The Paper of Psychometrics

The Use of Psychometric Tests

on Real Life Setting

Maryam Qonita (1125134596)

Class: B 2013

Psychology Major
State University of Jakarta
2015

Abstract
This paper analyzes the use of psychometric on real life setting. Recently,
psychometrics test has been applied in the measurement of personality traits, attitudes,
beliefs and academic achievement. This is a cumulative report on the findings of various
exploratory that were done by psychologists. Information was gathered to establish which
psychometric tests are used and for what purposes. Following the identification of these uses,
a number of recent developments are discussed and the analyzes are made to further of
integration of psychometrics tests and real life setting, such as organization/company setting,
educational setting and clinical setting.
Keyword: Psychometric Test, Real Life Setting, Recent Developments, Measurement

What Is Psychometric Test?

Psychometric tests are structured and standardized assessment procedure which is
enables a psychologist to measure aspects of a clients psychological functioning (New
Zealand Psychologist Board). There are so many aspects of psychological functions, such as
personality, attitudes, beliefs, and academic achievement. Psychometric tools vary in the
degree of formality between structured observations, such as questionnaires, surveys, etc.
(New Zealand Psychologist Board).

The Use of Psychometric Tests on Real Life Setting

A. Company / Organizational Setting
1. Selection Process of Job Vacancies
The Psychometric tests are use when selection process for job vacancies. They
provide us reliable information about the kind of skills that the job applicants have
(Jenkins, 2001). Actually, the tests are genuinely useful in searching out job applicants
with the right skills and attributes. Since the 1980s, business in the UK has been
making increasing use of psychometric tests as part of the selection process for job

vacancies. (Jenkins, 2001) The tests attempt to measure the abilities, attributes,
personality traits and various skills of the candidates under consideration for
particular vacancies. As well as, they have an ability to help the recruiter filter out
unsuitable candidates (Wittering, 2014). So, it is also more important reasons for tests
use in organization sectors.
2. Classification and Placement of Employees (Right Man for The Right Job)
The importance of personality tests for career placement has been accepted by
most of the job providing organizations. Selecting the right person for the job has
never been more important than it is today (Holloway, 2001). However, psychometric
tests are also used for place employees into certain positions which is suitable with
their specific skills. A placement agency uses them as a way to figure out what types
of jobs offer the best fit for you. (Kokemuller, 2014) According to the experts (and
this is one of those rare fields where there arent many), job fit refers to the degree to
which a persons cognitive abilities, interests and personality dynamics fit those
required by the job. (Chuck Russell Right Person Right Job, Guess or Know) Poor
job fit as been associated with job dissatisfaction, higher levels of job-related stress,
and intentions to leave the organization (Lovelace and Rosen, 1996).
The Myers-Briggs Type Indicator (MBTI) personality assessment tool is a
common test that gives you one of several general profile descriptions based on your
responses. (Kokemuller, 2014)
3. Evaluate The Job Performance
Afterwards, each member of organization or each companys staff is evaluated
and considered to determine if it contributed to the final outcome reached by the
group or not (Van der merwe, 2002). It uses to answers the question: How well
employees job performance? In psychometrics, the final outcome are often simply
evaluated through the examination of observed scores, without testing the invariance
of measurement models that relate these scores to psychological attributes.
(Borsboom, 2006)
4. Personal development / identification of training needs / staff development
The assessments are also aimed at assisting individual employees in gaining
insight into themselves, and into their responses to change, stress and team work and
to indicate preferred roles and working environments for the purpose of their own
self-development. Staff development itself represents an intentional effort by
supervisors and administrative leaders of student affairs to improve staff members'

effectiveness, leading to improved organization effectiveness. ( Winston & Creamer,

1997)

B. Educational Setting
1) Prescribe the academic curriculum
The curriculum promotes the integration of knowledge, skills and attitudes
fundamental on students (APA, 2013). In this context, the basic competencies must be
based on the objective measurement of the students ability (Krause, 2015). These
models include both formative (ongoing) and summative (end point) assessment
approaches.
2) Measure Students Intelligence
The first psychometric instruments were designed to measure the concept of
intelligence. The best known historical approach involves the Stanford-Binet IQ test
developed by Alfred Binet, a French psychologist. IQ tests are useful for various
purposes. (Wikipedia)
For student, IQ Test use to determine if some students have a learning
disability or if they are gifted and should receive more advanced classes. Often, if a
child is performed better or worse than expected in school, many teachers and
administrators will request that the child takes and IQ Test to determine their logical
and reasoning capabilities
Binet research goal was to help teachers adapt their teaching methods to the
needs and abilities of individual students. Students with a weakness in math, for
example, could receive special attention in this specific area.

3) Technical Requirements and Testing

The word "test" refers to any systematic and standardized method of obtaining
information about some aspect of human behavior. A psychological test is a sample of
behavior taken under standardized and highly regimented situations. (Fogarty, 2014).
As the notes indicate, some schools admissions required their students-candidate to
meet their standard behavior. So, they use psychological assessment to determine the

eligibility or to determine if a disability is related to a students challenging behavior,

such as using measures of ability and achievement to identify a learning or cognitive
disability. (Canter, 2003). Generally, psychologists evaluation procedures fall into the
following

categories:

Standardized

tests,

Rating

scales,

self-report

scales,

observations, interviews, comprehensive evaluations, etc.

4) Discover Students Talent & Passion

The psychological assessments are also aimed to discover students talent and
passion. Its important for discover students talent and passion, because discovering
and claiming something you love to do has an amazing effect on your entire life
(Biali, 2012)
We can even misunderstand purposes in the first place, a mindset that
becomes a roadblock (Tartakovsky, 2013), Tanksley said. We make it too heavy, too
mysterious, too serious. But actually, Tanksley has a simple but powerful definition
of purpose: authenticity. Purpose is finding your authentic self, and setting the
intention to live in a way that honors whatever it is you find.

C. Clinical Setting
1. Mental Health Assessment
Mental health assessment done to find out some mental health problems, such
as anxiety, depression, schizophrenia, Alzheimer's disease, anorexia nervosa, etc. A
mental health assessment may be done by primary care doctor or by a psychiatrist,
psychologist, or social worker. The doctor will ask some questions and examine their
client / patient. So he can collects information about his patient. The goal of collecting
this information is to improve mental health systems. (WHO, 2005) Its important
because it involves the health-related quality of life. A mental health assessment for a
child is geared to the child's age and stage of development. (WebMD, 2013)
2. Clinical Decision Making
Decision making is a broad term that applies to the process of making a
choice between options as to a course of action (Thomas et al 1991). Clinical decision
making by health professionals is a more complex process, requiring more of
individuals than making defined choices between limited options. Health

professionals are required to make decisions with multiple choices (e.g. diagnosis,
intervention, interaction and evaluation). Also, clinicians are required deciding what
information to gather, which tests to order, how to interpret and integrate this
information to draw diagnostic conclusions, and which treatments to give is known as
clinical decision making.
Clinicians must integrate a huge variety of clinical data that they gathered
from psychological assessment, while facing conflicting pressures to decrease
diagnostic uncertainty, risks to patients, and costs. (Douglas L. McGee, DO, 2010)
3. Prognosis
Prognosis (Greek "fore-knowing, foreseeing") is a medical term for
predicting the likely outcome of one's current standing. (Wikipedia). Based on the
psychological assessment, prognostic estimates can be very accurate. Example, doctor
say his patients prognosis is good. And, he could have a hopeful for the futures life.

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