Fri, 27 Dec 2013 12:44:15 https://old.workstickers.com/view-career-solutions/446_cognitive-ability-tests-mta-mechanical-technical-comprehension Test that assesses the mechanical/technical understanding using animated items (instruments, to which a construction plan must be assigned); to be used with adolescents and adults.   Theoretical background   In psychology there is a multitude of terms like “technical/constructive” or “practical/technical understanding”, which are used in connection with mechanical/technical understanding. Pauli & Arnold (1972) limit the definition in the following way: “Technical understanding broadly contains the following abilities: to understand and describe technical drawings or instruments and to describe their usefulness. to recognize the functional importance of the individual parts and to explain their coaction. to correctly understand and describe basic technical laws (e.g. the effect of the lever), with which everybody is acquainted in daily life. the personal inner connection with technical problems (eagerness or revulsion).” The MTA tries to cover the above-mentioned abilities from points a–c.   Administration   In the first run 4 plans per instrument are presented. The task consists of finding the one plan, which does not allow the sequence of movements shown before (in an animation). If all four constructions allow this sequence of movements, then the answer “all constructions are correct” must be selected. In the second run, either one of the 4 plans per instrument must be selected as correct or the answer can be “all constructions are incorrect”. So in the first run one incorrect plan must be discovered among the four plans presented per instrument, whereas in the second run one correct plan must be found. The test has an “item-related time-limit”. This means that the next item appears automatically after a certain time interval (2 minutes) has elapsed.   Scoring   The defined test score is the number of items solved.   Reliability   The reliability in the sense of an inner consistency is given due to the validity of the Rasch model. The following characteristic values for reliability were calculated: split-half-reliability r=0.87, Cronbach’s alpha r=0.84 and Guttman’s lambda 3 r=0.84.   Validity   Since the tasks of the MTA coincide by their content as well as formally with those of other mechanical/technical tests that were checked for their external validity, the external validity is deemed to be secure also for them. One external validity criterion (positive/negative completed retraining in a technical profession, r=.47) confirms the selection quality of the MTA.   Testing time   Test phase: 40 minutes at the maximum.     See more at: http://www.hart.ro/en/competences/selection/off-the-shelf-solutions/cognitive-ability-tests/mta-mechanicaltechnical-comprehension/#sthash.sIU1bGXt.dpuf en-us Fri, 27 Dec 2013 12:33:31 https://old.workstickers.com/view-career-solutions/445_cognitive-ability-tests-amt-adaptive-matrices-test This AMT is a non-verbal test for assessing general intelligence as revealed in the ability to think inductively. It is suitable for subjects aged 13 and over.   Theoretical background   The items resemble classical matrices, but in contrast to these they are constructed on the basis of explicit psychologically based principles involving detailed analysis of the cognitive processes used in solving problems of this type. A total of 289 items were created and they were evaluated in three extensive studies involving large numbers of people in Katowice (Poland), Moscow and Vienna. The items were analyzed using the Rasch dichotomous probabilistic test model and the corresponding characteristic values were estimated for the items (cf. Hornke, Küppers & Etzel, 2000).The resulting item pool means that the test can be presented adaptively and that it has all the advantages of modern computerized test procedures: shorter administration time but improved measurement precision, and high respondent motivation because the items presented are appropriate to the respondent’s ability.   Administration   Items are presented adaptively – that is, after an initial phase the respondent is presented only with items of a level of difficulty which is appropriate to his ability. It is not possible to omit an item or to go back to a preceding one. The eight alternative answers to each question reduce the probability of successful guesswork.   Test forms   There are four test forms S1, S2, S3 and S11; they differ in respect of the pre-set precision (standard measurement error) of the person parameter estimate and in the level of difficulty of the first item. The standard measurement error is set at 0.63 for test form S1, 0.44 for S2, 0.39 for S3 and 0.63 for S11 (corresponding to reliabilities of 0.70, 0.83, 0.86 and 0.70).   Scoring   The test yields an estimate of the respondent’s general intelligence. mThe estimate is produced on the basis of the Rasch model according to the maximum likelihood method. A percentile ranking with reference to a norm sample is also given.   Reliability   Because of the validity of the Rasch model, reliability in the sense of internal consistency is given. For the four test forms it has been set at a standard measurement error (SEM) of 0.63, 0.44, 0.39 and 0.63, corresponding to reliabilities of 0.70, 0.83, 0.86 and 0.7.This reliability applies to all respondents and at all scale levels. This is the central and significant advantage over other widelyused psychometric tests based on classical test theory: all respondents are assessed with equal reliability.   