Below are various slide presentations about DSM5.
Friday, March 27, 2015
Thursday, March 26, 2015
Industrial Psychology: Assessment Center vs Development Centers
Various types of Psychometric/Assessment Tools used in I/O Psychology
by
Noor Fathima
(E):nf@dishacv.com
An Assessment Center (AC) refers to setting up a complete assessment lab within the organisation. A variety of assessment techniques could be used to determine the existing potential, performance, skill level and attitudes of employees within the organisation. Assessments can also be used to predict future performance of employees and very often if done correctly determine not just organisation but industry trends. Trend Analysis is a sophisticated measure of organisation maturity; tragically very few HR professionals know how to calculate this even though they have sophisticated Assessment Centers within their organisation.
Commonly used Assessment Methodologies include:
- Standardized Psychometric Instruments
- Organisation Surveys
- Structured Observation
- Simulations
- Behavioural Event Interviews (BEI)
- Shadowing
- 360 degree feedbacks
Which methodology to use or what combination of methodologies to be used to address current issues within the organisation is of critical importance. Furthermore choosing right parametric and no-parametric techniques for analysis is of prime importance. Thus while setting up an assessment center within the organisation the HR team must have a thorough knowledge about the various tools, techniques and analysis.
Today the market is flooded with a variety of assessment tools that can be used in training. However, choosing the right tool to measure the right competencies is a tricky process. Reliability, validity and other psychometric properties must be thoroughly studied before a tool can be adopted.
It is also very important to keep in mind that psychometric tools should NOT be used in isolation. They are always used as a battery of instruments in combination with other Evaluation Methodologies.
Assessment Centers are used during:
- Recruitment and Selection
- Training and Development
- Performance Appraisal
- Succession Planning
- Program Evaluation
- Organisation Development
- Career Scaping
- Campus Placements
Development Centers (DC) provides an end to end solution for building and sustaining capabilities within the organisation. An ‘assessment center’ is thus a part of the development center. Once inputs are got from the assessment, skill gaps identified, organisation benchmark determined then based on the current challenges and pain points employee engagements initiatives are untaken. Interventions are developed, standardized, piloted and finally implemented. It is important to follow an ‘Instructional Design System’ like the ADDIE (Analyse, Design, Develop, Implement and Evaluate) technique while setting up an in-house development center.
Typically a Development Center would comprises of:
- Assessment Center (AC)
- Skill Enhancement Interventions (SEI)
- Refresher courses / programs
- Coaching (either one-on-one or group or online)
- E Leaning
- Post Assessments
- Return on Investment (ROI) calibration
An accurate measure of the smooth function of a DC can be seen in evaluation stage, which focuses on application of learnings to the work environment, determining the current organisation maturity level and reporting in tangible and intangible forms the ROI to the organisation. Tragically very few organisations have a well oiled DC in place.
Organisations today, find it not just easier and economical but also reliable to outsource the running of DC for their employees to well established OD Consulting firms, which have a strong, background in organisational behaviour and psychology.
It is predicted that organisations globally in the next 7 years will witness a marked transition in their style of working – moving rapidly from ‘Full Employment Model’ to the ‘Project Life Cycle Model.’ It is in this changing world that the role of Development Centers would become even more critical than ever. New competencies, frameworks, metrics of performance and working will undergo dramatic change and it will be fascinating to observe, analyse and witness the birth of a new era in ‘talent development and management'.
Tuesday, March 24, 2015
Infographics: A History of Personality Psychology
Section I: General Chronology and Driving Forces of Personality
The history of personality psychology dates as far back as Ancient Greece. Indeed, philosophers since the 4th Century BCE have been trying to define exactly what it is that makes us us. In 370 BCE, Hippocrates proposed two pillars of temperament: hot/cold and moist/dry, resulting in four humors or combinations of these qualities. The hot and dry combination was referred to as yellow bile, cold and dry as black bile, hot and wet was blood and cold and wet was phlegm. Though much of the work that arose from this theory of the Four Humors was medicinal in nature, it was also hypothesized a patient's personality could be influenced by humoral imbalances.
So, what’s the current state of this field? There has been a shift away from usingtraits to determine specific personality types. Rather, it is widely viewed by psychologists that traits should be measured a continuum. Beyond that debate, scientists are constantly trying to elucidate biological factors that influence personality, difference between and within groups and how personality psychology can be applied to various fields from business to education. Even more recently, there has been a move to re-conceptualize traits as motivations (Fleeson 2001). Fleeson is a proponent of understanding how traits vary across contexts and time. He argues that even though our personality may vary quite a bit within a given day or week -- that variability is consistent across time (e.g., if you are moody in one particular context this week, you will likely be moody in a similar context next week) and thus we can use personality traits as a predictive measure of behavior. It is easy to hear about an individual’s personality traits and think “Hm, yes, that does describe how they behave.” But the real power of personality traits lies within viewing them as factors that drive goal-directed behavior in everyday situations. This way of thinking can help explain why people do what they do and even predict behavioral outcomes, which has important implications in the world of marketing and business strategy.
