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Course: All PSYCHOMETRIC courses – online and face-to-face
Location: Singapore, Hong Kong, Online
Date: February and March 2011
Details: Save up to 25% when registering 2 or more attendees at the same time. Discount amount reduces by 5% every 2 weeks until 19 December. The earlier you book, the higher the discount! Full details of this offer here.

In this session we will explore the following:

1. Computer-based scoring of psychometric tests
2. Hand-scoring of psychometric tests
3. Norming of test results
4. The link between scoring of tests and reliability

Converting raw scores to standardised scores and using representative norms will be covered in a later session.

Once a psychometric test has been properly administered, it needs to be scored. Depending on the test chosen, you may have a few options.

a. You can opt for computer-based scoring.

This would work if you had administered the test using computer software or if you had asked your candidate to complete an online test. For online tests, this option is good because it is less likely to involve scoring errors! Your candidate completes the test online and then the system immediately and automatically scores the test. There is no additional input required and hence less chance for error. This pre-supposes the publisher has used the correct scoring algorithms of course. Whilst most reputable test publishers will, we do know of one who had an error in a test battery that was not spotted until one of their distributors pointed out that his partner had done poorly on a test for which she was a subject matter expert!!

If you administer the test to your candidate using desktop software, you should be able to automatically score it in the same way as above.

b. You can opt for hand-scoring or a bureau service or keyed input followed by computer-scoring. You are most likely to use this option if you administered the test to your candidate using hard-copy test booklets and answer sheets.

Firstly, you’ll need to double-check the answer sheets to ensure that there are no irregularities. Ensure that it’s obvious which answer the respondent selected. Be careful with any “blobs” that may have appeared from ink or pencil smudges etc. If a respondent has changed their mind after selecting a response and has crossed it out, ensure that you only use the most recent response in scoring.

For hand-scoring using a scoring key, you’ll next need to align the scoring key with the answer sheet. The exact requirements will vary based on the test you are using, so ensure that you read and fully understand the instructions provided by the test publisher.

Once you have scored the responses, double-check your scoring. You then need to record the score. The score you calculate at this point is called the RAW SCORE. On its own, a raw score means nothing. If I tell you that you scored 54 on a numerical reasoning test or 75 on the extraversion scale of a personality assessment, you’ll need to ask me more questions before you truly understand your score. The most important question to ask would be how your score compared to others. The comparison of your score with others is called norming.

It is called norming because we compare a candidate’s score to a group of others (called the norm group) who completed the test in the past. To undertake this comparison, you can do it by way of a simple calculation or through the use of norm tables either developed by yourself or, more usually, supplied by the test publisher.

Norm tables allow us to use a standard vocabulary for expressing a candidate’s score in relation to others who have taken the test and it is for this reason that we call your new score a standardised score. A standardised score is simply your candidate’s raw score, compared with the norm group and expressed in terms of how the candidate scored in relation to others. We’ll consider standardised scores in more detail in a later lesson. You’ll see by now that your objective is to calculate the candidate’s standard score as this is the way to achieve maximum meaning. If you opt for paper and pencil tests and hand-scoring, the process can be lengthy. So are there other options?

We have already seen above that we can simply have the candidate complete an online test. However, you may not wish to do this if there are many candidates. This is because you will need as many computers as candidates if you are going to supervise them. If you are using an unsupervised test, the candidate can complete on their own PC, but you may be concerned about possible cheating and so on. This is why you may end up using paper and pencil tests (in a supervised environment). However, there is an alternative to arduous hand-scoring if you have used paper and pencil tests.

You can use the bureau service of your psychometric test distributor. You just need to check that the answer sheet is properly completed, clear and free from any irregularities and then send the answer sheet to the distributor by fax or scanned email. The bureau service will then score the test for you and send you a report.

Furthermore, you may have another option yet. If you have access to a computer or online test system, you can probably also enter the candidate’s responses to each question into the system and have the system produce the report. This is essentially what the bureau service above does for you. Doing it yourself should work out cheaper. Do be careful when you transpose the responses though – accuracy is far more important than speed unless you want to invalidate the whole process!!

