PYC4807
Assignment 3
PORTFOLIO
Unique No: 185521
Due 25 September 2025
,PYC4807
Assignment 3: PORTFOLIO
Unique No: 185521
Due 25 September 2025
SECTION A: PSYCHOLOGICAL ASSESSMENT IN REAL-LIFE CONTEXTS
Question 1
a) Context selected
The context selected for this assignment is organisational psychological
assessment. This domain focuses on the use of psychometric testing in recruitment,
selection, and development processes within workplaces.
b) Real-life situation explored
The real-life situation under review involves a close acquaintance who applied for an
entry-level accountant position at a mid-sized financial services firm in
Johannesburg. As part of the recruitment process, the organisation required all
applicants to complete a battery of psychological assessments. These assessments
were designed to evaluate cognitive ability, personality traits, and integrity, thereby
enabling the employer to determine candidate suitability beyond academic qualifications
and prior experience.
My acquaintance shared their personal experience of this process, including the nature
of the tests administered, the conditions under which they were completed, and the
feedback that followed. Consent was obtained to use this information anonymously in
the assignment. This first-hand account provided valuable insight into how
psychological testing is integrated into organisational selection decisions in practice,
offering a real-world example of theory applied in context.
, Question 2
a) Sources of information
To critically engage with psychological assessment in organisational contexts, I
consulted the following sources:
1. Book: Laher, S., & Cockcroft, K. (Eds.). (2013). Psychological Assessment in
South Africa: Research and Applications. Wits University Press. This text
provided foundational knowledge on psychometric principles, contextualised
within South Africa’s socio-cultural and legislative framework.
2. 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. This article critically reviewed how
psychological assessments are applied in South African workplaces and
highlighted transformation challenges.
3. Professional website: Society for Industrial and Organisational Psychology of
South Africa (SIOPSA). “Interest Group for People Assessment in Industry
(IGPAI).” Retrieved from https://www.siopsa.org.za/interest-group-for-people-
assessment-in-industry-igpai/ (Accessed 5 September 2025). This source
outlined professional standards and advocacy for ethical assessment practices.
b) Other sources of information
Additional information was gathered through:
• A telephone conversation with my acquaintance on 20 August 2025, during
which they shared their experience of the testing process. Consent was obtained
for the information to be used anonymously in this portfolio.
• Observation of professional discussions on LinkedIn forums involving human
resource practitioners in South Africa, where issues such as test fairness,
reliability, and ethical considerations in recruitment were debated. No identifiable
information was recorded from these forums, in line with ethical requirements.
Assignment 3
PORTFOLIO
Unique No: 185521
Due 25 September 2025
,PYC4807
Assignment 3: PORTFOLIO
Unique No: 185521
Due 25 September 2025
SECTION A: PSYCHOLOGICAL ASSESSMENT IN REAL-LIFE CONTEXTS
Question 1
a) Context selected
The context selected for this assignment is organisational psychological
assessment. This domain focuses on the use of psychometric testing in recruitment,
selection, and development processes within workplaces.
b) Real-life situation explored
The real-life situation under review involves a close acquaintance who applied for an
entry-level accountant position at a mid-sized financial services firm in
Johannesburg. As part of the recruitment process, the organisation required all
applicants to complete a battery of psychological assessments. These assessments
were designed to evaluate cognitive ability, personality traits, and integrity, thereby
enabling the employer to determine candidate suitability beyond academic qualifications
and prior experience.
My acquaintance shared their personal experience of this process, including the nature
of the tests administered, the conditions under which they were completed, and the
feedback that followed. Consent was obtained to use this information anonymously in
the assignment. This first-hand account provided valuable insight into how
psychological testing is integrated into organisational selection decisions in practice,
offering a real-world example of theory applied in context.
, Question 2
a) Sources of information
To critically engage with psychological assessment in organisational contexts, I
consulted the following sources:
1. Book: Laher, S., & Cockcroft, K. (Eds.). (2013). Psychological Assessment in
South Africa: Research and Applications. Wits University Press. This text
provided foundational knowledge on psychometric principles, contextualised
within South Africa’s socio-cultural and legislative framework.
2. 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. This article critically reviewed how
psychological assessments are applied in South African workplaces and
highlighted transformation challenges.
3. Professional website: Society for Industrial and Organisational Psychology of
South Africa (SIOPSA). “Interest Group for People Assessment in Industry
(IGPAI).” Retrieved from https://www.siopsa.org.za/interest-group-for-people-
assessment-in-industry-igpai/ (Accessed 5 September 2025). This source
outlined professional standards and advocacy for ethical assessment practices.
b) Other sources of information
Additional information was gathered through:
• A telephone conversation with my acquaintance on 20 August 2025, during
which they shared their experience of the testing process. Consent was obtained
for the information to be used anonymously in this portfolio.
• Observation of professional discussions on LinkedIn forums involving human
resource practitioners in South Africa, where issues such as test fairness,
reliability, and ethical considerations in recruitment were debated. No identifiable
information was recorded from these forums, in line with ethical requirements.