Sources:
Monday, March 23, 2015
BLEPP 2015 Baseline Data - Part 2
This is the part 2 of the BLEPP 2015 Baseline data about the occupation or job or respondents, their purpose of taking the licensure exam and future plans (Part 1 here).
Majority of the respondents are new graduates so they are not yet employed. Like the data last year majority are employed as human resource officers or specializing in Industrial/Organizational Psychology. A number works as guidance counselor or assistant and others are already practicing psychometricians.
Below are the main reasons commonly cited for wanting to become licensed Psychometrician:
Majority of the respondents are new graduates so they are not yet employed. Like the data last year majority are employed as human resource officers or specializing in Industrial/Organizational Psychology. A number works as guidance counselor or assistant and others are already practicing psychometricians.
Below are the main reasons commonly cited for wanting to become licensed Psychometrician:
- For employment/Work/Job: Clinical, HR, Government, Academe/School, Guidance Counselor, Legal, Community (for job application and use in current work).
- To administer Psychometric Test/purchase of assessment tools.
- As compliance of DOH requirements on current work.
- For career/Advancement/Credential/Promotion/upgrade knowledge.
- To become a teacher/help younger generations.
As to their future plans, majority or 91% have the intention to become future psychologists. It also reflect the other data wherein 25 respondents plan to take up graduate studies in Clinical Psychology.
Data shows that the majority will take up Clinical Psychology followed by Industrial Psychology. Since most of the respondents are newly graduate so most have not yet thought of what to specialize for graduate school.
It is also interesting to note that there are other specialization that seems not ventured into by Psychology graduates like music therapy, child/developmental psychology, and social psychology among others.
The other table are the most cited schools/universities among survey respondents, top on the list is UST and PUP. However, some respondents did not specify the school/universities they plan to enroll for their graduate school.
Sunday, March 22, 2015
BLEPP 2015 Baseline Data
The following data were gathered from February 27 - March 16, 2015 with a total of 75 female respondents and 16 male respondents for a total 91 respondents.
The sign up/survey is ongoing and some of the respondents were given review gift passes from the different review centers that were featured in this blog and our FB page.
Thanks to all respondents for us to come up with this baseline data for BLEPP 2015.
More female first time takers are taking the licensure exam at 61% compared to their male counterpart at 10%. Those yet to graduate some are graduating this year and others in 2016/2017. A total of 20% both male and female will be retaking the licensure exam.
Those in the age bracket of 20-22 and mostly females composed 50% or half of the respondents. The rest of the respondents' ages are spread from the youngest age at 17 and the oldest at 38.
This data also confirms the age bracket of the majority of respondents. Most of them at 63% have graduated in 2013, 2014 and this year, 2015. The rest at 34% graduated from the year 1997 up to 2012.
Data shows that almost half of the respondents are doing self-review at 48%. Although the number of those availing services of review center has also increased as compared to the data last year and some continue to avail online and distance review.
Again this data confirms the preceding or above data, those doing self review responded NA for their review center. Meanwhile, many of the survey respondents are availing the services of SPARK Psychology Review Center.
Survey respondents came from 53 different schools or universities. Seven of the respondents came from Polytechnic University of the Philippines (PUP).
Baseline Data of BLEPP 2014
To sign up and answer survey follow link below
Tuesday, March 17, 2015
Review Gift Pass: Napakahusay
"Napakalaking ginhawa ang dulot ng regalo ninyo – regalong handog, mula sa inyong mga butihing puso. Tamang tama para sa nalalapit nating #InternationalDayOfHappiness
(March 20, 2015).
Sa mga tumulong para maging posible ang bagay na ito, Philippine Psychometrician Reviewer Team, DigiPsych Team at Kuya Tino, nag-uumapaw na pagpapasalamat ang handog ko para sa inyo. Napakalaking bagay para sa 'kin ng oportunidad na 'to para sa July 2015. Ang ideya ng 'Review Gift Pass' ay napakahusay.
Napakasarap sa pakiramdam na mayroong tunay na regalong nag-hihintay sa mumunting hakbang na binigay ko. Pinagbubutihan ko ang aking reviews, at mas lalo ko pang paghuhusayin dahil sa suportang handog ninyo! Maraming salamat.
Alam kong masaya kayong tumutulong sa mga kagaya kong nangangarap para sa mas mabuting pamumuhay. Sana'y marami pa kayong matulungan. Pagpalain po ang inyong landasin! Mapagpalaya at mabuting araw para inyo."
- Donnies Dejucos Bendicio
Batch 2014
University of Makati
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