Self-scoring answer sheets: Some psychometric tests are supplied with self-scoring answer sheets. These are much easier to use than non-self-scoring answer sheets. In this case you usually need to open up the answer sheet by tearing off some perforated card. Inside the answer sheet, the candidate’s responses will have been duplicated via carbon or similar onto a scoring card. Usually, you add up the number of responses (often black circles) that appear inside a circle. Those outside of a circle represent incorrect answers so don’t get counted. Once you’ve added up correct responses, you have your raw score. Slightly different procedures obviously apply for personality assessments and fewer personality assessments provide self-scoring answer sheets due to their scoring complexity. When using self-scoring answer sheets you need to be especially careful to ensure that the candidate presses hard on the answer sheet when completing the test. If they are light-handed their responses may not come through onto the scoring card!

Finally, let’s consider the link between psychometric test scoring and reliability/validity. As you know, the test administrator can have a huge impact upon psychometric test reliability throughout the whole process. At the scoring stage you can affect reliability simply by scoring incorrectly. This might happen because you miss the fact that a candidate crossed out their answer and changed their mind. It may also happen because you try to score fast and just don’t add up correctly. Perhaps you use the scoring key incorrectly or perhaps the scoring is so arduous (often the case for personality assessments) that you simply get lost in the scoring or incorrectly use your calculator!

Ensure therefore that you fully understand how to score the test, use the scoring key as per the publisher’s instructions, score slowly and double check or have someone else double check your scoring. If possible, use computer based scoring or self-scoring answer sheets. Incorrect scoring reduces reliability and of course that means that a valid test can become invalid and a waste of time or money!

Interested in learning more about psychometric testing for HRM? Keep reading – your next free session is not far away! To ensure you don’t miss a single instalment, we suggest you follow-us on twitter as each new post will be announced there. You may also like to join our face-to-face psychometric training courses in Singapore or Hong Kong – these range from simple introductory courses through to Certification Courses such as the BPS Level A and BPS Level B Certificates of Competence in Occupational Testing. Not in Singapore or Hong Kong? No problem – we also offer both recorded and live online training in psychometrics! For full details please see here or email us.

DO NOT COPY OR SAVE THIS ARTICLE TO YOUR COMPUTER.
THIS ARTICLE IS CLEARED FOR PUBLISHING ON PSYCHOLOGY1 GROUP SITES ONLY. IT REMAINS COPYRIGHT AND INTELLECTUAL PROPERTY OF PSYASIA INTERNATIONAL PTE. LTD. YOU ARE NOT AUTHORIZED TO PUBLISH IT ON ANY OTHER SITE. YOU ARE NOT PERMITTED TO COPY/PASTE THIS ARTICLE OR TO SAVE IT TO YOUR LOCAL DRIVE. YOU ARE ONLY PERMITTED TO READ IT ONLINE AT OUR WEBSITE. VIOLATION OF THESE TERMS WILL RESULT IN BANNING OF OFFENDING IPS AND LEGAL ACTION FOR THOSE WHO REPUBLISH THIS ARTICLE WHETHER IT BE WITH OR WITHOUT A REFERENCE TO THE ORIGINAL AUTHOR.

Yesterday I was watching a program from the UK which fights for consumer rights. A segment of the program was reporting on a sofa that was not fit for purpose and this led my mind back to psychometrics.  We’re always looking for easy ways to define some of the more technical aspects of psychometrics and this was a good example!

The sofa looked absolutely fine. In fact, it was beautiful leather and looked very expensive.  To relate this back to psychometric testing we could say it had FACE VALIDITY. The sofa looked as if it would do the job it is supposed to do (on the face of it).  Likewise, a test, be it personality or aptitude, which looks like it will do the job it is supposed to do is said to have face validity.  We assess face validity simply by looking at the test. However, face validity is not very important in the grand scheme of things! It’s important for candidate buy-in of course. If you are given a test as part of a selection process and that test doesn’t seem relevant to the job you won’t be happy with the process and may not take it or the company too seriously!!

