IOP4861 EXAM PACK
2025
QUESTIONS AND
ANSWERS
FOR ASSISTANCE CONTACT
EMAIL:
, lOMoARcPSD|44660598
IOP4861
ASSESSMENT APPLICATION
MAKE OUT A CASE WHY SO MUCH EMPHASIS IS PLACED ON ASSESSMENT OF LEARNING POTENTIAL IN THE SA
CONTEXT AND DISCUSS DYNAMIC ASSESSMENT AS A METHOD TO ASSESS LEARNING POTENTIAL
Dynamic testing refers to testing procedures that includes a learning experience as part of the assessment
to obtain information not only about current levels of cognitive ability, but also about the potential to
learn, and possibly improve on levels of performance when relevant learning opportunities can be provided
The aim of dynamic testing is to provide learning opportunities in the assessment situation to enable
examinees to optimise their performance
Measurement of learning potential typically involves a test-train-retest strategy with some form of training
provided as part of the assessment process
The pretest provides an indication of the present (actual) level of development, the training is aimed at
providing further examples, hints and guidelines that will highlight important aspects of information
required to help similar questions, and the posttest provides an indication of the potential future level of
performance that the testee is likely to attain with training
The principal application of dynamic testing is with disadvantaged individuals who often perform poorly on
conventional tests
Dynamic testing reduces the effect of educational inequalities by providing fair and equitable means of
assessment learning capacity
By looking beyond current performance and acknowledging the possible influence of other factors on
performance, more realistic measures and descriptions of cognitive development and reasoning ability can
be obtained
The assessment of learning potential is also in line with EEA requirements - candidates should show that
they have the capacity to acquire the inherent skill of the job
LPCAT
The LPCAT is a dynamic, computerised adaptive measure for the measurement of learning potential
The LPCAT is used to measure learning potential over a broad range of ability tests and is particularly useful
for training and development purposes
The LPCAT uses nonverbal reasoning content in a test-train-retest format
The LPCAT provides information not only on current level of performance, but also on future potential
levels of achievement that could be attained by the individual
This is achieved by incorporating a learning experience as part of the process
, lOMoARcPSD|44660598
IOP4861
The LPCAT is intended to balance diverse differences in backgrounds in the multicultural context
The LPCAT is highly standardised and culture fair and has proven to be valid and reliable
APIL-B
The APIL-B is a set of tests designed to assess an individual's core capabilities and potentialities
The APIL-B produces a performance profile unaffected by the extent to which an individual has been
advantaged or disadvantaged
The APIL-B may be useful when looking beyond the effects of being disadvantaged, in addition to
identifying individuals with potential for development
Tram 1 & 2
Tram is a measure of learning potential
Tram 1 is suitable for individuals falling in the range of no education to 9 or 10 years of education
No reading is required on the part of the testee
Tram 2 is intended for literate testees with between 10 and 12 years of education
Instructions are given in written form in either English or Afrikaans
PRESENT A CRITICAL ARGUMENT ON THE VALUE OF PERSONALITY TESTING IN THE ORGANISATIONAL CONTEXT,
REFLECTING ON WHICH TOOLS YOU REGARD AS MOST USEFUL FOR ASSESSMENT FOR SELECTION AND
DEVELOPMENT PURPOSES
By assessing factors such as personality, interest, and values, people will be placed in positions that best fit
their abilities
Furthermore, psychological assessments such as ability and personality tests have been found to be good
predictors of job performance
It is important for employees to know their strengths and weaknesses, however, it is also important for
organisations to know this
Steps can be taken to address the employees' weaknesses for future promotion
The 16 Personality Factor Questionnaire (16PF)
The 16PF personality questionnaire measures a set of 16 traits structured around 5 global factors
(Extraversion, Tough-mindedness, Anxiety, Self-control and Independence) that describe and predict a
person's behaviour in a variety of contexts
It aims to provide information about an individual's whole personality, reveals potential, confirms capacity
to sustain performance in a larger role, and helps to identify development needs
, lOMoARcPSD|44660598
IOP4861
The 16PF has been adapted for use in South Africa and norms are available for students and working adults
The 15FQ+
The 15FQ+ is based on the 16 personality dimensions first identified by Cattell
The 15FQ+ provides insight into how people typically think, feel and interact in ways that may be
productive or counter-productive for an organisation
For example, the 15FQ+ can identify people who crack under pressure, lack motivation and drive, create
conflict, are deviant, are hostile and suspicious, among others
The 15FQ+ has been proven to be valid, reliable and culture fair.
