Psychometric Assessment

Introduction

Lately it is not only psychologists who rely on psychometric assessments, but almost every competing organisation out there. There is an ever-growing need for psychological assessments to determine whether a candidate is the right “fit” for the available position within a company. Not only should the candidate “fit” into the organisation but it is also important to determine whether the candidate has the correct competencies to be successful within the available role.

As the HR Manager of SeeSaw Coal (Ltd) I will provide more information and a clearer understanding on what psychological assessments entail and provide advice on numerous factors, such as: the various areas where psychological assessments can be applied, the fair

214). Secondly, organisations assess inter- and intra-individual differences for placement, training, promotion, development, as well as for compensation and reward purposes (Foxcroft & Roodt, 2009, Moerdyk, 2015). During this process different types of attributes will be assessed. To name a few, these attributes can include the following: knowledge, ability/aptitude, personality, potential, leadership potential, learning style, management style and communication style. Attributes form competencies and competencies determine how well the person will do in a specific job, whether this person will benefit from training and development opportunities, and how well this person will fit into the

To assess the IR climate in an organisation, understanding of these factors and finding various scales for measuring these aspects are required. These measures can include aspects such as: job satisfaction, quality of work life, organisational commitment, trust in management and colleagues, and a whole range of similar factors. Until a proper analysis is made of the possible factors contributing to a particular organisation’s IR climate, little can be done to assess it (Moerdyk, 2015, p.