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The Holland Codes or the Holland Occupational Themes (RIASEC[1]) refers to a taxonomy of interests [2] based on a theory of careers and vocational choice that was initially developed by American psychologist John L. Holland. [3][4] The Holland Codes serve as a component of the interests assessment, the Strong Interest Inventory.
The Strong Interest Inventory (SII) is an interest inventory used in career assessment. [1][2] As such, career assessments may be used in career counseling. [2][3][4][5][6][7] The goal of this assessment is to give insight into a person's interests, so that they may have less difficulty in deciding on an appropriate career choice for themselves ...
ACT WorkKeys consists of three elements: Job skill assessments, which are designed to measure foundational and personal skills as they apply to the workplace. Job analysis, which pinpoints or estimates skill benchmarks for specific job positions that individuals must meet through testing. Skill training, which helps individuals boost their scores.
Career assessments are designed to discover the skills, aptitude and talents of candidates. A self-assessment can be a useful tool in assessing the areas in which a candidate has strengths and limitations. The results can be useful in helping candidates to choose a career that is in tune with their goals and talents.
The Morrisby Profile [1][2] is a matched series of timed cognitive aptitude tests. The current version is screen-based and was first published in 2014. In this version, five different aptitudes are assessed: verbal, numerical, abstract, spatial and mechanical. The assessments each present a series of items and the candidate selects their answer ...
Call paid premium support at 1-800-358-4860 to get live expert help from AOL Customer Care. Learn how to download and install or uninstall the Desktop Gold software and if your computer meets the system requirements.
The Army General Classification Test (AGCT) has a long history that runs parallel with research and means for attempting the assessment of intelligence or other abilities. [1] World War I and World War II created the need for this type of testing and provided a large body of test subjects. The early emphasis (World War I) was on determining the ...
The job demands-resources model (JD-R model) is an occupational stress model that suggests strain is a response to imbalance between demands on the individual and the resources he or she has to deal with those demands. [1][2] The JD-R was introduced as an alternative to other models of employee well-being, such as the demand-control model and ...