Validity   According to Hornke, Etzel and Küppers (2000; Hornke, 2002), the construction rational correlates at 0.72 with the difficulty parameters. In addition, Sommer and Arendasy (2005; Sommer, Arendasy & Häusler, 2005) demonstrating using a confirmatory factor analysis that this test, together with tests of inductive and deductive thinking, loads onto the factor of fluid intelligence (Gf). Fluid intelligence was found to be the intelligence factor with the highest g-loading. A number of studies carried out in the fields of traffic and aviation psychology also confirm the test’s criterion validity.   Time required for the test   Between 20 and 60 minutes (including instruction and practice phase), depending on test form.   - See more at: http://www.hart.ro/en/competences/selection/off-the-shelf-solutions/cognitive-ability-tests/amt-adaptive-matrices-test/#sthash.VvWV4nVT.dpuf en-us Fri, 27 Dec 2013 12:24:28 https://old.workstickers.com/view-career-solutions/444_cognitive-ability-tests-inssv-intelligence-structure-battery INSSV is an intelligence test battery constructed on theory-led principles and designed to measure work-related abilities in a fair and economical manner.   Application Assessment of intelligence level and intelligence structure, for respondents aged 14 and over.   Theoretical background As its name indicates, the Intelligence Structure Battery – Short Form is a simplified version of the Intelligence Structure Battery (INSBAT). Like INSBAT, it is based on the hierarchical intelligence model of Cattell-Horn-Carroll (Carroll, 1993, 2003; Horn, 1989; Horn & Noll, 1997), which assumes that there are broad-based secondary factors that underlie the correlations between the individual primary factors or subtests. The correlations between the secondary factors are in turn explained by a general factor of intelligence, which forms the peak or tip of the hierarchical intelligence model. The validity of this factor structure has been replicated in many studies from different countries (e.g. Arendasy, Hergovich & Sommer, 2008, Brickley, Keith & Wolfe, 1995; Carroll, 1989, 2003; Gustafsson, 1984; Undheim & Gustafsson, 1987). For the Intelligence Structure Battery – Short Form the following secondary factors were selected: fluid intelligence, crystallised intelligence, quantitative reasoning, visual processing and long-term memory. With the exception of visual processing and long-term memory, each of the selected secondary factors is measured by two subtests - the subtest with the highest loading onto the factor in question and an additional subtest that helps to depict the breadth of content of the secondary factory. The eight subtests of the Intelligence Structure Battery – Short Form were created using a variety of approaches to automatic item generation  (AIG: Arendasy & Sommer, in press; Irvine & Kyllonen, 2002), taking account of recent research findings in the cognitive sciences and applied psychometrics.    Administration Unlike in INSBAT, the user of the Intelligence Structure Battery – Short Form can only omit entire secondary factors; it is not possible to omit individual subtests or to adjust their reliability to specific assessment needs. Each subtest is provided with standardised instructions and practice examples based on the principles of programmed instruction and “mastery learning”. Depending on the subtest, the respondent’s answers are given either in multiple ¬choice format or as automated free responses. The items in the individual subtests are presented partly in power test form and partly with a time limit on each item. In seven of the eight subtests the items are presented as an adaptive test (CAT) with a starting item selected on the basis of sociodemographic data, thereby maximising reliability and test security.   Scoring   For each subtest the ability parameter is first calculated according to the 1PL Rasch model. However, since the reliability of the individual subtests is deliberately set low as standard, these test scores are not reported. They merely form the starting point for calculation of the  real factors of interest – the secondary factors, which can be used to assess both intelligence structure and level. Alongside the reporting of the factor scores a norm comparison (percentile ranks and IQ; confidence interval) is carried out. At the conclusion of testing the results are displayed both in tabular form and as a profile, and these can be printed out. In addition INSSV has provision for transferring the test results automatically into a report template.   Reliability The reliability of the five secondary factors lies between 0.70 and 0.84. The reliability of the general factor is 0.91.   Validity The construct representation (Embretson, 1983) of the individual subtests has been demonstrated in studies in which the item difficulties were predicted from task characteristics derived from the theoretical models for the solving of these types of task. The multiple correlations between the item difficulty parameters of the Rasch model (Rasch, 1980) and the item characteristics thus obtained vary for the individual subtests between R=0.70 and R=0.97. This means that between 50% and 94% of the difference in the difficulties of the individual items can be explained by the theoretical models on which construction of the items in the individual subtests is based.  Many other studies of construct validity are now available that confirm the theory-led assignment of the individual subtests to the secondary factors of the Cattell-Horn-Carroll model (Arendasy & Sommer, 2007; Arendasy, Hergovich & Sommer, 2008; Sommer & Arendasy, 2005; Sommer, Arendasy & Häusler, 2005).Evidence of criterion validity has come from the fields of aviation psychology (selection of trainee pilots) and educational counselling (prediction of student success at universities of applied sciences).   