The Occupational Personality Questionnaire (OPQ)
The OPQ is a personality questionnaire that measures 32 work-related personality characteristics that
describe an individual's preferred or typical styles of behaviour
It includes three broad domains, namely, relationships with people, thinking style, and feelings, and
emotions
The reliability of the OPQ in the SA context has been proven to be relatively high
The Myers Briggs Type Indicator (MBTI)
The MBTI consists of four bipolar scales, namely Introversion/Extraversion, Thinking/Feeling,
Sensing/Intuition, and Judgement/Perception
By combining the four poles of the scale, it is possible to identify 16 personality types
The advantages of the MBTI is that it may be used as an indicator of the roles that people play in teams,
and no single type is superior to the other type
PRESENT YOUR CRITICAL OPINION ON THE CURRENT AND FUTURE CHALLENGES IN PSYCHOLOGICAL
ASSESSMENT AND MOTIVATE WHY YOU THINK PSYCHOLOGICAL ASSESSMENT IS OF VALUE IN ORGANISATIONS
TODAY
The use of psychological assessments in South Africa has been received with mix reactions
While there has been an increase in acceptance of psychological assessment, some people still hold
negative attitudes and are highly sceptical of the use of assessments in determining employability of
individuals
Psychological assessments are commonly criticised for its cultural bias which may result in unfair
discrimination against certain groups
2025
QUESTIONS AND
ANSWERS
FOR ASSISTANCE CONTACT
EMAIL:
, lOMoARcPSD|44660598
IOP4861
ASSESSMENT APPLICATION
MAKE OUT A CASE WHY SO MUCH EMPHASIS IS PLACED ON ASSESSMENT OF LEARNING POTENTIAL IN THE SA
CONTEXT AND DISCUSS DYNAMIC ASSESSMENT AS A METHOD TO ASSESS LEARNING POTENTIAL
Dynamic testing refers to testing procedures that includes a learning experience as part of the assessment
to obtain information not only about current levels of cognitive ability, but also about the potential to
learn, and possibly improve on levels of performance when relevant learning opportunities can be provided
The aim of dynamic testing is to provide learning opportunities in the assessment situation to enable
examinees to optimise their performance
Measurement of learning potential typically involves a test-train-retest strategy with some form of training
provided as part of the assessment process
The pretest provides an indication of the present (actual) level of development, the training is aimed at
providing further examples, hints and guidelines that will highlight important aspects of information
required to help similar questions, and the posttest provides an indication of the potential future level of
performance that the testee is likely to attain with training
The principal application of dynamic testing is with disadvantaged individuals who often perform poorly on
conventional tests
Dynamic testing reduces the effect of educational inequalities by providing fair and equitable means of
assessment learning capacity
By looking beyond current performance and acknowledging the possible influence of other factors on
performance, more realistic measures and descriptions of cognitive development and reasoning ability can
be obtained
The assessment of learning potential is also in line with EEA requirements - candidates should show that
they have the capacity to acquire the inherent skill of the job
LPCAT
The LPCAT is a dynamic, computerised adaptive measure for the measurement of learning potential
The LPCAT is used to measure learning potential over a broad range of ability tests and is particularly useful
for training and development purposes
The LPCAT uses nonverbal reasoning content in a test-train-retest format
The LPCAT provides information not only on current level of performance, but also on future potential
levels of achievement that could be attained by the individual
This is achieved by incorporating a learning experience as part of the process
, lOMoARcPSD|44660598
IOP4861
The LPCAT is intended to balance diverse differences in backgrounds in the multicultural context
