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Psychometric Services (7)

Susan Fourie
Training & Development Specialist
M.Soc Sc
Registered with Health Professions Council Psychologists (Industrial Psychology) - PS 0063169
Registered as a Social Worker with the Society of Social Workers SACSSP
Registered as Constituent Assessor with Services Seta
C: 082 775 5256
O: 011 462 0982
E:


Psychometric Testing

The following selection- and assessments tools are available to utilize for development or selection purposes. It should be evaluated to make sure it matches the client’s particular needs and the job level within the organization.

Selection tools that might be utilized:

Abilities, Aptitude and Skills

Different tests are available to assess administrative and clerical-, accounting-, customer service-, sales-, general reasoning, learning potential and critical thinking. I can also measure emotional and social capabilities, employability, employee dependability and integrity, leadership and management competencies.

Personality

Work personality, inhibitors/enablers, locus of control, safety attitudes and behaviour for entry level-, professional-, supervisory-, executive-, or director level jobs.

The most popular tests are:

  1. 16 Personality Factor: The 16PF ( revised) measures a set of 16 traits that describe and predict a person’s behaviour in a variety of contexts. It aims to provide comprehensive information about an individual’s personality, revealing potential, confirming capacity to sustain performance in a larger role and helping to identify development needs. It is a comprehensive measure of the basic traits comprising normal adult personality. These are: warmth, reasoning, emotional stability, dominance, liveliness, rule consciousness, social boldness, sensitivity, vigilance, abstractedness, private ness, apprehension, openness to change, self-reliance, perfectionism and tension. Costs: Available on request.
  2. Work Personality Index: Work Personality Index is an advanced measure of work personality characteristics. It provides a valid and dependable measure of personality that directly influences a person’s work performance and task effectiveness. It measures 17 personality traits that research has shown are related to work performance. These traits indicate how individuals work with others, approach their tasks, solve problems, manage change, and deal with stress. Outlining the person’s job-related strengths and identifying areas of development. The 17 WPI Personality traits are organized into five broad areas, i.e. achievement orientation, social orientation, conscientiousness, adjustment and practical intelligence. A leadership report may also be created, which may be effective for increasing leadership effectiveness. Costs: Available on request
  3. Occupational Personality Profile: General personality measure for selection, counseling and development purposes. OPP Scales consist of: accommodating vs. assertive, detail conscious vs. flexible, cynical vs. trusting, emotional vs. phlegmatic, reserved vs. gregarious, genuine vs. persuasive, composed vs. contesting, optimistic vs. pessimistic, abstract vs. pragmatic. Derived scales: team types, leadership styles, subordinate styles, selling and influencing styles. Costs: Available on request
  4. Occupational Interest Profile: Combines a basic five scale personality measure (work needs) with work interests in one questionnaire. Vocational Interests – persuasive, scientific, practical, administrative, nurturing, artistic and logical. Work needs: need for excitement, stability, change, people and control. Costs: Available on request.
  5. Campbell Interest and Skill Survey (CISS): This self-report interest scales reflect an individual’s attraction to specific occupational areas and provide a comparison to people who are happily and successfully employed in those fields. However, the CISS instrument goes beyond traditional inventories by adding parallel skill scales that provide estimates of an individual’s confidence in his or her ability to perform various occupational activities. Together the two types of scales provide more comprehensive, richer data than interest scores alone. This instrument focuses on careers that require post-secondary education and is most appropriate for use with individuals who intend embarking on tertiary education.
  6. General Reasoning Test: The test is designed to assess verbal reasoning, numerical reasoning, and abstract reasoning. Costs: Available on request
  7. Raven’s Progressive Matrices: Measure the ability to make sense of complex situations, create meaning out of ambiguity or confusion, and the ability to perceive and think clearly. It usefully provides an assessment of non-verbal ability, an important feature for an ethnically diverse population, and the vocabulary scales scores in the verbal domain. In educational settings the Matrices have a long history of application and use. Scores are relatively unaffected by linguistic and ethic background and can be used as a good predictor of success in an educational context for both children and adults. Costs: Available on request

Development tools are available for the following: (Prices are available on request)

  1. Organizational Culture / Organizational Surveys: depending on the purpose of the survey: Change readiness inventory, diversity questionnaire, benchmark of organizational emotional intelligence, safety.
  2. Self Development: Career development, engagement, interpersonal style, personal- and leadership development, wellness and psychological health.
  3. Team Development: Change, conflict, emotional- and social skills, stress, interpersonal style.
  4. Emotional Intelligence: Respondents self-report on their life and workplace performance in areas of emotional skill. Areas where the client excels can be leveraged to their full potential to maximize effectiveness in daily tasks. By identifying the areas that need improvement, the client can immediately begin developing those areas.
  5. Leadership Assessments and Readiness for Managerial Positions or Succession Planning.

 

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