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Psychometric Tests

Occupational Personality Questionnaire

Presentation By:
Shariq Ahmed Khan
24887

Psychometric Tests
Psychometric

tests are structured


exercises used for measuring a
persons aptitude, competence,
skill, sensitivity, memory,
intelligence and personality.
Some employers may use these
tests as part of their recruitment
and selection methods.
Individuals may also use a test to
help with career decision-making.

Psychometric Tests
There

are two main types of test:


Aptitude tests, which assess your
abilities
Personality questionnaires, which
give a profile of your personality.

Personality Test:
Apersonality

testis
aquestionnaireor other
standardized instrument
designed to reveal aspects of an
individual's character or
psychological makeup.
The first personality tests were
developed in the 1920sand were
intended to ease the process of
personnel selection, particularly
in the armed forces.

Occupational Personality Questionnaire OPQ32


OPQ32

provides an indication of an individuals


preferred behavioral style at work
To help employers gauge how a candidate will
fit into certain work environments
How they will work with other people and how
they will cope with different job requirements.

Ultimately the test measures


traits with the purpose of
determining your behavioral
style at work.

OPQ32
The

OPQ32 is used in:

Selection
Development
Team building
Succession planning
Organizational change.

OPQ32
Classification

Content Domains:
Personality Trait

Intended or main area(s) of Use:


Work and Occupational
Counselling, Advice, Guidance, and
Career Choice

Classification
Intended

mode of use
(conditions under which the
instrument was standardised
and validated):
Controlled unsupervised administration.
Control over conditions (timing etc)
Supervised and controlled
administration. Test administration
under the control of a qualified
administrator or proctor

Classification
Description

of the
populations for which the test
is intended:
It can be used with most working
adult populations.
Its primarily use is likely to be for
managers, professional workers and
graduates.
Available in a range of
languages(more than 30) with
specific country and occupational

Classification
Number

of scales and brief


description of the variable or
variables measured by the
test:
There are 32 trait scales which fall
into 3 main clusters: relationships
with people; thinking style; feelings
and emotions.

Scales
The

scales related to relationships with


people are:
persuasive
controlling
outspoken
independent minded
outgoing
affiliative
socially confident
modest
democratic
caring.

Scales
The

scales related to thinking style are: data


rational;
evaluative;
behavioral;
conventional;
conceptual;
innovative;
variety seeking;
adaptable;
forward thinking;
detail conscious;
conscientious;
rule following.

Scales
The

scales related to feelings and


emotions are: relaxed;
worrying;
tough minded;
optimistic;
trusting;
emotionally controlled;
vigorous;
competitive;
achieving;
decisive.

Classification
Items

format:

Likert ratings
Forced choice, mixed scale alternatives (ipsative)
Ipsativepersonality tests are designed to measure how
job-applicants prefer to respond to, for
example,problems, people, work pace and procedures.
Number

of test items:

The normative version has 230 questions where


respondents indicate an agreement on a 15 Likert
scale. Each scale is based on an average of 7 items.
The ipsative test has 104 blocks of four choices where
the candidate chooses the statements most and least
like them. In each tetrad a respondent indicates the
most appropriate and the least appropriate statement.

Classification
Administration

modes:

Supervised Group administration


Computerized locallyinstalled application supervised/proctored
Computerized locallyinstalled application
unsupervised/selfassessment
Computerized Webbased application
unsupervised/selfassessment
Computerized Webbased application supervised/proctored
Response

mode:

Paper and pencil


Computerized

Time:

Preparation: 5 minutes
Administration: 35 45 minutes
Scoring: 5 10 minutes
Analysis: 20 minutes
Feedback: 1 hour

Benefits:
The

OPQ helps organizations:

Identify the best-fit applicants for a given


role
Improve interview hit rates
Identify future leaders
Redeploy talent across the business
Evaluate the talent pool following a
merger /acquisition/ restructure
Create winning project teams
Manage the transformation of a technical
specialist to an effective people manager

Sample

Sample

Thank
You