SJIs) are a type of psychological test which present the test-taker with realistic, hypothetical scenarios and ask individual to identify the most appropriate response or to rank the responses in the order they feel is most effective
• Interest test- inventory of all likes and dislikes of the candidates pertaining to their work, occupation, hobbies etc.
• Personality tests- examine individual in terms of his value system, emotion, attitude, behavior etc..
Standards selection test
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• Reliability: Test scores should not vary widely under repeated conditions.
• Validity: Validity is the extent to which an instrument measures what it intends to measure.
Measure the factors for which it is designed
• Qualified People: Test require a high level of professional skills in their administration and interpretation.
• Preparation: A test should be well prepared, should be easy to understand and simple to administer.
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• Suitability: a test must fit the nature of the group on which it is applied.
• Usefulness: Exclusive reliance on any single test should be avoided, since the results in such a case are likely to be criticized.
• Standardization: Norms for finalising test results should be established.
Advantages of testing
• Objectivity-objective and unbiased element
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• Prediction
• Interview synergy -produce a profile of the candidate
• Employee development
• Return on investment
Disadvantages of testing
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• Unsuitability for smaller group
• Performance prediction may not be effective
• Supplement only
• Lack of flexibility
Purpose of ability tests
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• Help in proper choice of course and career
• Predict future success
• Supplement other psychological tests
Ability tests / aptitude tests
• a test designed to determine a person's skill in a particular skill or field of knowledge.
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• An Aptitude tests is designed to discover the potentiality a given person has for learning some particular skill
Types of ability tests
- Clerical ability tests
- Mental ability tests
- Mechanical ability tests
- Physical ability tests
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• Clerical Ability tests are part of the selection process in jobs such as: clerks, receptionists, secretaries and more. A full Clerical Ability test will include one or more of the tests below.
Types of skills to tested in clerical tests:
- Basics skill
- Knowledge
- Software working
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Minnesota clerical tests
• the employers have been utilizing it to measure your clerical perceptual speed and accuracy, for different clerical jobs.
• 15 minutes test
• The classic Minnesota Test is comprised of two separately timed sub-tests;
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• number comparison
• name comparison.
• 100 similar and 100 dissimilar items of digital and letter combination
• Identical and dissimilar pair in each item
• Number subtest-3-12 digits
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• Names-7 to 16
• It is a multiple choice questionnaire. You can find only one correct answer in each item.
• You will find very slight difference in each dissimilar pair. It may be a letter or a digit.
• The identical pairs are mixed with dissimilar pairs randomly.
• It is a speed test. Answer as quickly as possible. Keep in mind the time limitations.
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• It is more critically an accuracy test. One mistake shall cost you two scores. One of its own and other deducted from your correct answers.
Mechanical ability tests
• Mechanical aptitude tests, or mechanical reasoning tests, are commonly administered for technical and engineering positions.
• The mechanical aptitude test measures your ability to understand and apply mechanical concepts and principles to solve problems.
• Mechanical Aptitude tests are part of the selection process in a large array of jobs such as: aircraft technician, auto mechanic, fire fighter, military careers and more.
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• Most mechanical aptitude tests include questions about mechanical tools and equipment
Bennett mechanical comprehension tests
• is a popular assessment used in several fields including technical and industrial occupations
• The test was developed to measure a person's aptitude for understanding and applying mechanical principles
• an employer may infer future performance in jobs that require these skills
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• The Bennett Mechanical Test is used to identify individuals with good mechanical reasoning abilities and spatial perception.
BMCT
• The BMCT consists of 68 multiple-choice questions with a 30-minute time allotment and can be administered on paper or online. It is currently available in two forms, Form S and Form T.
• The BMCT II consists of 55 multiple-choice questions with a 25-minute time allotment and is administered online only.
The BMCT and BMCT- II is used to assess the following:
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- Mechanical aptitude
- Spatial visualization
- Application of physics
- Deduction of "how things work"
Who is Required to Take the BMCT
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Individuals who work in the following industries may be required to take the BMCT:
- Engineer
- Automotive Mechanic
- Equipment Operators/Transportation Trades (Truck Driver)
- Automotive and Aircraft Mechanic
- Industrial/Technical Sales Representative
- Installation/Maintenance/Repair
- Skilled Tradesperson (Welder, Electrician, Carpenter)
- Mechanical Trades
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Mental ability test /Intelligent
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• Intelligence tests are psychological tests that are designed to measure a variety of mental functions, such as reasoning, comprehension and judgment
Classification of Mental ability
• On the basis of administrative practice:
Individual tests - single person's intelligence at a time.
