ipl-logo

Explain How A Career Assessment Is Intended To Measure Of An Ordinal Scale

766 Words4 Pages

Discuss what the assessment is intended to measure (the construct, attribute or characteristic that it will measure). Career assessment is being measured with an Ordinal Scale using category scale items. A category scale can be defined as “scales where the response categories are categorised or defined” (Foxcroft & Roodt, 2013). With an ordinal scale numbers are assigned to the objects in some sequential order (Foxcroft & Roodt, 2013). A psychological measure often uses Ordinal scales, this scale works well when pairing it with a Likert type scale. The item format used is statement-items; one must select a category based on the statement given. The test is unidimensional which means it measures only one construct of career paths. It is a career assessment; however career cannot be measured using only one construct …show more content…

What are some of the theoretical challenges with measuring the construct /attribute/ characteristics?
An assessment process should be multidimensional; in other words the battery should include multiple methods of measuring (Alonso-Arbiol & van de Vijver, 2010). Age, level of education and ability, reason for taking assessment, mental and physical capacity all need to be taking into consideration when doing an assessment of any nature. Including multiple sources such as self-reports and observational reports give a wider view of the subject and can offer valuable information to the assessment (Foxcroft & Roodt, 2013). Consider a personality test that is meant to assist in career counselling; the battery for this test should include assessment of personality preferences, management styles, communication styles, interpersonal styles and coping styles to adequately portray possible career

Show More
Related
335 Words | 2 Pages

3. Personality tests as the name suggests are conducted to measure the prospective employee’s motivation to function in a particular working condition.

Read More
1580 Words | 7 Pages

Annotated Bibliographies for a Candidacy Selection Project: Analysis of Literature Reviews Luis Navarro, Jr. Southern New Hampshire University Annotated Bibliographies for a Candidacy Selection Project: Analysis of Literature Reviews Arthur, W., Woehr, D. J., & Graziano, W. G. (2001). Personality testing in employment settings: Problems and issues in the application of typical selection practices. Personnel Review, 30(6), 657-676. The authors explain, within in this article, the issues of multi-dimensional issues of personality, linear selection model(s), effects of self-selection, biases’ with social desirability, impressionism, and among other complexes (e.g., top-down selection, legal implications).

Read More
2125 Words | 9 Pages

Assignment 1 Understand types and methods of assessment used in education and training. 1.1 Explain the purposes of types of assessment used in education and training (500 words minimum). There are quite a few types of assessments used in education and training. These include classroom assessments such as group discussions and tests. Self-assessments, journals and continuing professional development.

Read More
863 Words | 4 Pages

Focus 2 Assignment – Reflection Upon completing the Focus 2 career assessment program, I am quite impressed at the quality of information it presents. It allowed me to not only look at careers that would fit my personality, but also those that take into consideration the fields I am already interested in. Also, as with any form of self-assessment, there were strengths and weaknesses that I did not expect based on how I feel I live my life currently. Beginning chronologically, the program had me complete two subjective, current measures of my professional career.

Read More
696 Words | 3 Pages

1.1 PROBLEM STATEMENT Various contending methodologies have been distinguished to clarify the career success indicators. The three understood methodologies are the individual, the structural, and the behavioural perspective. (Rosenbaum, 1989; Aryee et al., 1994). The main methodology draws intensely on individual variables found in the prominent writing of human capital and motivational hypotheses. This methodology concentrates on the singular as the person who builds up his/her own particular human capital and in this way boosts his/her instruction and ability ventures for making progress in career.

Read More
890 Words | 4 Pages

After taking the all three assessment I was able to see what career fields would suit me best. As I turned out, the tests placed me in career fields that I had already thought about joining. The clusters place me in the medical or health services field, as well as working with children. These are all career fields that I have previously considered or am currently considering. It was very important to me to see that what I am studying for is actually something that I would and will do well in.

Read More
1573 Words | 7 Pages

2:1 Compare the strengths and limitations of assessments of a range of assessment methods with reference to the needs of individual learners. Workplace Observations, question and answer/professional discussions, projects/assignments, portfolios, witness statements. A good assessor will always take into account their learners needs and what particular subject they are studying for prior to confirming with learner type of assessment method to be used. Workplace observations

Read More
902 Words | 4 Pages

A variation of assessment methods, where appropriate and practical, can therefore successfully

Read More
1367 Words | 6 Pages

Personality Testing and Competency In the field of psychology, testing and assessment is key in giving clients the proper diagnoses followed by the correct and most appropriate form of intervention required. One area that is well known to many is that of personality tests. There are numerous forms of personality tests available including those used when choosing the right employee for a job, or determining how well a person will fit with a certain group.

Read More
955 Words | 4 Pages

The assessment methods I am going to look at are, Observations, Professional Discussions and Question and Answer sessions based around the knowledge. Observations are a great method of assessment, and suits most learner styles. It is an opportunity to see the learner in their natural environment, which in turn will relax the learner, as, as an assessor we should be very much in the background, so as not to intimidate the learner. The benefits of this method are that we get to see the learner complete a lot of activities, which could cover several different elements in a variety of units.

Read More
805 Words | 4 Pages

If I were a consultant for the company or employer who insisted on using a personality test for HR selection, I would suggest the employer to go in depth for aspects of personalities of applicants. I would let applicants to show or explain their personalities with valid evidences or past experiences. The interview could be conducted after

Read More
734 Words | 3 Pages

The Neo personality Inventory has 240 items. The scale can also be occupational scales. These scales help the employee see if they are well rounded or elements that they may need help with. These scales remain useful for inferring many aspects of personality that are not directly measured. Costa, P. T., & Mccrae, R. R. (1992).

Read More
853 Words | 4 Pages

There are many opportunities for using a personality assessment in an organization. When conducted appropriately, personally assessments can give the individual important feedback so they can learn from the experience and develop from it (Suzanne & Winfred, 2008, P. 682). Therefore, personality assessments can give an individual valuable insight into their personality which can be used to improve their weaknesses through developing activities (Suzanne & Winfred, 2008, P. 682). However, not all individuals respond to feedback in the same manner and this can be affected by the traits that are discovered on a personality assessment. Individuals who have high scores in agreeableness, extroversion, and emotional stability tend to have a higher acceptance rate of the feedback they receive (Suzanne & Winfred, 2008, P. 686).

Read More
991 Words | 4 Pages

The Position Analysis Questionnaire (PAQ) is a technique that is essential for analyzing various jobs. It is helpful with assisting future employees by providing the responsibilities of a given job, as well as the qualities required to do the job (Baker, 2018). The PAQ is broken down into six main categories that sum up a total of 187 job elements. Although each job may require different tasks, the PAQ is structured in a way that it’s able to identify the characteristics that each job typically holds. Due to the PAQ being one of the most widely used job analysis instruments, it has been successful with evaluating the skills of an applicant.

Read More
3666 Words | 15 Pages

The past few years have seen more and more organisations assessing their employees on various aspects of their behaviour and personality. The realisation that an employee’s reaction to workplace stimuli may be closely related to his own personality characteristics , are making organisation assess employees beyond their education, experience and intelligence. In fact , these assessments

Read More

More about Explain How A Career Assessment Is Intended To Measure Of An Ordinal Scale

Related Topics

Open Document