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Chapter 8.docx

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Aaron Schat

Chapter 8: Testing Applicant Testing - Psychological testing: a standardized procedure used to obtain an assessment of a person’s psychological construct & to describe that construct w/ the aid of some measurement scale  older & most common methods o Use of Test: levels of academic ability, achievement, interest, strengths & weaknesses, personality, values, hiring people. Promotion - **Employment testing: assess the candidates who best possess the KSAOs that lead to successful job performance, should accurately assess the individuals performance or capacity to perform the essential components of the job - Testing Standards: must be reliable& valid, fair & unbiased & have utility - Code of Ethics: the CPA’s Cndn Code of Ethics for Psychologists has 4 principles of ethical behaviour: 1. respect for dignity of persons 2. responsible caring 3. integrity in relationships 4. responsibility to society - Cautions: these rights must be respected: o Informed consent o Access to test results o Privacy & confidentiality o Language & culture - Disability: a disabling condition cannot be used to screen out applicants unless it can be demonstrated that the ability in question is a BFOR  reasonable accommodations must be made Types of Tests - Ability & Aptitude Tests o Abilities: the attributes that an applicant brings to the employment situations o Skill: an individuals degree of proficiency on a given tasks based on both ability & practice o Aptitude: a specific, narrow ability or skill that may be used to predict job perf. - Cognitive Ability tests: o Cognitive abilities: refers to intelligence, general metal ability or intellectual ability (numerical, verbal, reasoning, memory, problem solving…)  GCT (General Competency Test): contains 3 types of Q’s: understanding written material, solving numerical problems & drawing logical conclusions  The Wonderlic Personnel Test: a test of general cognitive ability, that measures a person’s ability to learn, solve problems & adapt to new situations o Cognitive ability tests are cost-effective & has withstood court challenges in Cnd - Practical Intelligence/Job Knowledge o Practical knowledge: related to knowing how to get things done w/out the help of others (“street smarts”, “common sense”) o Tacit knowledge: it is knowledge about how to perform tasks in diff. situations  used to help attain specific goals  **Predict performance of sales people, but not job success o job knowledge; the degree to which an applicant or empl is knowledgeable about issues or procesdures that are essential for successful job perf. (i.e. whether they know how to do the job?) - Emotional intelligence: the ability to perceive accurately, appraise & express emotion o Disadvantages: there is a disagreement whether EI is more a \t natural potential or a set of learned “abilities/skills” o there are a lack of measurements that can provide us w/ valid inferences about the construct - Psychomotor abilities: traits or characteristics that involve the control of muscle movements (I.E. finger dexterity, reaction time, manual dexterity) - Physical & Sensory/Perceptual Ability Tests o Physical abilities: traits or characteristics that involve the use or application of muscle force over varying periods of time, either alone or in conjunction w/ an ability to
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