2. Description of OIP, development and application The Occupational Interest Profile ‘measures seven fields of interest and five work needs’ (www.psytech.com, 2018, p. 1), the individual that is using this measure has a wide range of work fields that the OIP covers all well as the needs that that each specific field requires. The OIP does not cover a single work field which means the individual using the measure is not restricted to that specific field. The OIP enables the individual to be tested in multiple fields. As mentioned in the previous paragraph the OIP measures five work needs, so the individual using the measure is matched up based on their abilities with the required needs of a specific work field. Meaning the individual is matched …show more content…
185) meaning validity is an opportunity to ensure that the measure is able to hold up to any scrutiny. When checking the scores there are no mistakes or gaps that can call the whole measure into question. Validity is a way of ensuring that the test is of a certain standard. 4.1. Is the OIP considered valid The OIP ‘can interpret scores for each of the occupational interests and create an occupational interest profile for everyone who takes he test’ (Robinson Kurpius & Stafford, 2006, p. 151). This indicates that the assessment is valid. The assessment provides scores for every individual that takes part in the measurement. This proves that the assessment has a method of ensuring that the test is valid. There is a clear method of reaching the conclusions. Furthermore the assessment can provide the right occupational interest profile based on the scores that are provided. The scores are used to draw conclusion on the type of profile that each individual will receive. So the scores are the key way that in which validity is guaranteed in this assessment (Robinson Kurpius & Stafford, 2006). 5. Discussion on using test in South
I had the opportunity to take the 16 Careers Cluster Inventory. I found the assessment very easy to take. As well, I found the inventory easy to score. My results of the assessment indicated my top three career areas were: 1. Educational and Training, 2. Health Sciences, and 3 had a three way tie between Human Services, Hospitality, and Law enforcement. I found the assessment to be dead on. Based upon the past personality inventories that I have taken I found the suggested areas very appropriate. One of the appealing aspects of the inventory was the easy of taking it! It seemed to gather accurate information without being overly pathological and test-driven.
Initially, the PEOP model was designed to emphasise occupations which consist of valued roles, tasks and activities that are personal to the individual. The PEOP model uses a top-down approach. It emphasises looking all components that create an individual, studying how they relate and interact with
One assessment cannot accurately gauge what a person should do for the remainder of his or her life. The suggested occupations from the FOCUS 2 assessment for me are not occupations in which I have a true interest. Even though I possess the skills that would help me have a successful career in that type of field, I feel like I would be bored and unhappy in such a career. The results of my career assessment proved interesting, but did not change the degree I plan to complete at Liberty
The O*Net assessment is designed to help students explore the school-to-work transition and help workers consider and plan career options, preparation, and transitions more effectively. Based on my O*Net assessment, my interest results have determined I’m realistic 27, investigative 35, and conventional 29. The first interest result involves realistic people, hence those who have interests that include practical, hands-on problems and answers. According to the results, realistic people do not like careers that involve paperwork or working closely with other. However, I don’t completely agree with these results. Although, I don’t like involving much paperwork, I do consider myself a team player, as I like working closely with other people. For instance, I collaborated on a project
Validity refers to ability of an instrument to measure the test scores appropriately, meaningfully, and usefully (Polit& Beck, 2010). The instrument has been developed to serve three major functions: (1) to represent a specific universe of content, (2) to represent measurement of specific psychological attributes, (3) to represent the establishing of a relationship with a particular criterion. There are three types of validity; each type represents a response to one of three functions
In 2012 nearly 205,000 people were employed as a physical therapist in the United States. The average salary of a physical therapist in 2012 was $79,860 per year. The number of jobs is estimated to grow 36% from 2012-2022. This job of physical therapy involves many and very important tasks to fulfill the needs of their patients. It requires many different educational requirements and you must have strong people skills.
The O*NET profiler is a career interest assessment designed to help identify work interest. The test contains 21 items that had to be placed in order of importance. In taking this assessment it was determined that Support was my highest work value and my score was 1.0. In achievement I scored a 0.50, in independence I score a .40, in working conditions I scored a .40, in relationships I scored a .30 and in recognition I scored a .10. When it comes to work importance there were many values to rate. I scored the highest in compensation and company practice with the results being 1.235. I scored a 1.084 in autonomy, I scored a .948 in supervision human relations and supervision technical, I scored a .820 in security, I scored
Reliability (extent to which a test yields consistent results, as assessed by the consistency of scores on two halves of the test, on alternate forms of the test or on retesting)- Comparing test scores to those of the standardizing group still won't tell us much about the individual unless the test has reliability. Validity is the most important requirement of all. A test must actually measure what it is intended to measure. Content validity-the extent to which a test samples the behavior that is of interest and Predictive validity- the success with which a test predicts behavior it is designed to predict.
Lowman, Rodney L. (1991). The Clinical Practice of Career Assessment: Interest, Abilities, and Personalities (1st ed.). Washington: American Psychological Association.
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
le when assessing intelligence, interest in the job applied for, motivation and personality. The producers of such tests have stated that they are accurate and completely unbiased. They are supposed to be particularly good at assessment of personality. For example, they can show if a candidate would work well in a team or would be more effective working alone. The following of theses tests are of the following: · performance tests · knowledge tests · aptitude tests · intelligence tests · personality tests Assessment centers tests Job applications are subjected to a wide range of assessments over a whole day or two.
According to Holland (1985), the choice of a career is an extension of one’s personality into the world of work. Individuals choose careers that satisfy their preferred personal orientations. Holland developed six modal personal styles and six matching work envi¬ronments: realistic, investigative, artistic, social, enter¬prising, and conventional. A person is attracted to the particular role demand of an occupational environ-ment that meets his or her needs. For example, some¬one who is socially oriented would seek out a work environment that provides interactions with others, such as nursing in a hospital setting. Holland and his colleagues have developed a number of instruments (e.g., the Self-Directed Search) designed to assist in identifying individual personality traits and matching those traits to occupational groups. Holland’s theory assesses each individual in terms of two or three most prominent personality types and matching each type with the environmental aspects of potential careers. It is predicted that the better the match, the better the congruence, satisfaction, and persistence (Holland, 1985). Holland also elaborated five secondary assumptions which he calls key concepts that describe the theory. These assumptions
There are many types of personalities that manifest themselves in different people. These personalities are represented by color. There is a red personality, a blue personality, a white personality, and a yellow personality. Our personalities are what makes us who we are and how we think. A red is driven by power, A blue is driven by intimacy, a yellow is driven by fun, and a white is driven by peace.
The anchor is those elements of the self-image that people would not give up if they are forced to make a choice
Both industrial and organizational psychologists help determine fair pay scales, generally based on the levels of skill and education a job requires and any hazards it poses. I/O psychologists also research causes of and ways of reducing industrial accidents.