Group test -more than one person's intelligence at a time
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On the basis of subject matters and language
- Verbal test -language of instruction, contents and response
- Performance tests and non verbal test – problem is solved though constructive or passive action Includes arrangement of pictures, picture completion, picture puzzles etc.
• On the basis of Efficiency of performance
- Power test individual's skill in a particular area are tested. No time limit
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- Speed tests, questions are equally tough and are to be solved in a given time
Individual intelligence tests
• -understand individual cognitive strengths and weakness
Two main individual intelligence tests
- Standford Binet
- Wechsler (WIS)
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Standard binet
• Ensures that all the items contribute equally to total IQ score
• Revisions are
• 1905
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• 1908
• 1911
• 1916-age scale on which subtests were grouped into chronological age groups
1916 Binet scale
• Examinee's mental age (MA) and(IQ) depended on number of tests passes at successive age levels
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• IQ=MA/CA*100
Stanford Binet Intelligence
Genius Over 140
Very Superior 120-139
Superior 110-119
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Average 90-109
Dull 80-89
Borderline Deficiency 70-79
Moron 50-69
Imbecile 20-49
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Idiot Below 20
1937 Binet scale
• Was standardized on 100 children at half year age interval -1.5 to 5.5 years
• 200 children – at each year age interval from 6 -14 years
• 100 children-at each year age intervalfrom 15- 18 .
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• 1960 binet -instead of 6, four subsets were used
2003 binet
Factors Verbal Non-verbal
Fluid reasoning
knowledge
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Quantitative reasoning
Visual spatial reasoning
Working memory
Wechsler intelligence scale
• The first Wechsler intelligence scale, known as the Wechsler-Bellevue Intelligence Scale, was developed in 1939, two years after the 1937 version of the Stanford Binet
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• The WISC measures two aspects of intelligence for adults and children:
• 11 subtests
• Verbal intelligence includes aspects like vocabulary, arithematic, information digit span and similarities and comprehension;
• performance intelligence includes picture arrangement, block design, object assembly, and digit symbol subtests
• WAIS III-14 subsets (1997)
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• WISC-13 SUBSETS(6-VERBAL, 13 PERFORMANCE)
- Picture completion
- Information
- Coding
- Similarities
- Picture arrangement
- Arithmetic
- Block design
- Vocabulary
- Object assembly
- Comprehension
- Symbol search
- Digital span
- Mazes
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Wechsler Adult Intelligence Scale (WAIS)
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• The Wechsler Adult Intelligence Scale (WAIS) is an IQ test designed to measure intelligence and cognitive ability in adults and older adolescents
• 11 subtests-2 general heads
• Verbal IQ-information, digit span, vocabulary, comprehension & similarity subtest
• Performance IQ-Picture completion, picture arrangement, block design, object assembly and symbol subtests
Other individual intelligence tests
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• Differential ability scales
• Provides ability profiles foranalysing and diagnosing
- learning difficulties,.
- Assess changes in abilities over time
- Identify, select& classify children with learning disabilities
- Consists of 20 subtests-5 diagnostic subsets, 3 achievement tests(number skills, spelling word reading)
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• Detroit test of learning aptitude-The test is described as a measure of developed abilities. There are four principal uses for the test:
"(a) to determine strengths and weaknesses and developed mental abilities,
(b) to identify children and youths who are significantly below their peers in important abilities,
(c) to make predictions about future performance,
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(d) to serve as a measurement device in research studies investigating aptitude, intelligence, and cognitive behaviour"
Detroit test
• Designed for children ages 3-9, takes 15-45 minutes
• includes articulation, conceptual matching, draw a picture, letter sequences
• 4th edition-6-17 yrs-50-90 minutes
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• Word opposites, reversed letters, story construction, sentence imitation
• Scoring-Percentile ranks, standard scores and age equivalents for10 subsets and composites
• This test not only measures basic abilities, but also shows the effects of language, attention, and motor abilities on test performance.
