Week 5 Vocational Test is by khairs.pptx

vocational test

1. Week 5 Vocational test Assessment based on job competencies

2. introduction According to international labour organization, vocational assessment determine a person’s interests, aptitudes, vocational skills, needs, and career potential With the help of vocational guidance, it provides an individual with a sense of direction and helps to assess one’s strength and weaknesses For some tests, they are more specific than others and tailored to particular needs like mechanical or technical skills

3. Vocational assessments evaluation Elements that usually being evaluate in vocational assessment/ test: Personal & employment history & education Personal & living skills Knowledge of the working world Personal & vocational abilities General work behaviour & ethics Technical, physical, & mechanical skills Job readiness Special needs

4. Vocational interest assessment Information on structure of vocational interest can be gain from Prestige of occupations Traditional of career choices Verbal ability Vocational activities Experience with specific activity Educational background Etc. – what else do you think other factor(s) that influence the interest on a certain job?

5. Usefulness of different techniques of vocational assessment t he research by proyer (2007) on developing alternative assessment techniques for the assessment of vocational interests has list some techniques that can used in vocational assessment. A questionnaire A nonverbal test Objective personal test Semi-projective test

6. the purpose of the study is to develop the basic ideas that all assessment strategies should be allowing the measurement of vocational interest terms of Holland’s theory of vocational interest (1997 ) This theory was chosen because being widely used in research & practice and because its special usefulness for the test development has also been demonstrated Task: discuss about Holland’s theory in e-learning forum and share The other theory and/or model that you know or found that being used in other vocational assessment research

7. Test-material & characteristics Questionnaire Not defined by behavioural responses Voluntary or involuntary responses are not measured Less support on hypothesis Can not be used as a theoretical framework for a test construction Conventional measure Nonverbal test Can be criticized because the pictures used might be ambiguous and interpreted differently by test-takers It is possible to develop valid nonverbal measures for personality constructs Conventional measure

8. Objective personality test Use performance-related tasks Refer to specific construction principle Behaviour-based measure Semi-projective test Has to interpret ambiguous (visual) stimuli Not associate freely but has to answer to already formulated statement Combine advantages of projective techniques and less of questionnaires Less susceptible to answer distortions than questionnaires Conventional measure

9. Develop an industrial work practices (group assignment) Student selecting competency areas with industry permission Student studying according to their chosen competency area Assessment is done through a data collection (simple research) on competency requires in specific job Interview with expert/PIC of the company judgement on the assessing, monitoring, & evaluating the implementation practices of the job that must always be carried out for key performance index / job betterment

10. Tips: Requires clear work objectives The need for job evaluation to determine the achievement of work objectives The job scopes has been analysed to determine the need to be met Diagnose the knowledge and skills of workers at the beginning related to job scopes (document analysis – pre research) At the end, there should be standardization of competence along their performance criterias imposed in company