Personnel and Occupational Testing
Formation
À Astana, Kazahkstan (Kazakhstan), Milan, Italy (Italie), Doha, Qatar (Qatar) et dans 8 autres établissements
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Description
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Typologie
Séminaire
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Lieu
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Durée
6 Jours
This Course is Designed For:
Human Resource Professionals; Human Resource Managers; Human Resource Specialists; Human Resource Personnel; Executives; Directors; Trainers; Training Managers; Managers; Supervisors; Team Leaders; and Business Owners
Les sites et dates disponibles
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À propos de cette formation
Degree or Work Experience
Les Avis
Les matières
- Test de l'emploi
- Essai Guide d'administration
- Rapports psychologiques
- Fiabilité test
- Test projectif
Professeurs
Prof. Dr. Ronald Crawford
Executive Director
Le programme
Course Contents, Concepts and Issues
- Value of Employment Testing
- Test Security
- Ethical Standards for Test Users
- Test Administration Guide
- Percentile Classification
- Administration of Test
- Scoring of Tests
- Interpretation of Test
- Writing Psychological Reports
- Test Norming
- Value of Test to the Applicant or Employee
- Value of Test to Organizations
- Diagnostic Employment Interviewing
- Personnel Testing
- Characteristics of a Good Test
- Verifying Test Standardization
- Checking Test Objective
- Test Reliability
- Ascertaining Test Validity
- Evaluating Test Appropriateness
- Assessing Test Difficulty Level
- Ease of Test Administration
- Uniformity of Procedure in Administration and Scoring of Test
- Test Time Limits
- Oral Test Instructions
- Speed vs. Test Difficulty
- Group vs. Individual Tests
- Written vs. Job Performance Test
- Verbal vs. Non-verbal Tests
- Standardized vs. Non-standardized Test
- Culture Fair or Culture Free Test
- Projective Test
- Administration of Psychological Tests
- General Principles For The Administration Of Psychological Tests:
- Following Standardized Test Procedure In Detail
- Record Any Unusual Testing Conditions
- Take Testing Conditions Into Account When Interpreting Test Results
- Evaluation of Test Materials
- Testing
- Technical Competence
- Technical Competence - Level A
- Technical Competence - Level B
- Technical Competence - Level C
- Aptitude Test
- Test of ‘Individual Differences’
- Personality Test
- Adjustment Test
- Personnel and Counselling Psychology Test
- Purpose of Testing
- Guard Against Appropriation or Modification of Published Test Elements
- Role of the Examiner During the Testing Session
- Role of the Examiners After the Testing Session
- Maximum Performance vs. Typical Performance
- Types of Tests
- Test of ability
- Intelligence
- Interest Tests
- Mental Maturity
- Scholastic Aptitude
- General Ability
- Mental Ability
- Primary Mental Abilities
- Achievement Tests
- Measurement of Emotional, Motivational, Interpersonal and Attitudinal Characteristics
- Objective Tests
- Subjective Tests
Informations complémentaires
By the conclusion of the specified learning and development activities, delegates will be able to: 1. Appreciate the value of employment testing 2. Determine measures to enhance test security 3. Ensure that the highest ethical standards are maintained for test users 4. Exhibit their ability to use test administration guide, appropriately 5. Effect percentile classification of test and test scores 6. Indicate the measures that need to be taken in advance to ensure the effective administration of the test 7. Demonstrate their ability to score different types and level of test 8. Verbalise their interpretation of a variety of tests 9. Exhibit their ability to write psychological reports 10. Able to select test batteries which are general conformance with test norms 11. Indicate the value of test to applicants and or employees 12. Verbalise the value of test to organisations 13. ‘Make a case’ for diagnostic employment interviewing
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Personnel and Occupational Testing