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Evaluation of Psychometric tools
The document discusses psychometric tools used for psychological assessment. It defines measurement and its core characteristics like standardized administration. It describes different types of measurements including tests of maximum and typical performance. It outlines scales used in psychological assessment and discusses the design of personality questionnaires. The document also summarizes several popular psychometric tools used in India like MBTI, SHL, DDI, and Predictive Index. It notes that while use is growing, many Indian organizations have concerns around cost, validity, and applicability of existing tools to the Indian context. The document recommends developing low-cost tools to address attrition and map return on investment from recruitment.
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Evaluation of Psychometric tools
- 1. EVALUATION OF PSYCHOMETRIC TOOLS AnkitAmlan Fieldwork Intern, Kotak Mahindra Bank Limited
- 2. Psychological Assessment Psychological Assessment Measurement Correct/incorrect item responses Tests Notusing correct/ incorrect responses Questionnaires /Inventories Non- measurement Interviews, observations etc. Other questionnaire s/ checklists etc. •Measurement is the assignment of numbers to properties or attributes of people, objects or events using a set of rules •It uses a set of rules to quantify these. They must be standardized, clear, understandable and easy to apply
- 3. Core Characteristics ofAssessment Standardized administration • So that the administration and instructions are the same for everyone who takes them A scientific rationale for what is being measured An explanation of construction Use of a large sample to establish norms or a process for comparison with others Accuracy and error measures The dangers of not doing so • Purchasing an assessment which is inappropriate for the purpose required • Purchasing one which is of poor quality • Not understanding how to use the assessment • Not administering or scoring the assessment effectively • Misusing the test and the interpretation
- 4. Types of Measurements How well a person performs in a particular field following instruction or teaching. They range from abstract concepts to practical knowledge Abstract reasoning Numerical reasoning Musical sensitivity Programming aptitude Spelling and grammar These are the qualities, which are temporary and can be learnt and developed over a period of time. Includes assessments of personality, belief, values and interests Typical ways of thinking and behaving, being referred to as underlying characteristics or traits Often assessed by self-report measures having multiple scales The 16 Personality Factor questionnaire (16PF) The Myers-Briggs Type Indicator (MBTI) The Occupational Personality Questionnaire (OPQ) These are traits which are generally permanent in nature in an individual Measures of maximum performance Measures of typical performance
- 5. Scales and Inventoriesfor Psychological Assessment Nominal Scales • Classify people into categories by labelling and • Convenient method of describing them as individuals or groups • Only a limited number of transformations and statistics can be conducted on data Ordinal Scales • More precise level of measurement than nominal scales and place people in some kind of hierarchical order by assigning numbers • The scale is relative to the set of people being measured Interval scales • Like ordinal scales, assign numbers to indicate whether individuals are less than, greater than or equal to each other, but represent the difference between them • intelligence tests Ratio Scales • Highest or ideal level of measurement, have a ‘true’ value of 0, indicating • A complete absence of what is measured and also possess the characteristics of an interval scale Psychological assessment scores , generally involves measurement on ordinal scales which enable comparison of an individual with other which is then converted to interval scales for representation.
- 6. Design of PersonalityQuestionnaires Yes – No items • ‘I have often cried whilst watching sad films’. Yes – No. Personal information • I would rather work: • a. in a business office, supervising people • b. ? • c. in a library, on my own True – False items • ‘People in authority frighten me’. True – False Like – Dislike items • ‘Spiders’. Like – Dislike Items Having Rating Scales • Strongly agree, agree, in- between, disagree, strongly disagree Forced-choice Items • When you are working, do you … • enjoy times when you have to work hard to meet a deadline, or • dislike working under undue stress, or • try to plan ahead so that you don’t work under pressure?
