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Personnel And Occupational Test Questionnaire Design And Results
Course
In Abuja, Nigeria ()
Description
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Type
Course
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Duration
6 Days
By the conclusion of the specified learning and development activities, delegates will be able to: 1) Legally engage in test improvisation/ reproduction activities. 2) Demonstrate their ability to successfully engage in test scoring activities. 3) Exhibit a high level of competence in interpreting test results. 4) Project a demonstrable knowledge of test results reporting. 5) Write psychological assessment results. 6) State at least 3 pitfalls of that should avoid in interpreting and reporting test results. Suitable for: This course is designed for: HR Practitioners. HR Managers. HR Generalists. Executives. Business Owners. Supervisors
About this course
Degree or Work Experience
Reviews
Subjects
- Interpreting
- Interpretation
- Intellectual Property
- Management
- Personnel
- Testing
- IT
- Improvisation
- Design
- Property
- IT Management
- Scoring Tests
- Reporting Tests
Course programme
Course Contents, Concepts and Issues
- Reproduction of Test Materials/Improvisation
- Scoring Test
- Interpreting Test Results?
- Reporting Test Results
- Writing Psychological Assessment Result
- Pitfalls to Avoid
- Problems of Content
- Improper Emphasis
- Omission of Essential Information
- Avoiding Unnecessary Duplication
- Problems of Interpretation
- Irresponsible Interpretation
- Inadequate Differentiation
- Problems’ of Psychologist’s Attitude and Orientation
- Not Practical or Useful
- Levels of Knowledge and Learning
- Testing Different Levels of Knowledge and Learning
- Giving Precise Test Instructions
- Constructing Essay Format Questions
- Using Simple Words or Terminologies in Test Construction
- Address the Test Dimensions
- Determining Implications of Test Results, As an Indicator of How an Individual Will Enact a Particular Role
- Maintaining Objectivity and Sound Judgment in Test Construction
- Avoiding Blind Interpretation
- Scoring, Interpretation and Reporting
- Making Recommendations at the End of Test Analysis and Report, Based On Their Importance;
- Confidentiality of Information
- Proper Sequence of Test in a Battery
- Testing According To Response Type Required
- Establishing Scoring Procedure
- Designing Subjective Tests
- Printed or Written Tests
- Testing and Job Performance
- Evaluating Validation Studies
- Designing Personnel Questions
- Designing Personality Test Questions
- The Orpheus Personality Test
- Testing Fellowship
- Testing Authority
- Testing Conformity
- Testing Emotion
- Testing Proficiency
- Testing Work-Orientation
- Testing Patience
- Testing Fair-Mindedness
- Testing Disclosure
- Testing Initiative
- Testing Loyalty
- Standardised vs. Non-Standardised Tests
- Constructing Adaptability Tests
- Understanding Personality
- Personality Types
- Deconstructing Gordon Personal Profile
- Understanding Gordon Personal Profile
- Designing Judgement and Comprehension Tests
- Designing Projective Personality Tests
- Understanding the Rorschach test
- Designing the Thematic Appreciation Test
- Designing Intelligence Tests
- Designing Personnel Test for Industry, Generally
- Designing Numerical Test for Industry Personnel
- Constructing a Supervisory Index
- Ranking Employment Test Results
- Converting Raw Score to Percentage Score
- Distinguishing Between Management, Supervision, Employees (Operators), Human Relations Tests
- Designing Management Tests
- Designing Supervision Tests
- Designing Employees (Operators) Tests
- Designing Human Relations Tests
- The Types of Standardised Tests That Are Suitable For Managers of Different Levels
- The Types of Standardised Tests That Are Suitable For Support Personnel
- The Types of Standardised Tests That Are Suitable For Operations Managers
- The Types of Standardised Tests That Are Suitable For Senior Skilled Personnel
- The Types of Standardised Tests That Are Suitable For Skilled Personnel
- The Types of Standardised Tests That Are Suitable For Semi-Skilled Personnel
- Principles of Multiple-Choice Questions Design
- Creating Multiple-Choice Stems
- Creating Multiple-Choice Alternatives
- Eliminating Ambiguous Multiple-Choice Items
- Eliminating Double-Answer Multiple Choice Items
- Eliminating Multiple-Choice Alternative ‘Giveaways
- Setting ‘Simple Recall’ Multiple-Choice Items
- Setting ‘Comprehension’ Multiple-Choice Items
- Setting ‘Application’ Multiple-Choice Items
- Setting ‘Problem-Solving’ Multiple-Choice Items
- Setting ‘Synthesis’ Multiple-Choice Items’
- Arranging Multiple-Choice Items According To Levels of Difficulty
- ‘Timing’ of Multiple-Choice Tests
- High-Speed ‘Hard-Marking’ of Multiple-Choice Tests
- ‘Electronic-Aided’ Multiple-Choice Test Marking
- Scoring Multiple-Choice Tests
- Computerised Multiple-Choice Marking System
- Computerised Multiple-Choice Scoring System
- Designing ‘Hard-Marking’ Multiple-Choice Answer Sheets
- Designing ‘Computerised’ Multiple-Choice Answer Sheets
- Writing Instructions for Multiple-Choice Tests
- Giving Examples in Multiple-Choice Tests
- Guessing In Multiple-Choice Tests
- ‘Knowledge-Based’ Penalties in Multiple-Choice Tests
- Test Design and Copyright
- Test Designers and Intellectual Property Rights Law
- The International Copyright Conventions
- The International Intellectual Property Rights Conventions
- Intellectual Capital Protection
- Intellectual Capital ‘Exploitation’
- Intellectual Capital and Risk Management
- Test Design Commissioning
- Test Design Commissioning and Intellectual Property Rights
Additional information
Personnel And Occupational Test Questionnaire Design And Results