The sofa, despite looking great, had some major problems.  The first time its owner sat on it, it fell apart. There were lots of flaws in the design and so on. Likewise, some of us may have experienced similar examples with second-hand cars. They may look excellent on the face of it, but then they break down on the way home!  In other words, the sofa or the car are not FIT FOR PURPOSE. This is a major problem.  In Singapore, we use psychometric tests to help discriminate between candidates and to help select the best. If there is something fundamentally wrong with the design of the test that causes any problems, then the test will not be fit for purpose. It will not be valid, even if it has face validity.

It’s for this reason that it’s not a good idea to ask a test supplier for a free trial to “validate the test” as some of our clients ask! Often this is similar to a second-hand car buyer looking at the paintwork on the car and ignoring the mechanics because they know little about them.

If you are interested in learning how to evaluate the “mechanics” of the many psychometric tests out there and knowing how to choose good from bad based on critical information, please consider attending either our face-to-face psychometric training courses in Singapore and Hong Kong or joining our live online or distance learning in psychometrics. Full details here: http://www.psyasia.com/psychometric_training.php

PsyAsia’s range of early-bird and group booking discounts for our October Psychometric Training Courses in Singapore will expire in just 7 days! If you intend coming on our October training for BPS Level A, BPS Level B (including Identity and Apollo Personality Questionnaire accreditation), Saville Consulting Wave or BPS Test Administration, please do ensure that you register by 30 July. All discounts will expire in our systems and cannot be reinstated! Please view all course dates at http://dates.psyasia.com.

Remember, PsyAsia International is Asia’s Independent Leader in Psychometric Tests and Training. We only sell the world’s best psychometric tests, our courses are run by resident fully registered psychologists and we offer blended e-learning with our face-to-face training for all BPS certification courses.

If you have any queries about our psychometric courses, do please get in touch – an easy way to get an instant response is to use the LIVE CHAT facility on our website. Alternatively, please email us.

Finally, don’t forget that we’ve arranged a session for anyone interested in Singapore Level A and B training to meet with the facilitator online. He will show you course slides and workbooks and answer any questions you may have. This session runs on Tuesday 27th July at 5pm Singapore/Hong Kong time. Click here to register.

Online Psychometric Testing Mini-Course: Session 3

In this session we will explore the following:

1. Why psychometric tests are used and how they are useful. We will do this by referring mainly to alternative methods of assessment.

The short answer to the first part of the above question is that psychometric tests are used because (assuming they are well designed tests) they are a reliable and valid means of assessing people. We will discuss in a future session exactly what is mean by reliability and validity when applied to psychometrics.

Let’s consider a few alternatives to psychometric tests and highlight this issue further. 

Unstructured Interviews

Most candidates who apply for a job will expect to have an interview at some stage of the process and indeed, most organisations will work an interview into the process. However, how useful is this interview for predicting performance on the job?  This depends a lot on the training of those who will be interviewing. Many people who conduct interviews have never been trained. Perhaps one day a boss asked them to go and interview a candidate for a job and it continued from there. They may have years of experience but experience and competence are not the same. Most people who interview use what is known as the traditional interview. It is also sometimes called an unstructured interview. The idea is that this is a time to meet with and get to know the job applicant. Often the interviewer is thinking things such as:

“Let’s see if he has a firm handshake.“

“Let’s see if he looks me in the eye.”

“I’ll ask him what he does in his spare time.”

The problem is that none of the answers to these questions will predict performance at work. So what if I have a limp handshake? Donald Trump (very successful property tycoon) does not even like to shake hands – he’s worried about germs! Imagine him at a job interview.  The shake would be very limp if at all.  In some cultures it’s rude to look people in the eye – so we cannot go assuming that those who avoid eye contact will not be good performers or that they are dishonest or hiding something. As for spare time, what about somebody who puts together model cars or aeroplanes on the weekend, does it mean that will be a good designer or engineer. No, this may simply be a low level weekend interest and not something that would keep them entertained as a career. Not to mention the fact that in some parts of the world it’s actually illegal to ask about people’s hobbies in a job selection process!

The point to grasp then is that often the people conducting interviews have little or no training and are running unstructured interviews that have little relevance to job performance and therefore lack both reliability and validity.  However, the suggestion is not that we remove interviews totally!

