Replace Psychometric Tests in Singapore?
Last week the Singapore-based Straits Times published an article which reported a study carried out at NUS linking testosterone to advantages in leadership. PsyAsia’s Dr. Graham Tyler was asked to comment on the reasearch and he was asked if biological testing might replace psychometric testing in the future! A copy of the article can be downloaded here:
There are a number of limitations in the above thinking. Not least the fact that the study was carried out on students – hardly real-world organisational leaders! Also, given that this was a correlational analysis it cannot be inferred that testosterone increases leadership skills. It might actually be the opposite. Finding oneself in leadership scenarios may cause the body to produce more testosterone!
Biological testing is certainly not about to replace psychometric tests in Singapore or anywhere else. Not only is the area contentious it would also bring legal issues into play. We know already that biology plays a role in many aspects of who we are from personality traits to ability and more. However, we also know that the environment, access to resources and simply luck (ie where we find ourselves, who our teachers/mentors are) also play a huge part. Psychometric tests should never be used on their own to inform decision-making processes and neither should any other form of assessment – biological testing, interviews and so forth. However, the use of highly valid tools used in conjunction with each other is a good thing.
Note: In the article, there is a mention that aptitude tests can predict between 9-36% of performance. This is incorrect. The journalist asked about personality tests and was told that traditional personality tests can predict about 9-36% of performance. Aptitude tests are able to predict more than this and more modern personality assessments such as Identity or the Saville Consulting Wave do an even better job than traditonal personality tests!
360 Appraisal Online Performance Assessment for Singapore
Singapore and Hong Kong based award-winning PsyAsia International offers 360 Performance Appraisal via the Saville Consulting Performance Culture Framework. The company has recently set-up a new site dedicated to easy understanding of the 360 appraisal process. It’s easy to set up and the cost is very reasonable. Optional services such as feedback from a psychologist consultant or team building and development services can be added to the package. The online performance appraisal system can be used by any organisation worldwide.
The Saville Consulting Wave is based upon a validation-centric scientific framework known as the Performance and Culture Framework. As part of this framework, Saville Consulting offers the Wave Performance 360 (multi-rater) online assessment of performance at work. Wave Performance 360 online assessment enables a range of relevant individuals to rate a colleague’s performance at work. How an individual perceives themselves and how this compares to other people’s perceptions of them is a powerful feedback tool. 360 assessment enhances self-awareness and provides a great platform for personal development.
Wave 360 provides a unique report where the dual reporting lets the individual being assessed understand on one profile exactly how they were rated and how this benchmarks externally.
The report combines quantitative rating scales with qualitative comment. All raters have the option of contributing narrative text on areas they think the individual does well, could do less of and could improve on. As a further option, Saville Consulting provides a very detailed development report for the individual based on all ratings.
This powerful 360 appraisal can be used on it’s own or in conjunction with Saville Consulting Wave® Styles. When used in combination it can help individuals understand the gaps between their performance and potential as a platform for utilising unused potential and realising critical areas of potential.
Further details at the special site: http://360-appraisal.com
Reasons for Being Selective When Choosing Personnel Selection Procedures
The scientist-practitioner gap in personnel selection is large. Thus, it is important to gain a better understanding of the reasons that make organizations use or not use certain selection procedures. Based on institutional theory, 4 European researchers predicted that six variables should determine the use of selection procedures: the procedures’ diffusion in the field, legal problems associated with the procedures, applicant reactions to the procedures, their usefulness for organizational self-promotion, their predictive validity, and the costs involved.
To test these predictions, 506 HR professionals from the German-speaking part of Switzerland filled out an online survey on the selection procedures used in their organizations. Respondents also evaluated five procedures (semi-structured interviews, ability tests, personality tests, assessment centers, and graphology) on the six predictor variables. Multilevel logistic regression was used to analyze the data.
The results revealed that the highest odd ratios belonged to the factors applicant reactions, costs, and diffusion. Lower (but significant) odds ratios belonged to the factors predictive validity, organizational self-promotion, and perceived legality.
To view the complete article, click here.
Free Webinar – Amazing Apollo Profile Personality Test
The Amazing Apollo Profile
This free webinar will be facilitated by Mr. Jim Bowden, the developer of the Apollo Profile. The session will be interactive (provided attendees kit themselves out with headphones and a mic!) and Jim will present numerous interesting case studies.
The webinar will cover the following:
• Introduction: The Amazing Apollo Profile- can transform Recruitment, Staff Development, and Organisation Performance –Client example
• Apollo Questionnaire – valid/reliable/comprehensive
• Why is Apollo amazing? Apollo Advantages
• Using and interpreting of Apollo reports with anecdotes
• Recruitment – Accurate, easy, low cost – Case Study using Apollo Best Match in China for filtering 12,000 applicants for 40 Graduate level jobs
• Training and Development – Unique Apollo report PLUS downloadable solutions. Convenient, low cost, motivating
• Organisation Development. Benchmarking: Can analyse and identify current corporate strengths and weaknesses – then create high performing models/culture, identify engagement issues – case studies
• Customising: Develop models that work specifically for your organisation. If your organisation is serious about leadership through people.
• Integrate everything together with flexible multi-purpose Internet Online solutions. Use your own competencies frameworks and vocabulary – examples
• Special Offer – have to listen to Webinar to find out!
Date: Monday, May 17, 2010
Time: 12:30 PM – 1:30 PM SGT
After registering you will receive a confirmation email containing information about joining the Webinar.
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
Space is limited.
Reserve your Webinar seat now at:
https://www1.gotomeeting.com/register/522465752
Fairness Reactions to Selection Methods – A Romanian Study
Study Abstract:
This study examined fairness reactions to 10 selection methods in a sample of 240 Romanian employees. The results showed that Romanian employees rated work samples, interviews, written ability tests, and resumes as favorable, but graphology, ethnicity, and personal contacts as unfavorable. Perceived predictive validity was identified as the strongest predictor of process favorability ratings. Implications for research and practice are discussed.
Link to journal:
http://www.ingentaconnect.com/content/bpl/ijsa/2010/00000018/00000001/art00009
HRM in Singapore
This essay traces the development of human resource management (HRM) in Singapore from the mid 1990s until the present day, with particular reference to the impact of the 1997 Asian financial crisis. In particular, it explores the changes in employment relations since the publication of Yuen (1997). National HRM concerns and strategies to maximize human capital as Singapore transforms itself and the knowledge economy is highlighted. The issue of convergence versus divergence in the management of human resources (HRs) will be touched upon. Current and future HR challenges that are most likely to impact on the country’s competitiveness and economic performance are also explored.
http://www.ingentaconnect.com/content/routledg/apb/2003/00000009/00000004/art00007
