Using Psychometric Analyses A Case Study Of Abu Dhabi †Free Samples

Question: Discuss about the Using Psychometric Analyses A Case Study Of Abu Dhabi. Answer: Purpose Statement Psychometric assessment is a scientifically proven method of testing individuals metal capability to judge whether they are fit for working in an organization based on their behavioral style. It analyzes the personality characteristics and aptitude of candidates to understand if they have the necessary skills and mental ability that are required to execute tasks that are to be assigned to them by the employer. These tests help organizations to understand if the candidates are fit for the job they have applied for. The tests assist the employers to come up with accurate and specific predictions regarding the current and potential behavior of the individuals. Also, the employers can even make predictions about the behavior of the already existing employees (Floyd et al. 2015). The research will deal with the psychometric assessment tests of Abu Dhabi Investment Authority (AIDA) to understand the training needs of the specific organization and try to fathom whether these tests are, in e ffect, helpful. Aims The goal of the research is to analyze the psychometric assessment tests of AIDA and give a comprehensive understanding regarding the efficiency and actual positive effects of these tests. Test subjects, the candidates and existing employees, from the organization are to be questioned and tested; and based on the gathered results, the behavioral pattern of the individuals would be set and then those results are to be used to understand the effectiveness of the psychometric test patterns of the organization (Neuendorf 2016). This would help the company to understand whether the candidates are suitable for the work they are to be bestowed with. The research results would facilitate the employer to recruit the best candidates as well as aiding the organization to understand who are the most effective workers and retain employees accordingly. Hypothesis H1: Psychometric assessment tests of AIDA have positive effects on its employees H0: Psychometric assessment tests of AIDA have negative effects on its employees Designing the test The AIDA has planned its psychometric analysis test very meticulously, so that no information goes unattended, or no stones left unturned. The test would provide the organization with results, that would usher in potential candidates, who may have the capability to make the organization even bigger. The tests would also give vital insight about how should the training procedure be for each individual: the results that are generated would be unique in nature, which means, every individual will show completely different personality traits. That would mean the organization also has to harness different strategies for every individual (Schmidt and Hunter 2014). The research philosophy is supposed to pivot around positivism. According to this philosophy, the data that is gathered based on observation is the only type of data that can be trusted (Wei et al. 2015). The simple logic behind this is that, observation helps organizations to understand how individuals behave under certain conditions or how they react in specific situations. This observation allows organizations predict the movement and future behavior or the employees under similar conditions and stipulations. These research data are quantifiable (Raykov, Marcoulides and Patelis 2015). AIDA hopes to use positivism in the most efficient way, so that the candidates can turn over maximum data to the organization and this would enable the company to devise the training procedure in accordance to that. AIDA also aims to develop the skills of its already existing employees by observing their behavioral patterns as well. The research approach has been decided to be a deductive one. That would help AIDA to be optimal and most efficient while dealing with the gathered data. This type of research approach helps organizations to correctly reach a conclusion solely based on factual data which are directly provided by the employees themselves. The employers are also to be used to understand which specific behavior is being expected from the candidates or the existing employees. This would be handy information because the benchmark would be set in accordance to this. AIDA has decided to gather cross sectional data for its research purposes. This type of data is gathered for a specific point of time. The data, that is collected, comes from an array of participants from different demographics and other parameters are also in play. AIDA would successfully remove any assumption and replace them with tangible data which are measurable and can be further analyzed. Data is to be collected directly from the employers and some of the existing employees in the form of interviews. Random subjects are to be chosen who would take the tests. The answers that are gathered would be thoroughly examined and analyzed to come up with the most optimal of solutions, that would assist in chalking out the training process (Pedhazur and Schmelkin 2013). Samples The participants for the test are ten of the Board members of AIDA, who would help to understand the requirements of the organization from its employees and fifty employees of the same organization. The employees would be the best subjects for the test as they are the ones who are to be trained and tested by the organization. Equipment The employees would be given questionnaires describing different scenarios and asking them what step are they going to take. This would yield extremely useful results. These particular results would be analyzed extensively to understand the behavior patter. These questionnaires will be formed based on the basic requirements of the organization and the tasks that are expected of the employees. Analysis The entire analysis is to be done in a quantitative way, focusing on statistical data. These data are factual and can be measured through analytical and statistical ways to come up with quantifiable results that would be most helpful for the purpose at hand. References Floyd, R.G., Shands, E.I., Alfonso, V.C., Phillips, J.F., Autry, B.K., Mosteller, J.A., Skinner, M. and Irby, S., 2015. A Systematic Review and Psychometric Evaluation of Adaptive Behavior Scales and Recommendations for Practice.Journal of Applied School Psychology,31(1), pp.83-113. Neuendorf, K.A., 2016.The content analysis guidebook. Sage. Pedhazur, E.J. and Schmelkin, L.P., 2013.Measurement, design, and analysis: An integrated approach. Psychology Press. Raykov, T., Marcoulides, G.A. and Patelis, T., 2015. The importance of the assumption of uncorrelated errors in psychometric theory.Educational and Psychological Measurement,75(4), pp.634-647. Schmidt, F.L. and Hunter, J.E., 2014.Methods of meta-analysis: Correcting error and bias in research findings. Sage publications. Wei, T., Chesnut, S.R., Barnard-Brak, L. and Richman, D., 2015. Psychometric analysis of the Social Communication Questionnaire using an item-response theory framework: implications for the use of the lifetime and current forms.Journal of Psychopathology and Behavioral Assessment,37(3), pp.469-480.