Structured Interviews

Research has shown that interviews have good reliability and validity when run in a particular way by those who have undergone thorough training. These are called structured interviews. The idea here is to align the interview questions to the competencies required of the candidate to be successful in the job. Then the interviewer asks the same or very similar questions to each candidate based on job requirements. Behavioural interviews are one type of structured interview. The questions are designed to elicit a high level of evidence that the candidate has displayed the behaviour associated with competent performance over repeated occasions in the past. Another type of structured interview is Situational interviewing – here the candidate is asked what they would do in certain situations. Situational interviews are generally less valid than Behavioural interviews. The biggest problem with getting HR and Consultants to run structured interviews is the need for training. PsyAsia used to run a 2-day course in behavioural interviewing, but our clients in Asia told us that would require too much time out of the workplace. We thus reduced this to a one-day course (see our behaviour-based interviewing course here if interested) but whilst this satisfies the big decision makers it really only serves as an introduction to interviewing. There needs to be more communication and understanding between HR and those who hold the purse-strings in Asia if we are to increase competence in this area!

Psychometric Tests and Structured Interviews

So thus far, we pointed out that interviews can be reliable and valid but that can only happen if the interviewers have been appropriately trained and where using structured interviews; preferably a behavioural interview.  Those using psychometric tools also need to be appropriately trained in order to ensure they remain reliable and valid tools. Assuming training and competence requirements are met for both tests and interviews, why use tests? 

Psychometric tests are able to cover a lot more ground in far less time. Aptitude tests give us an indication of numerical, verbal and spatial skills in 18 minutes if using modern tests like the Saville Consulting Aptitude range.  There’s no way we could discover this information in even a one-hour interview!  Personality assessments can sample and assess personality traits relevant to performance on the job. The average completion time for good personality assessments is 30-40 minutes. There also a few good faster tools available which take around 20 minutes. The amount of information gleaned in this short period of time is a credit to the developers of psychometric tests. However, with particular regard to personality testing, it is necessary to confirm the profile with behavioural evidence from the candidate. So, whilst the profile may suggest somebody who really enjoys multi-tasking, this becomes a basis for an interview question (assuming this is required by the job).

In essence then, psychometric tests are useful because they provide so much more information than an interview can provide in a much shorter period of time. They have been designed by experts using modern statistical techniques aligned with modern personality research and theory. However, psychometric tests are only part of the story and a well designed interview using competent interviewers will add incremental validity to the assessment process. The interview will serve to confirm (or refute) the psychometric profile and provide rich behavioural evidence (that cannot be recorded by psychometric tests) that the person can perform at the level required by the person specification.

Other Methods of Assessment

So far we’ve only looked at different types of interview as an alternative or as complimentary to the assessment process. How about other methods of assessment?

Application forms
We all need to complete one of these to show our intention to apply for a job. Realistically though they are there for this reason alone. They serve as a record of information which the organisation deems important to hold on the individual. Current application forms hold no value as selection tools with the exception perhaps of educational and experiential background. This can be changed by designing application forms that elicit only job relevant responses and preparing a scoring system for the from even before sending it out.

CV/Resume
Candidates like to send their CV/Resume because many people have these on file and it’s easy to quickly update it and print it off on a per-job basis. However, again these are not particularly useful in selection. Research shows that decision-makers are often seduced by smart graphics as well as vocab which sells the applicant by over-inflating their achievements. It’s also possible to lie in a CV, although research has shown that most people don’t lie about their educational qualifications or experience as they know the prospective employer can check up on this. What they do tend to lie about or at least mislead about is their level of competence. We suggest that CVs are not used at any stage of the selection process.

Assessment Centres (ACs)
This is where the candidate is invited to a physical location to partake in a number of exercises with other candidates. Most ACs last a day and during that time the candidates will undergo both group and individual exercises such as presentation exercises, negotiation exercises or in-tray exercises. Assessment Centres have been shown to be highly valid and reliable methods of selection when using well trained assessors.
PsyAsia runs training in Assessment Centres and we also offer consultancy in Assessment Centre Design

References
References lack validity in the assessment process and yet organisations continue to request them! Typically a candidate will not give a potential employer the name of somebody who will give them a poor or perhaps even an honest reference. The tendency is to only offer names of those who they trust will give a great reference. On the other hand, if the current employer really wants the candidate to move on they may fake the reference, making the candidate appear almost angelic! Does this mean we should not use references in the selection process? No. It is possible to improve upon the use of references by designing work–related reference forms that elicit behavioural evidence from the previous employer that is in line with the competency requirements of the new job. However, this may lower the response rate as the referee really needs to think about actual behaviours and write them down rather than sending the standard “he’s a great guy” reference.

