Personnel and Occupational Test Questionnaire Design and Results (Milan)

HRODC Postgraduate Training Institute
Em Milan, Italy (Itália)

£6.000 - (R$26.269)

Informação importante

  • Curso
  • Milan, italy (Itália)
  • Duração:
    6 Days
  • Quando:
    à escolha
Descrição

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

Informação importante

Requisitos: Degree or Work Experience

Instalações

Instalações e datas

Início Localização
à escolha
Milan, Italy
Via Washington, 66 Milan, 20146, Milano, Itália
Ver mapa

O que se aprende nesse curso?

Interpreting
Interpretation
Intellectual Property
Management
Personnel
Testing
IT
Improvisation
Design
Property
IT Management

Programa

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