PYC4807
Assignment 3
PORTFOLIO
Unique No: 185521
Due 25 September 2025
,PYC4807
Assignment 3: 185521
PORTFOLIO
Due 25 September 2025
SECTION A: PSYCHOLOGICAL ASSESSMENT IN REAL-LIFE CONTEXTS
Question 1
a) Context selected
The context selected is organisational psychological assessment, which focuses on
the application of psychometric testing in recruitment, selection, and employee
development. This domain evaluates attributes such as cognitive ability, personality, and
integrity to inform evidence-based human resource decisions.
b) Real-life situation explored
The real-life case involves an acquaintance who applied for an entry-level accountant
position at a mid-sized financial services firm in Johannesburg. As part of the
recruitment process, candidates completed a battery of psychological assessments
measuring cognitive functioning, personality traits, and integrity. These assessments
aimed to provide a holistic view of suitability, beyond academic qualifications and prior
work experience.
My acquaintance shared their experience of the testing process, including the types of
assessments, testing conditions, and feedback provided. Consent was obtained for this
information to be used anonymously. This account illustrates how psychological testing
is embedded in organisational practice, offering a practical example of theory applied to
real-world decision-making.
, Question 2
a) Sources of information
To critically analyse this context, I consulted:
• Book: Laher, S., & Cockcroft, K. (Eds.). (2013). Psychological Assessment in
South Africa: Research and Applications. Wits University Press — foundational
insights on assessment principles, contextualised for South Africa’s socio-cultural
and legislative environment.
• Journal article: Laher, S. (2013). Psychological assessment and workplace
transformation in South Africa: A review of the research literature. South African
Journal of Psychology, 43(1), 62–75 — a review of organisational assessment
practices and transformation challenges.
• Professional website: Society for Industrial and Organisational Psychology of
South Africa (SIOPSA). Interest Group for People Assessment in Industry
(IGPAI). Retrieved 5 September 2025, from https://www.siopsa.org.za/interest-
group-for-people-assessment-in-industry-igpai/ — outlines professional
standards and advocacy for ethical assessment.
b) Other sources of information
• Interview: A telephone conversation with my acquaintance (20 August 2025),
providing a first-hand account of the testing process. Consent for anonymised
use was obtained.
• Professional observation: Discussions in LinkedIn forums where South African
HR practitioners debated fairness, reliability, and ethics in psychometric testing.
No identifiable details were recorded to maintain ethical standards.
Assignment 3
PORTFOLIO
Unique No: 185521
Due 25 September 2025
,PYC4807
Assignment 3: 185521
PORTFOLIO
Due 25 September 2025
SECTION A: PSYCHOLOGICAL ASSESSMENT IN REAL-LIFE CONTEXTS
Question 1
a) Context selected
The context selected is organisational psychological assessment, which focuses on
the application of psychometric testing in recruitment, selection, and employee
development. This domain evaluates attributes such as cognitive ability, personality, and
integrity to inform evidence-based human resource decisions.
b) Real-life situation explored
The real-life case involves an acquaintance who applied for an entry-level accountant
position at a mid-sized financial services firm in Johannesburg. As part of the
recruitment process, candidates completed a battery of psychological assessments
measuring cognitive functioning, personality traits, and integrity. These assessments
aimed to provide a holistic view of suitability, beyond academic qualifications and prior
work experience.
My acquaintance shared their experience of the testing process, including the types of
assessments, testing conditions, and feedback provided. Consent was obtained for this
information to be used anonymously. This account illustrates how psychological testing
is embedded in organisational practice, offering a practical example of theory applied to
real-world decision-making.
, Question 2
a) Sources of information
To critically analyse this context, I consulted:
• Book: Laher, S., & Cockcroft, K. (Eds.). (2013). Psychological Assessment in
South Africa: Research and Applications. Wits University Press — foundational
insights on assessment principles, contextualised for South Africa’s socio-cultural
and legislative environment.
• Journal article: Laher, S. (2013). Psychological assessment and workplace
transformation in South Africa: A review of the research literature. South African
Journal of Psychology, 43(1), 62–75 — a review of organisational assessment
practices and transformation challenges.
• Professional website: Society for Industrial and Organisational Psychology of
South Africa (SIOPSA). Interest Group for People Assessment in Industry
(IGPAI). Retrieved 5 September 2025, from https://www.siopsa.org.za/interest-
group-for-people-assessment-in-industry-igpai/ — outlines professional
standards and advocacy for ethical assessment.
b) Other sources of information
• Interview: A telephone conversation with my acquaintance (20 August 2025),
providing a first-hand account of the testing process. Consent for anonymised
use was obtained.
• Professional observation: Discussions in LinkedIn forums where South African
HR practitioners debated fairness, reliability, and ethics in psychometric testing.
No identifiable details were recorded to maintain ethical standards.
