Personnel And Occupational Test Questionnaire Design And Result Analysis Course

Personnel and Occupational Test Questionnaire Design and Result Analysis
Leading to Diploma-Postgraduate in Personnel and Occupational Test Questionnaire Design and Result Analysis


Course Objectives

By the conclusion of the specified learning and development activities, delegates will be able to:
Legally engage in test improvisation/ reproduction activities;
Demonstrate their ability to successfully engage in test scoring activities;
Exhibit a high level of competence in interpreting test results;
Project a demonstrable knowledge of test results reporting;
Write psychological assessment results;
State at least 3 pitfalls of that should avoid in interpreting and reporting test results, incorporating:
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.
Accurate state the levels of knowledge and learning;
Distinguish between the different levels of knowledge and learning;
Give precise test instructions;
Demonstrate their ability to use simple but unambiguous words or terminologies in test construction;
Determine the implications of test results, as an indicator of how an individual will enact a particular role;
Determine the test dimensions that need to be addressed;
Maintain objectivity and sound judgement in test construction;
Guard against blind interpretation of test results;
Make effective recommendations, at the end of test analysis and report, based on the importance of the issues involved;
Score, interpret and report concisely and accurately;
Exhibit their commitment towards information confidentiality;
Exhibit a high level of competence in the sequencing of test items;
Design tests requiring a variety of responses;
Exhibit their ability to establish pre-scoring procedure;
Develop and manage subjective testing batteries;
Determine where printed or written tests should be used;
Determine whether oral examination, printed or written tests should be applied in particular circumstances;
Use available statistics to establish any correlation between testing and job performance;
Use meta-analysis to evaluate validation studies;
Demonstrate their competence in designing personnel questions, generally, and specifically within a formal testing context;
Demonstrate their understanding of the basis and principles of the orpheus personality test;
Will be able to exhibit a high degree of competence in testing the following dimensions:
Fellowship;
Authority;
Conformity;
Emotion.
Exhibit a fair degree of competence in testing: 
Proficiency;
Work-orientation;
Patience;
Fair-mindedness;
Disclosure;
Initiative;
Loyalty.
Make decisions regarding the use of standardised vs. Non-standardised tests;
Design tests to measure adaptability;
Exhibit a ‘grounded understanding’ of personality and personality types;
Exhibit their understanding of Gordon personality profile;
Produce evidence that they have been able to deconstruct Gordon personality profile
Design judgement and comprehension tests;
Display measurable competence in the design of projective personality tests;
Demonstrate an understanding of the design of the Rorschach test;
Design the thematic appreciation test;
Exhibit competence in the design of basic intelligence tests;
Demonstrate an understanding of the design of personality tests for industry generally;
Design numerical tests for industry personnel;
Construct a supervisory index;
Rank employment test results;
Convert raw scores to percentage score;
Distinguish between management, supervision, employees (operators) and human resources tests;
Design management tests;
Design supervision tests, with a high degree of competence;
Design employee (operators test) with at least 50% proficiency;
Demonstrate an acceptable competence level in the design of human relations tests;
State the types of standardised tests that are suitable for support personnel;
List the types of standardised tests that are suitable for operations managers;
Name at least two types of standardised tests that are suitable for senior skilled personnel;
Explain why at least one type of standardised test that is suitable for skilled personnel;
Give a critical evaluation of one type of standardised test that is thought to be suitable for semi-skilled personnel providing suitable rationale;
Establish the principles of multiple-choice questions design;
Create multiple-choice stems that are suitable for particular tests;
Create multiple-choice alternatives to at least 50% proficiency;
Design multiple-choice test, while avoiding ambiguous multiple-choice items;
Eliminate double-answer multiple choice items;
Design objective tests, while eliminating multiple-choice alternative ‘giveaways;
Design ‘simple recall’ multiple-choice items;
Design ‘comprehension’ multiple-choice items;
Develop multiple choice items that test applications;
Design multiple choice items that test ‘problem-solving;’ 
Develop multiple-choice items that adequately test synthesis;
Arrange multiple-choice items according to levels of difficulty;
Time multiple-choice tests accurately;
Exhibit an understanding of high-speed ‘hard-marking’ of multiple-choice tests;
Effectively score multiple-choice tests;
Use computerised multiple-choice marking system;
Demonstrate an understanding of computerised multiple-choice scoring system;
Exhibit competence in designing ‘hard-marking’ multiple-choice answer sheets;
Design ‘computerised’ multiple-choice answer sheets;
Write instructions for multiple-choice tests;
Write multiple-choice examples for the benefit of candidates;
Make decisions regarding whether guessing in multiple-choice tests should be permitted in particular circumstances;
Rationalise ‘knowledge-based’ penalties in multiple-choice tests;
Explain the rudiments of test design and copyright;
Provide advice to test designers on the intellectual property rights law;
Demonstrate an understanding of the international copyright conventions;
Exhibit a working knowledge of the international intellectual property rights conventions;
Provide guidance to their organisations on intellectual capital protection;
Make suggestions on intellectual capital ‘exploitation;’
Demonstrate their competence in intellectual capital and risk management;
Exhibit an understanding of the finer points of test design commissioning; and
Exhibit an understanding of the relationship between test design commissioning and intellectual property rights