Personnel and Occupational Test Questionnaire Design and Results (Kuala Lumpur)

HRODC Postgraduate Training Institute
In Kuala Lumpur, Malaysia (Malaysia)

£ 6,000 - (Rs 4,89,750)
VAT not incl.

Important information

  • Course
  • Kuala lumpur, malaysia (Malaysia)
  • Duration:
    6 Days
  • When:

By the conclusion of the specified learning and development activities, delegates will be able to: 1) Legally engage in test improvisation/ reproduction activities. 2) Demonstrate their ability to successfully engage in test scoring activities. 3) Exhibit a high level of competence in interpreting test results. 4) Project a demonstrable knowledge of test results reporting. 5) Write psychological assessment results. 6) State at least 3 pitfalls of that should avoid in interpreting and reporting test results.
Suitable for: This course is designed for: HR Practitioners. HR Managers. HR Generalists. Executives. Business Owners. Supervisors

Important information

Requirements: Degree or Work Experience


Where and when

Starts Location
Kuala Lumpur, Malaysia
Jalan Ampang Hilir, 68, Malaysia, Malaysia
See map

What you'll learn on the course

Intellectual Property
IT Management

Course programme

Course Contents, Concepts and Issues

  • Reproduction of Test Materials/Improvisation
  • Scoring Test
  • Interpreting Test Results?
  • Reporting Test Results
  • Writing Psychological Assessment Result
  • Pitfalls to Avoid
  • 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
  • Levels of Knowledge and Learning
  • Testing Different Levels of Knowledge and Learning
  • Giving Precise Test Instructions
  • Constructing Essay Format Questions
  • Using Simple Words or Terminologies in Test Construction
  • Address the Test Dimensions
  • Determining Implications of Test Results, As an Indicator of How an Individual Will Enact a Particular Role
  • Maintaining Objectivity and Sound Judgment in Test Construction
  • Avoiding Blind Interpretation
  • Scoring, Interpretation and Reporting
  • Making Recommendations at the End of Test Analysis and Report, Based On Their Importance;
  • Confidentiality of Information
  • Proper Sequence of Test in a Battery
  • Testing According To Response Type Required
  • Establishing Scoring Procedure
  • Designing Subjective Tests
  • Printed or Written Tests
  • Testing and Job Performance
  • Evaluating Validation Studies
  • Designing Personnel Questions
  • Designing Personality Test Questions
  • The Orpheus Personality Test
  • Testing Fellowship
  • Testing Authority
  • Testing Conformity
  • Testing Emotion
  • Testing Proficiency
  • Testing Work-Orientation
  • Testing Patience
  • Testing Fair-Mindedness
  • Testing Disclosure
  • Testing Initiative
  • Testing Loyalty
  • Standardised vs. Non-Standardised Tests
  • Constructing Adaptability Tests
  • Understanding Personality
  • Personality Types
  • Deconstructing Gordon Personal Profile
  • Understanding Gordon Personal Profile
  • Designing Judgement and Comprehension Tests
  • Designing Projective Personality Tests
  • Understanding the Rorschach test
  • Designing the Thematic Appreciation Test
  • Designing Intelligence Tests
  • Designing Personnel Test for Industry, Generally
  • Designing Numerical Test for Industry Personnel
  • Constructing a Supervisory Index
  • Ranking Employment Test Results
  • Converting Raw Score to Percentage Score
  • Distinguishing Between Management, Supervision, Employees (Operators), Human Relations Tests
  • Designing Management Tests
  • Designing Supervision Tests
  • Designing Employees (Operators) Tests
  • Designing Human Relations Tests
  • The Types of Standardised Tests That Are Suitable For Managers of Different Levels
  • The Types of Standardised Tests That Are Suitable For Support Personnel
  • The Types of Standardised Tests That Are Suitable For Operations Managers
  • The Types of Standardised Tests That Are Suitable For Senior Skilled Personnel
  • The Types of Standardised Tests That Are Suitable For Skilled Personnel
  • The Types of Standardised Tests That Are Suitable For Semi-Skilled Personnel
  • Principles of Multiple-Choice Questions Design
  • Creating Multiple-Choice Stems
  • Creating Multiple-Choice Alternatives
  • Eliminating Ambiguous Multiple-Choice Items
  • Eliminating Double-Answer Multiple Choice Items
  • Eliminating Multiple-Choice Alternative ‘Giveaways
  • Setting ‘Simple Recall’ Multiple-Choice Items
  • Setting ‘Comprehension’ Multiple-Choice Items
  • Setting ‘Application’ Multiple-Choice Items
  • Setting ‘Problem-Solving’ Multiple-Choice Items
  • Setting ‘Synthesis’ Multiple-Choice Items’
  • Arranging Multiple-Choice Items According To Levels of Difficulty
  • ‘Timing’ of Multiple-Choice Tests
  • High-Speed ‘Hard-Marking’ of Multiple-Choice Tests
  • ‘Electronic-Aided’ Multiple-Choice Test Marking
  • Scoring Multiple-Choice Tests
  • Computerised Multiple-Choice Marking System
  • Computerised Multiple-Choice Scoring System
  • Designing ‘Hard-Marking’ Multiple-Choice Answer Sheets
  • Designing ‘Computerised’ Multiple-Choice Answer Sheets
  • Writing Instructions for Multiple-Choice Tests
  • Giving Examples in Multiple-Choice Tests
  • Guessing In Multiple-Choice Tests
  • ‘Knowledge-Based’ Penalties in Multiple-Choice Tests
  • Test Design and Copyright
  • Test Designers and Intellectual Property Rights Law
  • The International Copyright Conventions
  • The International Intellectual Property Rights Conventions
  • Intellectual Capital Protection
  • Intellectual Capital ‘Exploitation’
  • Intellectual Capital and Risk Management
  • Test Design Commissioning
  • Test Design Commissioning and Intellectual Property Rights