respond to this post, point out whats missing .

Write a 1,400- to 1,750-word paper that summarizes your findings in relation to one type of health care professional,
October 18, 2020
complete american government task 1
October 18, 2020

respond to this post, point out whats missing .

 I need it within 4 ours from now

Assessment Instrument 1:
Wonderlic Personnel Test-revised (WPT-R)
This assessment tool is now known as the Wonderlic Contemporary Cognitive Ability Test under its revision in 2007. The reliability of the WPT-R is impressive as it reaches reliability scores of .90 and is a consistent test of general mental abilities. Some concerns with the WPT-R is that if a person native language is not English, they will unfairly be penalized on this particular test. Sine the test is timed, it can also have a negative impact for those who do not speak English or for those who are more advanced in years. (Gregory, 2014) From the onset of the WPT and the continuation of the WPT-R version, this measurement tool has been helpful in providing a brief 12 minuet assessment tool, that could both save money and time for companies and secure a valid reading of an individual. Back when the workforce was changing, and reduced staffing was in effect, so the WPT has been a great tool for companies to use in assessing individual for needed positions. (Edinger, Shipley, Watkins, & Hammett, 1985).

Assessment Instrument 2:
Employment Productivity Index
This is a paper-and Pencil integrity test. Integrity test measure a candidate’s experiences in relation to “honesty, dependability, trustworthiness, and pro-social behaviors.” Usually integrity test has two sections. Section one deals with the individual’s feeling, condemnations of, or endorsement of theft. Section 2 of these types of tests often cover any admission of theft in the work place. It has been found that integrity test can be more easily faked, and integrity test have been found to be less useful in the production of work performance overall. (Gregory, 2014 pg. 11.6).
Integrity test are designed to weed out high-risk candidates who can be counterproductive to work proficiencies. There is also a concern to filter out those who may be vulnerable to fraud and bribery, and caution in seeing if a potential employee may be prone to violence in the workplace. (Fine, 2013).

References:
Edinger, J. D., Shipley, R. H., Watkins, C. E., & Hammett, E. B.                    (1985). Validity of the Wonderlic Personnel Test as a brief IQ            measure in psychiatric patients. Journal Of Consulting And                Clinical Psychology, 53(6), 937-939.
Fine, S. (2013). Practical guidelines for implementing                                    preemployment integrity tests. Public Personnel                                  Management, (2). doi:10.1177/0091026013487049.
Gregory, R. J. (2014). Psychological testing: History, principles, and            applications (7th ed.). Boston, MA: Pearson.

PSY 640 Week 5 Disucssion 2.docx Reply 

 

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