Author Archive
Organizational Psychology in Human Resource Management
Organizational Psychology is a subject which applies the principles of psychology into one of the most important areas of people’s life - work. Specifically, we work with the human aspects of the workplace and aim at improving people’s efficiency, and hence organizational effectiveness, through our knowledge about human functioning.
There exist a group of professionals […]
Choosing the Right Psychometric Test
Human resource professionals are unlikely to need any convincing that the use of psychometric tests as an aid to employee selection and development is probably at an all time high.
The increase in the use of aptitude and personality tests in the workplace is a positive thing provided the tests are chosen and used properly.
This article […]
Assessment & Development Centers in Employee Selection & Development
An assessment center is a methodology (rather than a place) for thoroughly assessing a candidate for a job. A development center follows similar principles, but rather than selection, its primary purpose is to aid in the development of a current job-holder.
Owing to the costs associated with assessment and development centers, they are […]
15FQ+ Personality Test has Working Edge in Predicting Performance in Chinese Workers
Local is not always better when it comes to using personality tests to hire or upskill workers in Asia, particularly China.
Personality tests are used mostly by those responsible for employee hiring decisions to predict the work performance and character of potential staff.
The use of these tests has steadily grown over the years with research […]
A Basic And Simple Assessment For Bias In PsychometricTests: The 4/5 Rule
Psychometric tests should have been validated by a test publisher prior to being published. However, the test user should also pay due diligence and ensure that the test cannot be accused of having unjustifiable adverse impact for one group of people over another.
There is a simple guideline known as the four/fifths (4/5) rule.
Here we […]
