Mrs La vita

Topics: Personality psychology, Competence, Psychology Pages: 8 (1574 words) Published: April 27, 2014
COVER PAGE

STUDENT NUMBER: 36683418

NAME: WENDY LA VITA

COURSE CODE: PCY 4807/101

HONOURS: PSYCHOLOGICAL ASSESSMENT

ASSIGNMENT N0: 05
TITLE: ASSESSMENT IN AN INDUSTRIAL CONTEXT

Contents
Section A……………………………………………………………………3 Introduction………………………………………………………………...3 Five Core Competencies…………………………………………………...3 The process to appoint a suitable candidate …………….………………4 Situational tests………………………………………………………….4-5 Personality Assessment……………………………………………………5 Interest Measures………………………………………………………….5 Conclusion …………………………………………………………………5 Section B…………………………………………………………………….6 Assessment………………………………………………………………….6 Competencies……………………………………………………………….6 SDS Scores………………………………………………………………….6 Personality Profile………………………………………………………..6-7 Areas of Development……………………………………………………..7 Conclusion………………………………………………………………….7 References………………………………………………………………….8

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SECTION A
Introduction
Section A consists of an essay in which the assessment measures in the selection process of an applicant for the position of accountant is critically discussed. The focus area in this assignment will be the use of personality assessment in aligning an applicant’s personality with the requirements of the job as accountant. I will discuss it from my perspective as an employee of a recruitment agency. The objective of the assessment is to fill the vacant position of accountant at a company. Tutorial letter101 PYC 4807 (2012) Core competencies which accompany the role of accountant

For the position of accountant I have selected the following competencies based on the Situation Specific Evaluation Expert competency model developed by Dr PJ Erasmus according to Tutorial letter 101 PYC 4807 (2012)

Five Core Competencies:
1. Conceptualisation: The ability to see the whole concept and to predict the outcome. It calls for sound judgment and non verbal reasoning. In the role of accountant the person would have to be able to see the entire accounting process as a whole and be able to make adjustments and deductions accordingly. 2. Observance: The person needs to understand figures and be alert and attentive. 3. Memory: The candidate must have good recall ability and be able to remember information.

4. Advanced Calculations: The individual must be able to calculate figures which are complex and advanced.
5. Clerical: The person should be able to work in a systematic manner and to arrange information orderly and have the insight to select relevant information. Tutorial letter 101 PYC 4807 (2012)

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The process to appoint a suitable candidate
Firstly a Job Description for the position of accountant will be drawn up in order to assess the suitability of the candidate. In the job description the duties and responsibilities, competencies and requirements of the position will be explained. Tutorial letter 101 PYC 4807 (2012)

The candidate will be selected after having complied with the selection criteria based on the following selection process according to Tutorial letter 101 PYC 4807 (2012) 1. C.V. Screening: as the personnel consultant I will assess whether the candidate has the necessary qualifications to match the job description. 2. Reference Checking: referees will be phoned and asked to submit written on references for the candidate to ensure the validity of the references. 3. Short listing: suitable candidates will be short listed based on the outcome of the previous two steps.

4. Interviewing: candidates who are competent to fulfill the role of accountant will be interviewed.
5. Psychological Assessment: the candidate will be required to undergo a Psychological assessment in order to assess the person’s personality and to get insight into how the person functions as an individual. One will also be able to identify the strengths and weaknesses of the candidate and how the person relates to others and the self.( Foxcroft,Roodt 2009)

The role of situational, personality and interest measures in the selection process For the...


References: Situation Specific Evaluation Expert competency model developed by Dr PJ Erasmus
according to Tutorial letter 101 PYC 4807 (2012)
Tutorial letter 101 PYC 4807 (2012)
3
4807 (2012)
The candidate will be selected after having complied with the selection criteria based on
the following selection process according to Tutorial letter 101 PYC 4807 (2012)
1
to others and the self.( Foxcroft,Roodt 2009)
The role of situational, personality and interest measures in the selection process
will be used, 360 degree competency is advisable. (Foxcroft, Roodt 2009)
Situational Tests to be administered:
Reliability and validity analysis will be conducted on the assessment to ensure validity
(Foxcroft, Roodt 2009)
procedure will be clarified. (Foxcroft, Roodt 2009)
Personality Assessment
Roodt 2009)
Interest Measures
Interest scores reflects an individual’s preferences for doing certain occupations (Isaacson
and Brown,1997) cited in Foxcroft & Roodt 2009
important interest fields. According to Holland (1997) cited in Foxcroft & Roodt 2009,
one should strive for congruence between interests and work environment.
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