See more at: http://www.hart.ro/en/competences/selection/off-the-shelf-solutions/cognitive-ability-tests/inssv-intelligence-structure-battery/#sthash.S88YUklL.dpuf   en-us Fri, 27 Dec 2013 12:17:03 https://old.workstickers.com/view-career-solutions/443_personality Personality and performance are complexly linked, and personality has proven to have a direct influence on individual's leadership ability and style, team performance, and overall organizational effectiveness. Certain personality behaviors can positively or negatively affect the ability to form and maintain effective relationships with others, make good decisions, manage stressful situations or propose an articulated agenda to others. Consequently, the personality has a direct impact on leadership and organizational effectiveness in general.   The benefits of proper selection process: Facilitate “Positive Job Fit” Promotes performance and productivity Competitive advantage Hogan Assessments tools are approved by the Romanian Psychology Collegium.   Express Report  The Express Report is based on a candidate’s scores on seven dimensions that influence occupational success within seven job categories. This off-the-shelf report provides an immediate recommendation based on the assessment results that will identify each candidate as high, moderate or low fit for the job opening. Additionally, the report identifies the candidate’s strengths, areas of concern and interview style. Different characteristics are important for success in different jobs, and characteristics that are important in one job may interfere with performance in others. See the seven job families.    High potential report  This report summarizes the candidate’s assessment results from the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and Motives, Values Preferences Survey (MVPI) mapped to the Hogan High Potential Competency Profile. The ratings provide a hiring manager with additional information about a candidate’s potential to meet the requirements associated with competencies in the profile. The interview guide offers questions that can be used to further probe competency behaviors. Download Sample    Safety report The report is organized in four sections. The first section defines the six components of safety-related behavior and then provides a graphic summary of the candidate’s assessment results across those six components. The second section is an optional reporting feature that can be selected by the user. It provides an overall safety score for the candidate. The third section is an optional reporting feature that can be selected by the user. It provides information regarding development areas for persons with moderate to critical scores on the safety-related components. The last section is an optional reporting feature that can be selected by the user. It concerns the candidates’ overall desirability as an employee, which is defined in terms of three broad components of performance. The report then provides a graphic summary of the candidate’s overall desirability. Download Sample    Leader BASIS The Leader BASIS Report is an off-the-shelf solution that identifies candidate’s strengths and potential areas of weakness for leadership roles, providing a hiring recommendation. Download Sample    Sales BASIS The Sales BASIS Report is an off-the-shelf, validated solution for hiring high revenue-generating sales professionals, used for a broad range of sales jobs across industries. Download Sample  For more details about personality assessment and available reports or any other solution for your type of industry and personnel contact us at...     See more at: http://www.hart.ro/en/competences/selection/off-the-shelf-solutions/personality/#sthash.SvBhMicT.dpuf en-us Fri, 08 Nov 2013 15:59:11 https://old.workstickers.com/view-career-solutions/439_screening-solutions-for-blue-collars To be successfully as a production company you need a highly skilled, flexible and committed work force. We can help you with this. Using our screening solutions, you can be sure that you will hire only high performance candidates. Implementing psychological tests as part of the pre-selection process, you will save money and time. It is important to keep in mind what are the differences between a high performance employee and an average one in terms of productivity. Imagine that your future average employee will be as good as the high performance employee at this moment. What does this means in terms of profit? This improvement is possible by using adequate tests that correspond with the requirements of each job. With our tests portfolio, we can measure dimensions like: Being hard working Attention to details Attitude towards work Customer orientation Working speed Working accuracy Vigilance Reaction time Visual perception Eye hand coordination Fine motor skills Memory Technical compression Spatial ability Multi-tasking ability Other human characteristics relevant to perform well in productions job.   For example for assembly jobs we recommend the followings: Dimension Sustained Attention Speed and Accuracy of work Eye hand coordination Visual Memory Fine Motor Skills These tests are required for assembly jobs that involve small components like the production of electronics. One unique feature that is important in any type of Production Company is the Safety Profile of an employee or predisposition for alcohol consumption. We can offer the Safety Profile from Hogan Assessments that can measure the predisposition of a worker to respect rules and supervision, to react cool under crises, to manage efficiently his/her emotions, to avoid unnecessary risks, to stay open to learning and training, to stay focused.  In 15 minutes, you could find all these important aspects related to safety performance prior to hiring a candidate. For more details about these solutions and available reports or any other customized solution for your type of industry and personnel contact us. - See more at: http://www.hart.ro/en/competences/screening/screening-solutions-for-blue-collars/#sthash.2YPLTkiY.dpuf en-us