indpsh3 Flashcards
– usually termed as intelligence tests for it assesses an individual’s different cognitive processes.
Cognitive Ability Tests
– used to assess individual interests that may influence their performance for a certain job. Through this test the placement officer can make sure that a certain employee is suitable and compatible with his/her current position.
Interest Test
– concerned with assessing an individual’s acquired knowledge either through formal or informal training and education. It measures how much knowledge an individual have for a definite discipline.
Achievement Tests
– are tests that are used to determine a person’s ability in a particular skill or field of knowledge. It also assesses an individual’s propensity to succeed in a given task.
Aptitude Tests
– applicable for some jobs that require good muscular coordination, finger dexterity, and precise eye-hand coordination.
Motor Ability Tests
– measures personal attributes such as emotional stability, conformity, agreeableness, etc. Some ___ tests are administered either through self-report inventories or projective tests.
Personality Tests
– Items deals with specific characteristics, symptoms, or feelings in which they are ask to indicate how well each item describes them or how much they agree with it.
Self-report Inventories
– when an ambiguous stimulus was presented to an individual and he/she is asked to describe the given stimuli
Projective Tests
– the rejection of a qualified applicant.
False Negative
– the acceptance of an unqualified applicant.
False Positive –
– Applicants always have the tendency to choose favorable statements and answer some question erroneously that would likely produce an inaccurate result.
Faking Test Responses
Many people react with uneasiness, anxiety or even feared test taking, this may be mixed with suspicion and hostility which might influence the results of each test.
Attitude Towards Testing –
a series of tables based on the selection ratio, base rate, and test validity that yield information about the percentage of future employees who will be successful if a particular test is used.
are designed to estimate the percentage of future employees who will be successful on the job if an organization uses a particular test
Taylor-Russell Tables
– a utility method that compares the percentage of times a selection decision was accurate with the percentage of successful employees.
Proportion of Correct Decisions
uses the base rate, test validity, and applicant percentile on a test to determine the probability of future success for that applicant.
Lawshe Tables –
– a method of ascertaining the extent to which an organization will benefit from the use of a particular selection system.
Brogden-Cronbach-Gleser Utility Formula
This examination determines the physical fitness of an applicant for the job. It also screen outs applicants with communicable diseases, physical problems and those that are influenced by drugs.
Physical Examinations
– a test which indicates whether an applicant recently used an illegal drug
Drug Test
– an interview with a psychologist and administration of one or more psychological tests.
Psychological Exams
determines if the applicant is fit for the duties and responsibilities of a certain job.
Medical Exams
(Methods in Decision to select or reject)
selects an applicant in straight rank order according to their test scores.
Unadjusted Top Down Selection –
(Methods in Decision to select or reject)
– the names of the top three applicants were given to the department head.
The Rule of Three
(Methods in Decision to select or reject)
– all shortlisted applicants obtained a passing score for each screening procedure.
Passing Score
(Methods in Decision to select or reject)
– multiple tests were administered and if the applicant fails on one he fails the whole test.
Multiple Cut-off Approach