Graphology
Most organisations aren’t into this, but an alarmingly high percentage of French organisations are! The idea here is that various personality traits can be seen via somebody’s handwriting. Those traits can then be linked to performance at work. So for somebody that writes with very bold strokes, the graphologist may say they are ambitious. This would be good for a salesperson. However, research has shown a lack of reliability in this method. Not only do people write differently depending on their mood, their culture, their upbringing and so on, but graphologists given the same handwriting to analyse often do not agree with each other about the personality traits of the writer!  Graphology thus should not be used as a selection tool.

Phrenology
Phrenologists assume that different aspects of personality are stored in different parts of the brain and that where somebody has more of a particular characteristic, the corresponding part of the brain will be larger and hence cause protrusions on the head!  The idea would be that you measure different bumps and indentations on your candidates and then project their personality from that. Of course, this method holds no validity and brain imaging tools such as fMRI and PET scans have refuted it.

Astrology
In Asia, people use astrology to help them decide auspicious dates for business openings, functions, weddings and so on. Does it work for job applicants?  No! The idea that people born at the same time, in the same place, where the alignment of stars and planets are similar will work in the same way does not hold any weight. Don’t hire employees based on their star signs!

Psychometric Tests and other Selection Methods

As you can see, there are many ways we can assess people. However each method varies in terms of reliability and validity. Assessment Centres hold very high reliability and validity if done properly, but they are expensive, require lots of resources and skills to run and only assess 6-12 people at a time. We’ve already said that structured interviews are good but again, they take time and resources. Psychometric tools do cost money.  However the cost is offset by the number of candidates that can be assessed and the information that can be gathered in the assessment compared to other selection methods. Don’t forget, an interviewer’s time is costly. A panel interview with 3 interviewers is likely to cost around 2-3 times the fee of a psychometric test and yet will not gather as much information. Not to mention the fact that if you are using the right psychometric tool, it’s reliability and validity will already have been assessed and will be good. Whereas we tend to assume that interviews will be reliable and valid if run by trained people – this is rarely tested!

Psychometric Tests for development, coaching, careers advice and team-building

This lesson has focussed on the use of psychometric tests in candidate selection. However, much of what has been raised applies to the use of tests in other scenarios.  For example, in careers advice, psychometric tools allow the counsellor to offer advice which is based on a systematic assessment of the individual’s aptitude and personality alongside the information already on file such as achievements thus far, previous experience, educational qualifications and so forth. In coaching, development and team-building, psychometric tools often serve as a reliable and valid basis for the discussion. Not using these tools means the initiator starts off with far less information and is likely to be less systematic. Psychometrics enables the initiator to work from a validated model and a holistic assessment of the people being developed and not to base interventions and advice on subjective insights.

Interested in learning more about psychometric testing for HRM? Keep reading – your next free session is not far away! To ensure you don’t miss a single instalment, we suggest you follow-us on twitter as each new post will be announced there. You may also like to join our face-to-face psychometric training courses in Singapore or Hong Kong – these range from simple introductory courses through to Certification Courses such as the BPS Level A and BPS Level B Certificates of Competence in Occupational Testing. Not in Singapore or Hong Kong? No problem – we also offer both recorded and live online training in psychometrics! For full details please see here or email us.

