(Beardwell and Holden‚ 2001) or rely on predictive validity. Psychometric Testing Essentially there are two kinds of tests used for selection assessment – cognitive and personality tests. Cognitive tests‚ tests of general intelligence have high predictive validity across a wide range of jobs (Hunter and Hunter‚ 1984) There has been a well-documented trend towards greater use in the UK of testing for selecting using psychometric tests. (Shackleton and Newell‚ 1991.) Study by Wolf and Jenkins
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HRM 2012/2205 Human Resource Management Participation Workbook 2012 – 2013 Student Name . Student Number . Marks Awarded Weeks 1 – 10 . Marks Awarded Weeks 12 – 21 . TOTAL MARKS AWARDED
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and application forms. As mentioned‚ the interview is the most commonly used method currently but through the years‚ as business has modernised through the centuries‚ alternative methods of selection are becoming more prevalent. Methods such as psychometric testing and Biodata are increasingly being used in the workplace. The former involving personality and aptitude tests to general IQ and mental ability tests whereas Biodata is often collated by law enforcement agencies to assess suspect behaviour
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Whilst acknowledging the support the inventory had received from management trainers and consultants‚ the validity and reliability of this test was questioned by Furnham and later by others (Fisher‚1996 )(Senior‚1998). Furnham challenged that the psychometric qualities of the test were poor and as a ipsative test is prone to the inherent problems of such a test (Johnson et al‚1988).He also questioned the way the questions were asked which could “easily lead to poor reliability”. Thirdly he raised concern
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apa.org/science/programs/testing/rights.aspx Anastasi‚ A. (1967). Psychology‚ psychologists‚ and psychological testing. American Psychologist‚ 22(4)‚ 297-306. doi: 10.1037/h0024521 Boyle‚ G. J. (1995). Myers-Briggs Type Indicator (MBTI): some psychometric limitations. Australian Psychologist‚ 30(1)‚ 71-74. doi: 10.1111/j.1742-9544.1995.tb01750.x Bjork‚ R. A.‚ & Druckman‚ D. (1991). In the mind ’s eye: Enhancing human performance. Washington‚ DC: National Academy Press. Cherry‚ K. (n.d.).
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may eventually lead to them. This first section of our report reviews the approaches to intelligence that are currently influential‚ or that seem to be becoming so. Here (as in later sections) much of our discussion is devoted to the dominant psychometric approach‚ which has not only inspired the most research and attracted the most attention (up to this time) but is by far the most widely used in practical settings. Nevertheless‚ other points of view deserve serious consideration. Several current
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The Myers-Briggs Type Indicator® (MBTI) is a psychometric test used to measure psychological preferences in how a person makes decisions and perceives their surrounding environment. A mother-daughter pair‚ Katherine Briggs and Isabel Myers developed the test based on the typological theories of Carl Gustav Jung. After more than fifty-years of research and development‚ the MBTI has become the most widely used and respected personality tool. Eighty-nine companies out of the US Fortune 100 make use
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Assignment #2 Recruitment and Selection of Coca Cola Company Review a company. Focus and cite strategic manpower planning‚ recruitment and selection activities. Report and quote on these processes and how they help the company achieve its strategic goals Job analysis and Designing Coca cola company’s HR Department check its own job description and job analysis in which they get the information about the employees work activities‚ human behavior‚ performance standard‚ job context and human requirements
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of one individual – depth of analysis and the richness of the data are a strength of case studies * It provides a lot of data/information – contains rich qualitative date (interviews and hypnosis) and quantitative data (psychometric tests) * Uses range of psychometric and projective tests ( & EEG test) – involved eve’s relatives to help verify certain recollections‚ to add information in order to throw some light on the case 2. Weakness * Case studies – only related to one
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assess developmental disorders in infants and young children. This paper looks into how the validity‚ reliability and norms for the BDI-2 were originally developed. The paper also investigates several articles related to the use of the BDI-2‚ it’s psychometric integrity and properties and validates why the BDI-2 is such a useful tool. Introduction The Battelle Developmental Inventory -2 (BDI-2) is a standardized assessment that measures children’s developmental performance across five domains and several
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