PYC4807 – Psychological Research
Portfolio
Unique Number: 721934
Jacqueline van Niekerk
55074103
,Table of Contents
Section 1: Experiential learning .............................................................................................................. 1
Section 2: Case study .............................................................................................................................. 3
1. Introduction .................................................................................................................................... 3
2. Reason/rationale for testing in a developmental context .............................................................. 3
3. Compiling a Test Battery ................................................................................................................. 4
3.1. Type of Test .................................................................................................................................. 5
3.2. Griffiths Scales of Mental Development – Extended Revised (GMDS-ER)................................... 5
3.3. Aim and Purpose of the Measure ................................................................................................ 6
3.4. Psychometric Properties of the Scale .......................................................................................... 6
3.5. Predictive Validity of the Scale..................................................................................................... 7
3.6. Advantages and Disadvantages of the Griffiths Scales of Mental Development – Extended
Revised ................................................................................................................................................ 7
5. Administration Process ................................................................................................................... 8
5.1. Ethical Considerations.................................................................................................................. 9
5.2. Consulting with Third Parties ..................................................................................................... 10
5.3. Tentative Treatment Recommendations ................................................................................... 10
6. Conclusion ..................................................................................................................................... 11
References ............................................................................................................................................ 12
Section 3: Questions on theoretical and applied knowledge ............................................................... 13
Question 1: Reliability ....................................................................................................................... 13
Question 2: Validity........................................................................................................................... 14
Question 3: Determining if an assessment technique is psychological in nature ............................ 15
Question 4a: Considerations of selecting a test assessment for Becky ............................................ 16
Question 5a: Establishing a rapport.................................................................................................. 17
References ........................................................................................................................................ 18
Plagiarism Declaration ...................................................................................................................... 20
Turnitin Similarity Index .................................................................................................................... 21
, 55074103
Section 1: Experiential learning
1. I chose the organizational context for this section. The reason I chose this context is that
the company where I presently work conducts a variety of psychological assessments
before making a permanent appointment. I gathered information for these questions by
speaking with our HR department to learn which companies they utilize for the
psychological examinations. Then I did some research on the companies' websites.
2. My employer provides agricultural services to farmers both domestically and abroad. We
have a wide range of positions available, including admins who handle purchase orders,
GIS technicians who compile geographical maps to visually represent soil information,
field technicians and agents who go out to consult with clients and advertise the company's
services, IT technicians who maintain our website and mobile app, and many more.
3. The organization where I work uses psychological testing to make better hiring selections.
In order to keep the tests unbiased, they use outside companies to administer and evaluate
them. Psychological testing is used to assess a potential employee's ability to function in
difficult situations and to determine whether or not they are capable of performing well on
the job under certain circumstances.
4. Adults who are potential candidates for the position.
5. The test findings are digitally preserved with the outside consulting firms. Following the
completion of the tests, the company will send the final report to our HR department, which
will compare the test results to the requirements of the open position you applied for and
save it both digitally and in printed copy in your employee file.
6. The results are interpreted by the outside consulting firms that were engaged for these
evaluations. I discovered that all of these companies are qualified to give and interpret
psychological exams after conducting research on their websites. Registered Psychologists,
Research Scientists, and consultants make up each of these firms. Written reports and
graphics are used to explain the test results to our HR department. These reports are only
available to us if we are employed on a permanent basis.
7. The following are the four psychological tests that my current employer utilises:
7.1. Occupational Personality Questionnaires (OPQ) test determines how well a candidate
would fit into the workplace, collaborate with others, and handle role-specific job
demands.
1
Portfolio
Unique Number: 721934
Jacqueline van Niekerk
55074103
,Table of Contents
Section 1: Experiential learning .............................................................................................................. 1
Section 2: Case study .............................................................................................................................. 3
1. Introduction .................................................................................................................................... 3
2. Reason/rationale for testing in a developmental context .............................................................. 3
3. Compiling a Test Battery ................................................................................................................. 4
3.1. Type of Test .................................................................................................................................. 5
3.2. Griffiths Scales of Mental Development – Extended Revised (GMDS-ER)................................... 5
3.3. Aim and Purpose of the Measure ................................................................................................ 6
3.4. Psychometric Properties of the Scale .......................................................................................... 6
3.5. Predictive Validity of the Scale..................................................................................................... 7
3.6. Advantages and Disadvantages of the Griffiths Scales of Mental Development – Extended
Revised ................................................................................................................................................ 7
5. Administration Process ................................................................................................................... 8
5.1. Ethical Considerations.................................................................................................................. 9
5.2. Consulting with Third Parties ..................................................................................................... 10
5.3. Tentative Treatment Recommendations ................................................................................... 10
6. Conclusion ..................................................................................................................................... 11
References ............................................................................................................................................ 12
Section 3: Questions on theoretical and applied knowledge ............................................................... 13
Question 1: Reliability ....................................................................................................................... 13
Question 2: Validity........................................................................................................................... 14
Question 3: Determining if an assessment technique is psychological in nature ............................ 15
Question 4a: Considerations of selecting a test assessment for Becky ............................................ 16
Question 5a: Establishing a rapport.................................................................................................. 17
References ........................................................................................................................................ 18
Plagiarism Declaration ...................................................................................................................... 20
Turnitin Similarity Index .................................................................................................................... 21
, 55074103
Section 1: Experiential learning
1. I chose the organizational context for this section. The reason I chose this context is that
the company where I presently work conducts a variety of psychological assessments
before making a permanent appointment. I gathered information for these questions by
speaking with our HR department to learn which companies they utilize for the
psychological examinations. Then I did some research on the companies' websites.
2. My employer provides agricultural services to farmers both domestically and abroad. We
have a wide range of positions available, including admins who handle purchase orders,
GIS technicians who compile geographical maps to visually represent soil information,
field technicians and agents who go out to consult with clients and advertise the company's
services, IT technicians who maintain our website and mobile app, and many more.
3. The organization where I work uses psychological testing to make better hiring selections.
In order to keep the tests unbiased, they use outside companies to administer and evaluate
them. Psychological testing is used to assess a potential employee's ability to function in
difficult situations and to determine whether or not they are capable of performing well on
the job under certain circumstances.
4. Adults who are potential candidates for the position.
5. The test findings are digitally preserved with the outside consulting firms. Following the
completion of the tests, the company will send the final report to our HR department, which
will compare the test results to the requirements of the open position you applied for and
save it both digitally and in printed copy in your employee file.
6. The results are interpreted by the outside consulting firms that were engaged for these
evaluations. I discovered that all of these companies are qualified to give and interpret
psychological exams after conducting research on their websites. Registered Psychologists,
Research Scientists, and consultants make up each of these firms. Written reports and
graphics are used to explain the test results to our HR department. These reports are only
available to us if we are employed on a permanent basis.
7. The following are the four psychological tests that my current employer utilises:
7.1. Occupational Personality Questionnaires (OPQ) test determines how well a candidate
would fit into the workplace, collaborate with others, and handle role-specific job
demands.
1