• Kaufman's Intelligence tests -assess abilities from 2.5 to 18 to solve problems requiring simultaneous and sequential mental processing
• Includes achievement scale-acquired skills in reading and arithematic
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• Designed for pre-school, minority and exceptional children
• individually administered measure of verbal (vocabulary subtest) and non verbal (Matrices subtest) intelligence.
• The KBIT-2 generates three scores: Verbal, Non Verbal and overall IQ composite.
• 13 of 16 gamelike tests -Administered in 35 to 85 minutes
• Scores are obtained in 4 areas
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• Sequential processing
• Simultaneous processing
• Mental processing
• Achievement
KBIT
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• he KBIT-2 test can be used in educational, clinical and research arenas.
• In 1990 the first KBIT test was introduced and the Kaufman Brief Intelligence Test 2 (KBIT-2 test) followed in 2004.
.Additionally, this test is also able to identify high-risk children through large-scale screening who may require more comprehensive evaluation.
This test is developed by leading cognitive ability experts Alan and Nadeen Kaufman, therefore, it is assumed that this test provides highly valid, reliable results and is useful for a broad range of purposes
• Das-Naglieri cognitive assessment system test is an individually administered test of cognitive functioning for children and adolescents ranging from 5 through 17 years of age that is designed to assess the
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• Planning
• Attention
• simultaneous
• successive
• Testing time-40 minutes
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• Subtests are grouped under 4cognitive processes of pass model;
• Planning
- MATCHING NUMBERS
- Planned codes
- Planned connections
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Attention
- Expressive attention
- Number detection
- Receptive attention
Simultaneous
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Non-verbal matrices,
Figure memory
Successive
Sentence repetition
Speech rate age 5-7
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Sentence questions 8-17 yrs
Group Intelligence Testing
• Multidimensional Aptitude Battery (MAB)
• Shipley Institute of living scales
• Cognitive Abilities Test
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• Culture Fair intelligence test
• Raven's Progressive matrices
• The Multidimensional Aptitude Battery is a group-administered intelligence test created by Canadian psychologist Douglas N. Jackson which is supposed to measure Verbal, Performance and Full Scale IQ.
• Sub scales-
Verbal scales-
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• Information – accumulation of knowledge
• Comprehension – ability to evaluate the social behaviour
• Arithmetic's - numerical problem solving
• Similarities -
• Vocabulary -
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• Performance scale –
• Digit Symbol - learning of new coding and skills
• Picture completion -
• Spatial – ability to visualise about the visual objective in different position
• Picture arrangement
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• Object assembly
Shipley Institute of living scale
• Create to measure an individual's cognitive functioning abilities and mental impairment
• Sub tests- 10 minute per section
Vocabulary tests -40 multiple choice
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Eg: ship- house, tree, fork, boat
Abstract thinking test -20 abstract thinking ABDGK.................
Cognitive Abilities Test
• First test used for widespread use in school systems
• The cognitive ability test is another name for aptitude tests or intelligence tests.
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• Measures students learned reasoning and problem solving abilities
• The CogAT is a multiple choice exam that is used to assess cognitive development among children.
• Focus on 3 areas linked to academic success in school
• Verbal
• Quantitative
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• Non-verbal
CogAT
• The CogAT is made up of three sections
Battery Sub tests
Verbal Picture/Verbal AnalogiesSentence Completion Picture/Verbal Classification
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Quantitative Number AnalogiesNumber Series Puzzles
Nonverbal Figure Matrices Figure Classification Folding
Cog AT
• Verbal classification:
• List of 3 words are given which are alike
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• choose a word for selection of 5 choices
Sentence completion:
Given a sentence with the word left out.
Verbal Analogies:
Given 3 words: 2 words go together; 3rd word goes with the answer from the choice
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Quantitative
• Quantitative relations:
• 2 problems given with 3 answer choices. student has to determine whether answer is greater, less than ,equal to
• Number series
• Equation building-Given numbers and signs
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Non verbal
• Figure classification:
3 pictures are given that are alike in some way
3 answer choices and 5 pictures are given.
