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Posts Tagged ‘personality questionnaire’
Saturday, March 20th, 2010
PsyAsia International is pleased to announce that until the end of March we will be offering free daily webinars to showcase our product range. Their will be no set agenda. The agenda will be set by attendees. Please note however that product knowledge may differ depending on which of our consultants is running the webinar. Come along and chat with our consultants, see the Saville Consulting Wave, Identity Personality Assessment and the Apollo Profile in action. Ask questions about training and consulting options and so forth!
For times and to register, please click here…
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Posted in BPS Level A & B Certificates, Competence in Psychometric Testing, Online Psychometric Test Systems, Performance Appraisal Systems, Personality Tests, Psychometric Test Webinars, Psychometric Tests, Psychometric Tests in HRM, Saville Consulting Wave | No Comments »
Wednesday, March 17th, 2010
The Amazing Apollo Profile
This free webinar will be facilitated by Mr. Jim Bowden, the developer of the Apollo Profile. The session will be interactive (provided attendees kit themselves out with headphones and a mic!) and Jim will present numerous interesting case studies.
The webinar will cover the following:
• Introduction: The Amazing Apollo Profile- can transform Recruitment, Staff Development, and Organisation Performance –Client example
• Apollo Questionnaire – valid/reliable/comprehensive
• Why is Apollo amazing? Apollo Advantages
• Using and interpreting of Apollo reports with anecdotes
• Recruitment – Accurate, easy, low cost – Case Study using Apollo Best Match in China for filtering 12,000 applicants for 40 Graduate level jobs
• Training and Development – Unique Apollo report PLUS downloadable solutions. Convenient, low cost, motivating
• Organisation Development. Benchmarking: Can analyse and identify current corporate strengths and weaknesses – then create high performing models/culture, identify engagement issues – case studies
• Customising: Develop models that work specifically for your organisation. If your organisation is serious about leadership through people.
• Integrate everything together with flexible multi-purpose Internet Online solutions. Use your own competencies frameworks and vocabulary – examples
• Special Offer – have to listen to Webinar to find out!
Date: Monday, May 17, 2010
Time: 12:30 PM – 1:30 PM SGT
After registering you will receive a confirmation email containing information about joining the Webinar.
System Requirements
PC-based attendees
Required: Windows® 7, Vista, XP, 2003 Server or 2000
Macintosh®-based attendees
Required: Mac OS® X 10.4.11 (Tiger®) or newer
Space is limited.
Reserve your Webinar seat now at:
https://www1.gotomeeting.com/register/522465752
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Posted in Human Resource Management, Online Psychometric Test Systems, Personality Tests, Psychometric Test Research, Psychometric Test Training, Psychometric Test Webinars, Psychometric Tests, Psychometric Tests in HRM, Reliability of Psychometric Tests, Validity of Psychometric Tests | No Comments »
Thursday, November 12th, 2009
There has been much research conducted examining the relationship between Conscientiousness as defined as one of the dimensions in the “Big Five” Model of personality and job performance. Much of the research has indicated that Conscientiousness is a positive predictor for job performance across a range of job positions. Simply put and what many advocate, is that it appears that people who have been assessed to be higher on Conscientiousness tend to perform better at work. Nevertheless, an article by Tett (1998) highlights some considerations regarding accepting this conclusion and cautions against accepting this at face value.
In this article, a number of examples suggest that Conscientiousness and job performance may not be irrevocably linked as previous research has suggested. It provides two examples of work situations where Conscientiousness may actually hinder the job performance. Firstly, the author highlights situations where being conscientious may result in lower productivity where either tasks require more time to complete or where fewer tasks can be completed. This is illustrated by the example of managers who at times are required to make decisions even when they do not have all the relevant information (Tett, 1998). In such a situation, being high on conscientious may affect the speed at which decisions can be made.
The second example refers to rules and procedures; conscientious individuals tend to adhere to rules and procedures. Tett (1998) highlights that in certain professions, strictly following rules and procedures may affect creativity and innovation. It is proposed that such adherence to rules and procedures can affect productivity as such individuals would be unlikely to develop novel ideas and solutions.
Although Conscientiousness appears to remain as a significant predictor of job performance, it is important to note that there are situations where other factors can play a part.
Tett, R. P. (1998). Is Conscientiousness ALWAYS positively related to job performance? The Industrial-Organizational Psychologist, 36(1)
Tags: personality questionnaire, psychometric assessment singapore, psychometric news, psychometric personality tests, psychometric research, psychometric test singapore
Posted in Personality Tests, Psychometric Test Research, Psychometric Tests | Comments Off
Friday, October 16th, 2009
Personality assessment can be divided into two categories, type and trait based personality assessments. Across both types of personality assessments, it is assumed that personality remains stable over time, involves a genetic basis and influences individuals to demonstrate similar behavior in most situations.
Trait based personality assessments assess various aspects of an individual’s personality which contributes to them behaving in particular ways. Across the population, different people’s aspects of their personality will tend to vary and this explains the wide variety of personality descriptions. Such assessments have tended to be developed to fulfill a certain need to explain personality in various contexts such as work. Although these assessments may be more difficult for people to understand and can be difficult to use in team building activities, they are more psychometrically sound and allow for more accurate comparisons between individuals. These assessments can be used in conjunction with other methods in activities that require differentiation between individuals such as in recruitment and selection.
Type based personality assessments assess an individual’s personality by categorizing them in particularly distinct theory-driven types. One way to understand this is that these types are collections of particular personality traits that influence them to behave in particular ways in certain situations. A number of personality theories have proposed classifications of certain personality types that explain a wide range of human behavior. These assessments are attractive as they are easy to understand and possesses utility in team building activities, but they are less psychometrically sound and have the tendency to “pigeon-hole” individuals into particular types. This results in less accurate comparisons between individuals. As such, they should not be used in activities that require accurate differentiation between individuals. Nevertheless, these assessments are particularly useful in team building activities.
Tags: personality assessment, personality questionnaire, Personality Tests, personality trait, personality type, psychometric personality tests
Posted in Personality Tests, Psychometric Tests | No Comments »
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