DO NOT COPY OR SAVE THIS ARTICLE TO YOUR COMPUTER.
THIS ARTICLE IS CLEARED FOR PUBLISHING ON PSYCHOLOGY1 GROUP SITES ONLY. IT REMAINS COPYRIGHT AND INTELLECTUAL PROPERTY OF PSYASIA INTERNATIONAL PTE. LTD. YOU ARE NOT AUTHORIZED TO PUBLISH IT ON ANY OTHER SITE. YOU ARE NOT PERMITTED TO COPY/PASTE THIS ARTICLE OR TO SAVE IT TO YOUR LOCAL DRIVE. YOU ARE ONLY PERMITTED TO READ IT ONLINE AT OUR WEBSITE. VIOLATION OF THESE TERMS WILL RESULT IN BANNING OF OFFENDING IPS AND LEGAL ACTION FOR THOSE WHO REPUBLISH THIS ARTICLE WHETHER IT BE WITH OR WITHOUT A REFERENCE TO THE ORIGINAL AUTHOR.

PsyAsia International is delighted to offer a free one hour session for those interested in our Psychometric Assessment at Work Course to meet with the course facilitator online and ask any questions you may have. The agenda is set by attendees based on the questions you enter when registering!  We’ll also show you some course slides along with snippets from the course workbooks and manual.

This complimentary session is for anybody seriously interested in attending our October BPS Level A and B Psychometric Assessment course in Singapore. We only accept registrations from corporate email addresses and from those entering truthful data in the registration. We’ve set the start time just at the end of your working day so as not to take you away from your duties!

Our Psychometric Assessment at Work Course is run by award-winning and published registered organisational psychologist Dr. Graham Tyler. Dr. Tyler is a joint resident of Singapore and Hong Kong and has extensive experience of researching and applying psychometric tests throughout Asia.
 
System Requirements

PC-based attendees

Required: Windows® 7, Vista, XP, 2003 Server or 2000
 
Macintosh®-based attendees

Required: Mac OS® X 10.4.11 (Tiger®) or newer
 

Reserve your Webinar seat now at:
https://www1.gotomeeting.com/register/952454336

British Psychological Society (BPS) Level A & B Certificates of Competence in Occupational Testing / Psychometric Assessment at Work Course

20 October 2010 – 27 October 2010 (weekend excluded) (5-day option also available)

 Conrad Centennial Hotel, Singapore

 **Please register early – previous courses have been fully booked up to 8 weeks before the start date**

 Introduction

Train for BPS Level A and B Certificates of Competence in Occupational Testing in Singapore with the company that won an international quality award in 2010; the company which brought regular BPS Certification training to Singapore; and the company which uses a British Psychological Society Award-Winning Dr. of Psychology to facilitate the course!

This intensive professional course provides training in psychometric assessment in the workplace, leading to the fulfilment of requirements for the British Psychological Society Certificates of Competence in Occupational Testing – BPS Levels A & B. After successful completion of the course, delegates are qualified to order, administer, score, interpret and feedback on a complete range of ability, aptitude and personality questionnaires. They will also be able to apply for the British Psychological Society’s Certificates which means the holder will be recognised internationally as having trained to the highest levels in the practical application of psychometric tests.

PsyAsia International is renowned by Human Resource professionals and organisational psychologists throughout Asia for being the leader in psychometric training in the region. Whilst many overuse the term “leader”, PsyAsia demonstrates their position with tangibles.  Recent innovations include moving of training to online mediums, blended learning for the BPS Level A and B and an online learning centre where delegates get immediate access to forums, chat with other delegates, virtual receptions with the facilitator and other course members, downloads of recorded training and more.

Dates:

20-22 October 2010: Level A

25-27 October 2010: Level B

Delegates may also opt to attend online training over 3 evenings instead of attending on 20 October, reducing total time away from the office to 5 days.  Furthermore, delegates may choose to undertake Level A in October and place Level B on hold until Q1 of 2011 for no additional fee.

Key Learning Objectives for Level A

Delegates will be able to:

• Register with all UK and many international test publishers to purchase tests and know what to look for and avoid in Singapore. With many poorly developed tests and non-psychologist distributors in Singapore this is crucial!
• Understand the range and types of psychometric tests available.
• Know when to use tests, and importantly – when not to.
• Decide which tests are appropriate for a particular situation, be it selection, development, coaching or team-building.
• Conduct a job analysis and identify the assessment requirements.
• Have an appreciation of other assessment methods such as assessment centres or behavioural interviews.
• Administer, score and interpret aptitude tests.
• Make informed decisions using psychometric test results.
• Provide quality feedback to clients and candidates.
• Integrate tests into a wider recruitment or assessment process.
• Have a sound grasp of statistical concepts used in testing.
• Appreciate the importance of test reliability and validity and be able to assess it.