Choose the figure that goes best with answer choices
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Figure analogies:
3 figures are given
Two go together;3rd from answer choice
Figure analysis
Culture-Fair Intelligence Test (CFIT)
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• Fluid intelligence test in 1920 by Raymond Catell.
• Reflects theory of fluid intelligence and crystallized intelligence
• Fluid intelligence- made up of abilities that are non verbal, do not depend on exposure to specific schooling or experience.
• It is the general mental capacity for problem solving
• Crystallised intelligence-acquired skills and knowledge, reflects particular educational experiences and therefore culture related.
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CIT
• It is composed of three scales:
Scale I for ages 4 to 8
Scale II for ages 8 to 12 and average adult
Scale III for high school students
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Consists of 8 subtests
Scale I - 8 Sub tests-mazes, copying symbols, identifying similar drawings, non verbal tasks
• Series sub test – where sequence of drawing is completed by choosing among response options
• Classification sub tests- Respondents selects drawing that is different from the other drawings
• Matrices sub test – require completing matrix pattern
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• Condition sub tests – requires a respondent to identify which of several geometric drawings meets a certain specified condition
Raven's Progressive matrices
• Raven's Progressive Matrices (often referred to simply as Raven's Matrices) or RPM is a nonverbal group test typically used in educational settings. It is usually a 60-item test used in measuring abstract reasoning and is regarded as a non-verbal estimate of fluid intelligence.
• Consists of only designs and patterns and no verbal statements
• Can be administered both to literates and illiterates. RPM is a nonverbal group test typically used in educational settings
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• It is made of 60 multiple choice questions, listed in order of difficulty.
• This format is designed to measure the test taker's reasoning ability, the eductive ("meaning making") component of Spearman's g (g is referred to as general intelligence)
• The general intelligence, g, influences the performance on all mental tasks, while a component influences abilities on a particular task.
• Raven's Progressive Matrices (often referred to simply as Raven's Matrices) or RPM is a nonverbal group test typically used in educational settings.
• It is usually a 60-item test used in measuring abstract reasoning and is regarded as a non-verbal estimate of fluid intelligence.[1]
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• It is the most common and popular test administered to individuals ranging from 5-year-olds to the elderly. [2]
• It is made of 60 multiple choice questions, listed in order of difficulty.[2]
• This format is designed to measure the test taker's reasoning ability, the eductive ("meaning-making") component of Spearman's g (often referred to as general intelligence).
• The tests were originally developed by John C. Raven in 1938. In each test item, the subject is asked to identify the missing element that completes a pattern.
• Many patterns are presented in the form of a 6×6, 4×4, 3×3, or 2×2 matrix, giving the test its name.
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• All of the questions on the Raven's progressive matrices consist of visual geometric design with a missing piece. The test taker is given six to eight choices to pick from and fill in the missing piece. [4]
• An IQ test item in the style of a Raven's Progressive Matrices test. Given eight patterns, the subject must identify the missing ninth pattern
The Matrices are available in three different forms for participants of different ability:
• Standard Progressive Matrices-This was originally developed to assess a person's intellectual ability at the time of testing him with design or pattern
Person has to find relation between designs and perform task. The booklet comprises five sets (A to E) of 12 items each (e.g., A1 through A12)
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• A and B-6 piece designs
• B & c-8 pieces of design. All items are presented in black ink on a white background
• Coloured Progressive Matrices-Designed for children aged 5 through 11 years-of-age, the elderly, and mentally and physically impaired individual participants.
• Tests the intellectual capacity of young children and people.
• Coloured progressive matrixes-assess a persons capacity of level of observation and clear thinking
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• This is a language free test
• The scale has two sets A and b and ab set
Advanced Progressive Matrices
• Persons who are above 11 years and those who are above average in mental ability.
• Time limit
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• The first set has 12 problems, 2nd set contains 48 items, presented as one set of 12 (set I) and another of 36 (set II).
