Personnel and Occupational Testing (Manila)

HRODC Postgraduate Training Institute
En Manila, Philippines (Filipinas)

£ 6.000 - ($ 22.707.715)
Exento de IVA

Información importante

  • Curso
  • Manila, philippines (Filipinas)
  • Duración:
    6 Days
  • Cuándo:
    A definir
Descripción

Short Objectives: By the conclusion of specified learning, delegates will be able to: 1. Appreciate the value of employment testing. 2. Determine measures to enhance test security. 3. Ensure that the highest ethical standards are maintained for test users. 4. Exhibit their ability to use test administration guide, appropriately. 5. Effect percentile classification of test and test scores.
Suitable for: This course is specifically designed for: Human Resource Managers. Department Heads. Supervisors. Trainers. Business owners. Executive Directors. Consultants

Información importante

Requisitos: Degree or Work Experience

Sedes

Dónde se imparte y en qué fechas

Inicio Ubicación
A definir
Manila, Philippines
Makati, 1200, Philippines, Filipinas
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¿Qué aprendes en este curso?

Personnel
Security
Testing
IT
Performance
IT Security

Programa académico

Course Contents, Concepts and Issues

  • Value of Employment Testing
  • Test Security
  • Ethical Standards for Test Users
  • Test Administration Guide
  • Percentile Classification
  • Administration of Test
  • Scoring of Tests
  • Interpretation of Test
  • Writing Psychological Reports
  • Test Norming
  • Value of Test to the Applicant or Employee
  • Value of Test to Organizations
  • Diagnostic Employment Interviewing
  • Personnel Testing
  • Characteristics of a Good Test
  • Verifying Test Standardization
  • Checking Test Objective
  • Test Reliability
  • Ascertaining Test Validity
  • Evaluating Test Appropriateness
  • Assessing Test Difficulty Level
  • Ease of Test Administration
  • Uniformity of Procedure in Administration and Scoring of Test
  • Test Time Limits
  • Oral Test Instructions
  • Speed vs. Test Difficulty
  • Group vs. Individual Tests
  • Written vs. Job Performance Test
  • Verbal vs. Non-verbal Tests
  • Standardized vs. Non-standardized Test
  • Culture Fair or Culture Free Test
  • Projective Test
  • Administration of Psychological Tests
  • General Principles For The Administration Of Psychological Tests:
  • Following Standardized Test Procedure In Detail
  • Record Any Unusual Testing Conditions
  • Take Testing Conditions Into Account When Interpreting Test Results
  • Evaluation of Test Materials
  • Testing
  • Technical Competence
  • Technical Competence - Level A
  • Technical Competence - Level B
  • Technical Competence - Level C
  • Aptitude Test
  • Test of ‘Individual Differences’
  • Personality Test
  • Adjustment Test
  • Personnel and Counselling Psychology Test
  • Purpose of Testing
  • Guard Against Appropriation or Modification of Published Test Elements
  • Role of the Examiner During the Testing Session
  • Role of the Examiners After the Testing Session
  • Maximum Performance vs. Typical Performance
  • Types of Tests
  • Test of ability
  • Intelligence
  • Interest Tests
  • Mental Maturity
  • Scholastic Aptitude
  • General Ability
  • Mental Ability
  • Primary Mental Abilities
  • Achievement Tests
  • Measurement of Emotional, Motivational, Interpersonal and Attitudinal Characteristics
  • Objective Tests
  • Subjective Tests