Key Learning Objectives for Level B

Delegates will be able to:

• Increase their awareness and understanding of individual differences between people.
• Integrate the use of personality assessments into selection and development activities.
• Decide which questionnaires are appropriate for particular situations.
• Administer, score and interpret personality data.
• Provide professional selection feedback to both candidates and recruiting customers.
• Coach individuals to develop using personality information.
• Use personality questionnaire information to support structured interviewing.
• Critically assess the value of different tools for specific purposes.
• Identify and reject inflated claims of validity – so-called ‘Barnum’ or ‘horoscope’ effects.
• Relate personality factors to organisations’ core competencies.
• Design and write selection reports for recruiting clients / managers.
• Design and write development reports to aid self-awareness of clients / managers.
• Maintain appropriate records and data for audit, research and feedback purposes.
• Demonstrate professional Best Practice and compliance with employment legislation.

See the course webpage for a full day-by-day syllabus.

No Exams!

At the current time it is up to individual course providers to decide how to assess their delegates; some may use exams whilst others use workbooks and other assessments. At the current time, there is no exam requirement for our Level A and B training in Singapore; we find that our delegates prefer this. Instead we assess via a workbook and practical exercises.

Facilitator
This course is facilitated by PsyAsia International’s resident director, Dr. Graham Tyler. Dr. Tyler is well known in Asia for his expertise and work in psychometrics. His PhD was by way of a double-scholarship award from the Australian Government and focussed on psychometric assessment, personality and performance at work in Asia. Dr. Tyler is a fully Registered Organisational Psychologist, a Chartered Scientist, a consultant/trainer to numerous Singapore Government departments and Fortune 500 companies and a university lecturer. He is a published author in Singapore-based publications (Straits Times, Human Capital Plus, Human Resources) and peer-reviewed journals such as the International Journal of Selection and Assessment, the BPS Selection and Development Review and The Occupational Psychologist. He is a reviewer for scientific journals and conferences and a supervisor for Intern Psychologists on behalf of Australian and local Universities. Dr. Tyler was the first to bring regular training leading to the British Psychological Society’s Certificates of Competence in Occupational Testing to Singapore in 2002 having introduced them to Dubai prior to that. His work with Psychometric Tests has received recognition from the British Psychological Society with an award for Scientific Contribution to Psychology. Plentiful delegate reviews of Dr. Tyler’s training can be seen at the course webpage.

Additional Benefits

The course facilitator and our psychologist consultants are based locally, this means that we can blend the BPS syllabus with knowledge and experience of local laws, culture and practices and that even when the course ends expert psychologists will be nearby to offer ongoing support. Given that we are not a training reseller, we don’t need to ship in overseas facilitators. As a result, we can be flexible in terms of our course offerings. Delegates can choose which parts of the course to sit and when – no need to attend all 6 days at once! You may attend Level A in October and then Level B in 2011. You can even start out by attending our 2-day Identity Accreditation Course or study our Online Test Administration Course and have those count towards your Level A/B! Finally, because we are local there is no need to send your follow-up work overseas for marking. You can essentially finish Level B as soon as you are ready – and don’t hang around for your results – we guarantee to mark your work within 10 days, although most is marked within 2-3 days of receipt – you can check our online performance review for recent dates!

Furthermore, because we are not a test publisher, our training is unbiased and we introduce many tests (both good and bad) to delegates. In addition to this, for those delegates who wish to study and be accredited in numerous tests, we offer 50% discount off our Saville Consulting Wave® one-day training which follows Level B (60% if you book before 30 July). Of course, we include Identity Questionnaire and Apollo Profile accreditation in the A/B fee as standard for all delegates. That’s not all! In addition to the SG$1200+ of materials we give you on the course (which include an online test system with starter credits), all delegates will receive a 30% discount on any Identity Personality Assessment products purchased within 1 month of their qualification and a 10% discount on all other non-discounted products which we offer.  There’s even more, but we’ll save some surprises for the course!