Difference between individual test and group test
Basic difference Individual test Group test
Sample size Small sample Ultra large sample
Format Open ended Multi choice
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Examiner's role Significant role, Minimal role
Time factors More time consuming Less time consuming
Physical & personality tests
• Physical abilities use tasks or abilities that require physical ability to perform
• Measure physical attributes and characteristics
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• Personality Assessment test:
• Personality means how people affect others and how they understand and view themselves as well as their pattern of inner and outer measurable traits and person situation interaction
• Not a single characteristic; multidimensional in nature with many interacting elements
Personality assessment tests
• A personality test is a questionnaire or standardized instrument designed to reveal aspects of an individual's character or psychological makeup. The first personality tests were developed in the 1920s and were intended to ease the process of personnel selection, particularly in the armed forces.
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• the combination of characteristics or qualities that form an individual's distinctive character
Measuring personality:
• Personality rating methods
• Personality inventories
• Situational tests
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• Projective methods
Personality rating methods
• Rating is a term applied or judgment regarding some situation, object or character. Opinions are usually expresses on a scale of values
Rating techniques are derive which such judgements may be quantified.
Rating scales:
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"is a selected list of words, phrases, sentences or paragraphs following which an observer records value or rating based upon objective scale of values
• A rating scale is an instrument i.e. A list of questions that is set to enable the reviewer to indicate the degree or intensity of the underlying characteristics of a person.
• Description of the characteristics -clarity-rate
• Items on each scale must be described in such a way we know what they mean
• Items should be described in terms of behaviour
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• The description of the personality characteristic must be clear and well defined
• The item on each scale end must be descriptive
• It should be concrete behaviour
Types of rating scale:
- Graphic scale
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- A straight line is drawn and divided into many parts.
Each part-number of adjectives are written.
- Evaluator has to mark any of these.
- Length of the line-5 inches
- 3-5 adjectives are used
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- Division on the line should be equidistant
- Graphic Rating Scale is a type of performance appraisal method. In this method traits or behaviors that are important for effective performance are spelled out and each employee is rated against these traits.
The rating helps employers to quantify the behaviors displayed by its employees.
Severity Rating Scale
Rating Description Definition (Severity of Effect)
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10 Dangerously high Failure could injure the customer or employee.
9 Extremely high Failure would create noncompliance with federal regulations.
8 Very high Failure renders the unit inoperable for its intended use.
7 High Failure causes a high degree of customer dissatisfaction.
6 Moderate Failure results in a subsystem or partial function of the product.
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5 Low Failure creates enough of a performance problem to cause the customer to complain.
4 Very Low Failure can be overcome with modification to the customer's process or product, or with minor performance loss.
3 Minor Failure would create a minor nuisance for the customer, but the customer can overcome the problem without performance loss.
2 Very Minor Failure may not be readily apparent to the customer, but would have minor effect on the customer's process or product.
1 None Failure would not be noticeable to the customer and would not affect the customer's product.
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Graphic Rating Scale
Sloan Tool & Die, Inc.
Duluth, Minnesota
Employee Rating Scale
Employee: Javier Alva
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Department: Accounting
Rated by: Irene Muharsky
Date: 3/17/01
Behavior: Unsatisfactory Questionable Satisfactory Outstanding
A. Quantity of work 1 2 3
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B. Quality of work 1 2 3
C. Work initiative 1 2 3
D. Efficiency 1 2 3
E. Overall 1 2 3
• Numerical scale:
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Marks as associated with certain indicators
Data that are counted or measured using a numerically defined method are considered numerical (quantitative).
Three point, five point seven point scale
PAIN SCORE 0-10 NUMERICAL RATING
0 1 2 3 4 5 6 7 8 9 10
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No Moderate Severe
pain pain pain
• Ranking order: Statistical technique, rank are mentioned in descending order.
• A Rank Order scale gives the respondent a set of items and asks them to put the items in some form of order. The measure of 'order' can include such as preference, importance, liking, effectiveness and so on. The order is often a simple ordinal structure (A is higher than B)
• Paired comparison scale - each person compared with other in group
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• The Paired Comparison Scaling is a comparative scaling technique wherein the respondent is shown two objects at the same time and is asked to select one according to the defined criterion.
This download link is referred from the post: VTU MBA Lecture Notes - 1st Sem, 2nd Sem, 3rd Sem and 4th Sem || Visvesvaraya Technological University
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