- 7. Theories of personality Types Theory Represent distinct groups of people characterized by a unique configuration of features Makes it easier to cope with a complex social world through labelling personality ‘types’ They also use rigid labels, which can be misleading MBTI is an example of Type test Trait Theory Usually used by psychologists to study the various traits possessed by individuals which results in a particular behaviour They are more straightforward than types, and are capable of measurement They form a normally distributed continuum on a scale, having a mean score at the centre PI is an example of Trait test
- 8. Paradigms of Assessment ThePsychodynamic Paradigm • Lack scientific rigour and methods • Different behaviours could be indicators of the same underlying impulse The Cognitive- behavioural Paradigm • Our behaviour defines our personalities • Performance of role models could be observed and imitated by others • Assessments involving individuals and situational variables, making use of observations, diaries and interviews The Trait Paradigm • Relatively enduring characteristics • Independent of any stimulus external to a person • Describes personality in terms of continuous scales and an inventory is made up of any number of them
- 9. The Trait paradigm The trait paradigm assumes that: Our thoughts, feelings and behaviours vary in a number of ways. These variations can be measured. When they are measured, they are normally distributed like other characteristics. Eysenck (1967) suggested there are three dimensions along which personality varies: • Introversion – Extraversion • Neuroticism – Stability • Psychoticism – Normality These can be rated on a scale of zero to maximum for the purpose of rating Cattell identified 16 important dimensions or ‘source traits’ which later came as 16PF(Personality Factor) In contrast, some inventories appear to measure more of the original surface traits, such as the Occupational Personality Questionnaire (OPQ)
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- 11. Psychometrics in India Psychometric tests are widely used in the US and Europe However, psychometric assessments are in a nascent stage in India Some of the widely used psychometric tools: Thomas profiling 16PF Firo B Predictive Index DISC MBTI Personality and Preference Inventory-Normative (PAPI): Used predominantly used in India for hiring. It is also used for people who are in the system with up to 2 years of experience SHL: competency tool for India The Hay Group's psychometric tool
- 12. Purpose of thetests Recruitment and selection • Myers Briggs Type Indicator (MBTI) and Preference Inventory- Normative (PAPI) are used in India predominantly for hiring Learning and development Competency mapping Performance appraisal Validation of Interviews 55% 9% 18% 18% Percentage of usage Fresher level Lateral hiring Managerial level Senior level •In IT companies, psychometric assessments are used for entry level •In campus hiring psychometric tools are not used, because of the costs and the time •At the senior level psychometric tests are used to check the technical knowledge of the person in a domain.
- 13. Recruitment and Selection Psychometric tests are used in the hiring process as a validation tool for interviews and are therefore often administered after interviewing Psychometric tests don't come cheap Last round of interviewing In some cases, when not validation but, elimination is a motive, psychometric tests are used before interviewing
- 14. Study of differentexisting Psychometric tests MBTI SHL CEB DDI Predictive Index (PI) Hogan
- 15. MBTI (Myers- BriggsType Indicator) Developed by Briggs Myer’s out of the theories of Carl Jung, to describe 16 personality types based on the 4 dichotomies: Extraversion – Introversion Sensing – Intuition Thinking – Feeling Judging – Perceiving Used in areas of pedagogy, team building, leadership training, executive coaching 89 of the Fortune 100 companies use it. Statistical Validity of this method is questionable. Origins from psychoanalysis and hence, speculative The 16 outcomes appear to represent ‘pure’ types and it is unlikely people will be purely one of them. People can be extroverted in some situations and introverted at others; they may be capable of both objective and subjective thought Doesn’t include any assessment of test-takers’ attitudes, so conclusions can be distorted
- 16. SHL – OPQ32(Occupational Personality Questionnaire) SHL’s Occupational Personality questionnaires provides an indication of an individual’s preferred behavioural style at work Developed out of Item response theory containing forced choices method of questionnaires having 32 personality traits being measured in terms of their dominance Used in selection, career development, team building etc. SHL is one of the few providers of cognitive ability tests
- 17. Predictive Index (PI) Skill and behaviour assessment test used by many organizations Originally a Trait type of test based on the Humanistic Psychology of human drives It measures four drives in Humans: Drive for Dominance Drive for Extroversion Drive for Patience Drive for Formality Using these drives, there are selection based questionnaires on “What people expect of us to do” and “What we actually do”. Using the answers of the question leads to the mapping of data on the basis of self, self concept and synthesis, which is represented graphically. Actively used worldwide by major corporate giants for recruitment, leadership development and career- planning.
- 18. DDI (Development Dimensions International) DDI’s pre- employment testing is a direct test which includes both normative and ipsative test manuals. Multiple and repetitive questions ensure accuracy and validity of traits. Eliminates the guesswork and helps in making the best decisions • Candidates with higher scores are top performers Better Hiring Decisions • Can quickly zero-in on the most eligible candidate Greater Process efficiency • Results pin-point candidates who are more likely to engaged and stay longer Most Eligible Candidate • Gives a very larger picture of the personality • Can be used for testing data and career development Complete picture
- 19. India Inc. More than50% Organizations used, explored or considered psychometric tests Could increase to 87% by 2016 More than 90% of the companies which have adopted it, use it across all verticals However a large number of organizations, consider psychometric tools but don’t use the tools for reasons such as Cost Lack of knowledge in the domain Validity and reliability of these tools Selling psychometric tests to top management Lack of statistics showing value for money Reluctance of senior job applicants to fill out a test
- 20. Expectations of theIndian Organizations • Provide differences in candidates • A test that can be used more often, on a large number of people, which is less costly • Clear on what the company is hiring for - competency framework for the company • Tools specific to Indian environment • Flexibility of an online system and cost effectiveness • A tool to provide specific training assessment and feedback • A tool which can address the issues of attrition by mapping employee traits
- 21. Recommendation Development oftools to address the menace of attrition should be prepared. Interviewing is not enough to gauge the factors of attrition. Implementing a psychometric screening tool that can predict and reduce attrition in addition to the selecting methods A system to provide a low cost psychometric tool covering all the aspects Successful implementation of psychometric tools other than recruitment, for competency mapping There should be a tool which can map the ROI for recruitment