U10D1.docx - For this discussion take into consideration the factors that affect a test's utility which was identified in your Psychological Testing and

U10D1.docx - For this discussion take into consideration...

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For this discussion, take into consideration the factors that affect a test's utility, which was identified in your Psychological Testing and Assessment text as psychometric soundness, costs, and benefits (pages 212–218), as well as practical considerations when conducting utility analyses, which includes pool of applicants, complexity of the job, and use of cut scores (pages 232–235). Identify three specific measures for a management assessment center addressing selection, placement, promotion, and career training. 1. Identify a specific instrument for each of the following areas: Ability or aptitude testing. Achievement, Ability and aptitude test measures prior learning to some degree (Cohen & Swerdlik 2018). Aptitude test measures more informal learning than achievement test, while achievement test is more limited and focused (Cohen & Swerdlik 2018). I would recommend using the Wonderlic Personal test, which measures mental ability in a general sense (Cohen & Swerdlik 2018). The test is about 12 minutes and it measures spatial skill, abstract thought and mathematical skills, which is great for screening job applicants (Cohen & Swerdlik 2018). Occupational career or interests. An Interest measure in the context of vocational assessment and pre-employment counseling is a way to measure the individuals likes, dislikes, leisure activities, curiosities, and involvements (Cohen & Swerdlik 2018). These types of measures help employers see potential interest and likes for employees. One of the first interest measure tests is the Strong Vocational Interest Blank (SVIB) which started off as measuring children interest to adult interest (Cohen & Swerdlik 2018, Donnay & Borgen 1996). This test proved a variety of areas and topics consisting of
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