|
 |
Message From: madure |
Total Posts: 261 |
Join Date: 06/06/2006 |
| Rank: Coach |
Post Date: 23/07/2006 20:26:10 |
Points: 1355 |
Location: Sri Lanka |
|
Tests are used for a number of purposes in various circumstances including: career counselling, team building, development and recruitment. However, the most common use of tests is in the process of selecting individuals at the point of entry into an organisation. Testing has been in use for more than 50 years, but there has been a significant rise in test use in the last decade and, as the selection process becomes ever more sophisticated, testing has assumed a more and more prominent role for a number of organisations.
A definition of psychological tests
Psychological tests are tests which can be systematically scored and administered, which are used to measure individual differences (for example in personality, aptitude, ability, attainment or intelligence). They are supported by a body of evidence and statistical data which demonstrates their validity and are used in an occupational setting.
Other forms of testing may be designed in-house and include:
in-tray exercises
job sampling
team-building exercises
structured discussions.
However, they are outside the above definition and therefore not covered by the guidance contained in this factsheet.
Training in test use
The use of tests is generally categorised by the following activities:
commissioning the use of tests
applying tests and evaluating, interpreting and feeding back results
administering tests.
The individuals carrying out all or one of these tasks will need the relevant competence to enable them to perform effectively and ensure value for money from the use of tests. As well as the skills to administer and interpret a particular test, individuals must be able to understand what and how they are measuring if they are to use the results of tests successfully.
Establishing a policy on test use
Before using a test, users should consider:
whether it is appropriate to use a test at all and whether it will provide any additional relevant information
whether there are sufficient resources to justify the use of a test
when used for selection purposes, that tests are relevant to the job/person specification
at what stage tests should be incorporated into the decision-making process
who will choose, recommend and demonstrate the value of tests
equal opportunities issues
how the results will be used and what weight will be given to them for decision-making purposes
what their policy will be on confidentiality
who will have access to the results
how test results will be stored
the laws regarding the copyright of tests
the policy and provisions for giving feedback.
Test administrators should ensure that individuals receive:
advance notice that they will be required to take tests
notice of the duration of tests and whether this is significant in interpreting results
adequate time to allow them to make any practical arrangements to allow them to take the tests
access to an appropriate environment free from interference in which to take tests
adequate information about the requirements of each test they are required to complete, and the opportunity to question any arrangements before taking the tests
information on the arrangements for feedback.
Selecting psychological tests
Before finally selecting a test to use, which appears to be appropriate for their needs, users should ensure they receive satisfactory answers from the test suppliers to the following questions:
Issues to consider in the use of tests
Once these criteria and the decision to use tests has been taken there are a number of issues which are important to consider if the best value for money is to be achieved from the use of testing.
These issues include:
Feedback - feedback should always be given unless there are good reasons why this should not be the case. Before a test is carried out, candidates should always be informed about the arrangements for giving feedback.
Openness - candidates should always be aware that tests will be conducted and the procedure should be explained in advance.
Confidentiality - access to test results should be restricted to those with a genuine need to know. Candidates should be informed as to who will have access to their test results.
Screening - a single test should never be used for screening purposes although a battery of tests may be appropriate in, for example, shortlisting of applicants for employment. Personality tests should never be used for screening purposes.
Norms - only tests for which appropriate norm tables are available should be used.
Monitoring
Selected from ideas expressed by CIPD
|
|
|
|
|
