10 (1) - Psychological Assessment

PSYCHOLOGY FOR MANAGERS
SESSION
PSYCHOLOGICAL
ASSESSMENT
MEASUREMENT OF
INTELLIGENCE
 Stanford Binet Tests : Verbal content
 Intelligence Quotient (IQ) =

Mental Age X 100
Chronological Age
 Now , IQ indicates an individual’s performance

on an intelligence test relative to those of other
persons
WECHSLER SCALES
 WISC Scale, WAIS Scale
 Verbal Tests:
Information , Digit Span, Vocabulary, Arithmetic, Comprehension
 Non-verbal / Performance Tests:

Picture Completion, Picture Arrangement, Block Design, Object
Assembly, Digit Symbol
 Individual Test
TESTS OF INTELLIGENCE
 Group Tests : Screening people for World

War I in 1917
Army Alpha & Army Beta Tests, Otis
Tests, Cognitive Abilities Tests
 Culture Fair Tests:

Raven Progressive Matrices
Cattell’s Culture Fair Test
APTITUDE TESTS
 Verbal
 Numerical
 Spatial
 Perceptual Speed & Accuracy
 Reasoning
 Originality & Ideational Fluency
 Word Fluency
 Special Abilities: Music, Artistic, Psychomotor,
Physical etc.
 E.g. DAT. GATB
MULTIPLE INTELLIGENCES
Howard Gardner
1. Naturalistic
2. Existential
3. Spatial
4. Linguistic
5. Logical
6. Kinesthetic
7. Musical
8. Intra-personal
9. Inter-personal
PERSONALITY TESTING
 Personality Questionnaires:
16 Personality Factors Test
CPI – California Psychological Inventory
EPI- Eyesenck Personality Questionnaire
MMPI- Minnesota Multiphasic Personality
Inventory
MBTI- Myers-Briggs Type Indicator
 Projective Measures:
Rorschach Ink-Blot Test
Thematic Apperception test (TAT)
ESSENTIALS OF TESTING
Test Standardization
 Well constructed tests show a normal
distribution of scores
 The ‘bell curve’
 Most scores fall near the middle and
fewer & fewer scores occur at the
extremes
 Helps in determining just where an
individual stands relative to other

persons who took the test
Reliability
 The extent to which the test yields the same result
each time it is applied to the same quantity
 Internal Consistency: All items on the test actually

measure what the test is designed to measure.
 Split-Half Reliability: Correlation between scores
on two parts of the test
 Test-Retest Reliability: Measure of the extent to
which scores on a test remain stable over time.
Validity
 The extent to which a test actually measures
what it claims to measure
 Content Validity: The extent to which items on

a test are related in a straight-forward way to the
characteristic the test aims to measure
 Criterion Validity: The extent to which scores

on a test are related to behaviors (criteria) that
are relevant to the characteristics the test
purports to measure
TESTING IN ORGANIZATIONS
 Recruitment and Selection
- Technical Tests
- Skill Tests
- General Ability Tests
- Job Sample Tests
- Structured Interview
 Training & Development

 Performance Appraisal & Promotions
 Surveys
 Assessment / Development Centers
- Competency based
ASSESSMENT CENTER
 Is a multiple assessment approach
 Uses a variety of assessment techniques
 Multiple Trained Assessors to reduce
subjectivity
 Assessments made on several dimensions
 Several candidates are assessed together
 Applications:
- Identification of potential
- Diagnosis of Training & Development needs
- Organizational Planning
- Team Skills Development
ASSESSMENT TOOLS
 Group Discussion (Unstructured ,
Structured)
 Oral Communication
 Written Communication
 Role Plays
 Case Study Analysis (Real / Simulated)
 Group Simulation Exercise
 In-basket Exercise
 Pen-and-Paper Exercise
 Competency based Interview
COMPETENCY MATRIX
 Business Development
 Problem Solving & Decision Making
 Communication; Oral Written
 Productive Thinking
 Planning & Organizing
 Team work
 Resource Management
 Inter-personal Communication
 Influencing
 Leadership
RATING SCALE
 A uniform & generally descriptive
assessment criteria for rating
performance on various Assessment
exercises.
 Based on recording evidence of

behavioral indicators on competencies
 Results integrated from various exercises

& assessors
REFERENCES
 Psychology : Baron
 www.hr-guide.com/data/G318.htm
 www.joe.org/joe/2000
 www.psc-cfp.gc.ca/ppc/assessment
 www.simulations.co.uk

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PSYCHOLOGY FOR MANAGERS

 Intelligence Quotient (IQ) =

 Now , IQ indicates an individual’s performance

 Non-verbal / Performance Tests:

 Group Tests : Screening people for World

 Culture Fair Tests:

individual stands relative to other

 Internal Consistency: All items on the test actually

 Content Validity: The extent to which items on

 Criterion Validity: The extent to which scores

 Training & Development

 Based on recording evidence of

 Results integrated from various exercises

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