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A widely used, but brief, aptitude test used in business is the Wonderlic Test. Aptitude tests have been used in assessing specific abilities or the general ability of potential new employees (the Wonderlic was once used by the NFL). [21] Aptitude tests have also been used for career guidance. [22] Evidence suggests that aptitude tests like IQ ...
Actuarial assessment programs are based on statistical or actuarial prediction (e.g., statistical analyses, linear regression equations and Bayesian rules), which is empirically based while automated assessment programs consist of a series of if-then statements derived by expert clinicians [8] and informed by published research and clinical ...
The General Aptitude Test Battery (GATB) is a work-related cognitive test developed by the U.S. Employment Service (USES), a division of the Department of Labor. It has been extensively used to study the relationship between cognitive abilities, primarily general intelligence , and job performance .
Domain-referenced test is similar to criterion-referenced test, it is an assessment that covers a specific area of study such that a score will reveal how much of this area has been mastered. Thus, if an individual got 90% of the items correct in a domain-referenced or criterion-referenced test, this would be a high score indicative of his or ...
The ASEBA is used in a variety of settings, including mental health, school, research, and forensic settings. The ASEBA exists for multiple age groups, including preschool-aged children, school-aged children, adults, and older adults. Scores for individuals in each age group are norm-referenced.
Norm-referenced score interpretations compare test takers to a sample of peers. [4] The goal is to rank test takers as being better or worse than others. Norm-referenced test score interpretations are associated with traditional education. People who perform better than others pass the test, and people who perform worse than others fail the test.
California's Smarter Balanced test is computer-based. If students are doing well, the program sends the student harder questions. If the student is faring poorly, the program sends easier questions.
Scores on 244 Occupational Scales which indicate the similarity between the respondent's interests and those of people working in each of the 122 occupations. Scores on 5 Personal Style Scales (learning, working, leadership, risk-taking and team orientation). Scores on 3 Administrative Scales used to identify test errors or unusual profiles.