IOP3701 EXAM QUESTIONS AND ANSWERS WITH SHORT SUMMARY

IOP3701 EXAM QUESTIONS AND ANSWERS WITH SHORT SUMMARY Study Unit 1 Testing and assessment forms one of the major areas in the work of an industrial psychologist. Discuss the important role played by testing and assessment within the work context. In your discussion, mention the different types of assessment and what information they provide for decision making in the work context. (10) Psychological tests are tools used to obtain information about individuals, groups or even organisations in order to improve decision making. Assessment is used to make informed decisions to the benefit of the employee and the employer -- for evaluation, placement, training, promotion, developmental activities etc. The use of tests is central to the work of psychologists Valid assessment a necessary condition for equity and efficient management of personal development in a multicultural country. Since tests are objective in nature, it can be used as an alternative or additional method to interviews. Tests provide structure for providing baseline information which can be used for various interventions. High unemployment has resulted in many people applying for positions even if they do not qualify for those positions; testing and assessment – when used in combination with other processes – is a more reliable, valid, fair and cost effective way to identify qualified candidates. Types of tests used :  Intelligence/ability tests  Aptitude tests (specific ability acquired with training)  Personality questionnaires  Interest questionnaires  Aptitude scales etc Psychological assessment measures or tests are often used in work context. List and briefly discuss the key characteristics of psychological tests. (5) Assessment measures have been defined as objective, standardised measures that are used to gather data for a specific purpose. Describe in detail the main characteristics of assessment measures. (10) Characteristics of assessment measures Assessment measures include many different procedures that can be used in psychological, occupational, and educational assessment and can be administered to individuals, groups and organisations Specific domains of functioning (e.g. intellectual ability, personality, organisational climate) are sampled by assessment measures. From these samples, inferences can be made about normal and abnormal behaviour. Assessment measures are administered under carefully controlled (standardised) conditions. Systematic methods are applied to score or evaluate assessment protocols. Guidelines are available to understand and interpret the results of an assessment measure. Such guidelines may make provision for the comparison of an individual's performance to that of an appropriate norm group or criterion (e.g. competency profile for a job), or may outline how to use test scores for more qualitative classification purposes (e.g. into personality types or diagnostic categories). Assessment measures should be supported by evidence that they are valid and reliable for the intended purpose. (This evidence is usually provided in the form of a technical test manual.) The appropriateness of an assessment measure for an individual, group, or organisation from another context, culture, or society, cannot be assumed without an investigation into possible test bias (i.e. whether a measure is differentially valid for different subgroups). Assessment measures may vary in terms of:  How they are administered  Whether time limits are imposed. In a speed measure, there is a large number of fairly easy items of a similar level of difficulty. These need to be completed within a certain time limit. In power measures time limits are not imposed. However, the items in a power measure get progressively more difficult  How they are scored  How they are normed (e.g. by using a comparison group or a criterion) Page 1 of 42  What their intended purpose is (e.g screening versus diagnostic, competency-based testing)  The nature of the items (e.g. verbal items, performance tasks)  The response required by the test-taker  The content areas that they tap (e.g. ability or personality related) Discuss the importance of doing a thorough job analysis in testing and assessment in the work context. (5) For fair & equitable testing & assessment in the work context, the starting point is that the job must be described, explain why this would be important (5) The first step and main emphasis in the decision making process is a thorough job analysis A job analysis is a systematic study of the tasks, duties, responsibilities of a job and the knowledge, skills and abilities required to perform it. Job analysis consists of:  Job description – indicates the tasks that need to be done in the job.  Job specification – specific characteristics required of a person to perform well in the job.  Performance criteria - means for evaluating a workers success in performing a job. Job evaluation - formal assessment of the relative value of a job to an organisation Fair and equitable testing and assessment:  to know exactly what the