The LPCAT is highly standardised and culture fair and has proven to be valid and reliable
APIL-B
The APIL-B is a set of tests designed to assess an individual's core capabilities and potentialities
The APIL-B produces a performance profile unaffected by the extent to which an individual has been
advantaged or disadvantaged
The APIL-B may be useful when looking beyond the effects of being disadvantaged, in addition to
identifying individuals with potential for development
Tram 1 & 2
Tram is a measure of learning potential
Tram 1 is suitable for individuals falling in the range of no education to 9 or 10 years of education
No reading is required on the part of the testee
Tram 2 is intended for literate testees with between 10 and 12 years of education
Instructions are given in written form in either English or Afrikaans
PRESENT A CRITICAL ARGUMENT ON THE VALUE OF PERSONALITY TESTING IN THE ORGANISATIONAL CONTEXT,
REFLECTING ON WHICH TOOLS YOU REGARD AS MOST USEFUL FOR ASSESSMENT FOR SELECTION AND
DEVELOPMENT PURPOSES
By assessing factors such as personality, interest, and values, people will be placed in positions that best fit
their abilities
Furthermore, psychological assessments such as ability and personality tests have been found to be good
predictors of job performance
It is important for employees to know their strengths and weaknesses, however, it is also important for
organisations to know this
Steps can be taken to address the employees' weaknesses for future promotion
The 16 Personality Factor Questionnaire (16PF)
The 16PF personality questionnaire measures a set of 16 traits structured around 5 global factors
(Extraversion, Tough-mindedness, Anxiety, Self-control and Independence) that describe and predict a
person's behaviour in a variety of contexts
It aims to provide information about an individual's whole personality, reveals potential, confirms capacity
to sustain performance in a larger role, and helps to identify development needs
, lOMoARcPSD|44660598
IOP4861
The 16PF has been adapted for use in South Africa and norms are available for students and working adults
The 15FQ+
The 15FQ+ is based on the 16 personality dimensions first identified by Cattell
The 15FQ+ provides insight into how people typically think, feel and interact in ways that may be
productive or counter-productive for an organisation
For example, the 15FQ+ can identify people who crack under pressure, lack motivation and drive, create
conflict, are deviant, are hostile and suspicious, among others
The 15FQ+ has been proven to be valid, reliable and culture fair.
The Occupational Personality Questionnaire (OPQ)
The OPQ is a personality questionnaire that measures 32 work-related personality characteristics that
describe an individual's preferred or typical styles of behaviour
It includes three broad domains, namely, relationships with people, thinking style, and feelings, and
emotions
The reliability of the OPQ in the SA context has been proven to be relatively high
The Myers Briggs Type Indicator (MBTI)
The MBTI consists of four bipolar scales, namely Introversion/Extraversion, Thinking/Feeling,
Sensing/Intuition, and Judgement/Perception
By combining the four poles of the scale, it is possible to identify 16 personality types
The advantages of the MBTI is that it may be used as an indicator of the roles that people play in teams,
and no single type is superior to the other type
PRESENT YOUR CRITICAL OPINION ON THE CURRENT AND FUTURE CHALLENGES IN PSYCHOLOGICAL
ASSESSMENT AND MOTIVATE WHY YOU THINK PSYCHOLOGICAL ASSESSMENT IS OF VALUE IN ORGANISATIONS
TODAY
The use of psychological assessments in South Africa has been received with mix reactions
While there has been an increase in acceptance of psychological assessment, some people still hold
negative attitudes and are highly sceptical of the use of assessments in determining employability of
individuals
Psychological assessments are commonly criticised for its cultural bias which may result in unfair
discrimination against certain groups