More details

The Psychometric Assessment at Work Course in Singapore
http://www.psyasia.com/psychometric_test_training_course.php

Other Psychometric Training Courses in Singapore from PsyAsia International
http://www.psyasia.com/psychometric_training.php

Please follow the links at the web pages to register online. For any queries not addressed at the website, kindly call us on 6329 9629 or email us via http://www.psyasia.com/email

Visit the website

British Psychological Society Certificates of Competence in
Occupational Testing -  Level A and B

We are pleased to advise that the next run of training for PsyAsia International’s Psychometric Assessment at Work course which leads to fulfilment of the requirements of the British Psychological Society Certificates of Competence in Occupational Testing -  Level A and B will be in Singapore on the following dates:

Level A: 9-11 June

Level B: 14-16 June

PsyAsia International’s course is run by our director, award-winning registered Psychologist, Dr. Graham Tyler.  PsyAsia is the only provider of this course in Asia using resident facilitators.  There are no exams with the PsyAsia course either, unlike some overseas providers! In addition, PsyAsia provides all delegates with access to the online learning centre to allow them to learn through recorded learning, interactive forums and even live sessions with the facilitator before the course even begins.  Our training is well respected in Singapore and throughout the region as attested by the many positive reviews through the years published at the course webpage.  Given that our March Level B course was fully booked 3 weeks before it went ahead, please do register early!

REGISTER HERE

MORE INFORMATION HERE

British Psychological Society Certificates of Competence in Occupational Testing in Singapore

Saville Consulting Wave® – Highest Validity per 15 minutes of test-time!

The Saville Consulting Wave was developed by the originator of the OPQ and co-founder of SHL, Professor Peter Saville as an alternative to the static assessments available in the market. Wave assesses candidate’s motives and talents within a validation-centric framework. It was validated within 100 separate businesses.

The tool uses both normative and dynamic ipsative questions and has been shown to have greater validity in predicting performance and leadership than any tool it has been compared to in research. Furthermore, the shorter version of Wave, the Focus Questionnaire has more validity per 15 minutes of test-taking time than any comparison questionnaire.

Profile jobs, run 360 performance appraisal, assess personality type for team-building, assess entrepreneurial potential and provide extensive development advice all within one framework

The performance culture framework which underlies the Saville Consulting Wave allows the tool to be used extensively for different HR applications from recruitment/selection through to performance appraisal and development.
Follow the links below for further details:

Wave Professional Styles	Performance Card Set
Wave Focus Styles	Wave Performance 360
Wave Types	Wave Development
Wave Entrepreneurial	Wave Culture
Wave Job Profiler

View some sample reports from Wave here

For the early-bird offer (25% discount), please register at http://www.psyasia.com/register
and quote WAVESEB for Singapore courses and WAVEHEB
for Hong Kong Courses. Deadline is 15 May for Singapore and 31 May for Hong
Kong.

Note – delegates on our BPS Level B course in
Singapore always get 50% discount off the Wave Conversion
course which follows their Level B training. More details at http://www.psyasia.com/bpscourses

Course Reviews from Previous Attendees

“Informative, relevant to work, knowledgeable facilitator”

Danny
Hay Group

“Good introduction to the tool and practical session was useful”

Geraldyn Fong
Managing Consultant (Psychologist)

Hudson Global Resources, Singapore

“Insightful and informative. The methodology behind the Saville
Consulting Wave Report is light years ahead of other psychometric tests yet
it is a breeze to use! The interface between motives, competencies and culture
is exactly the missing link that recruiters are looking for.”

Diana Yeo
Ministry of Defence, Singapore

“A highly practical and enjoyable approach to the application
of an extremely useful tool for selection and development – well worth the investment,
highly recommended.”

Neville Pearsall
Director HR
RMIT International University, Vietnam

Not ready for training and accreditation
but still want to use the Wave?

Then please consider PsyAsia’s Psychologist-on-Call™
service instead. Our registered psychologists will take care of the complete process for you, including a call and behavioural interview for your candidates and a feedback session with the decision-maker. More details at http://www.psyasia.com/psychologist_candidate_screening.php.