What I need to know about Psychometrics as an HR Practitioner Dr. Sharon Munyaka Judy Janse van Rensburg Babalwa Desi (Industrial Psychologist) (Psychometrist) (Industrial Psychologist) What I need to know about Psychometrics as an HR Practitioner

Outline of the Panel Discussion Case Study and Debrief Psychometrics and their role in organisations Job level, competencies, suitability Ethical considerations Budgetary constraints Legal implications Assessment policy

Case study 33 year old male on apprenticeship programme Assessed only on technical skill No personality profile completed Competency profile present Sent for further training at 3rd party company – training report received indicating…... Counselled by supervisor and HR Referred to “wellness consultants” Medical check up and neurologist screening Clinical Psychologist observation Psychometrist

Debrief Case Study From the case study you have just heard: What are the psychometric issues that you have identified? Think back to your workplace: is this a familiar scenario or something you have encountered previously? Which questions do you think are relevant to ask the assessment provider?

Why Psychometrics? Psychometrics defined: Psychometric tests measure: The science of measuring mental capacities and processes Psychometric tests measure: Ability Personality Learning potential Values/ Motivation/Interests Who needs psychometric assessment? Various job levels have relevant tests

What Do Psychometric Tests Measure? Ability e.g. ability tests to measure numerical, verbal and spatial ability Personality- preferred or typical way of behaving at work Learning potential- candidate’s ability to learn new information Risk Profiling/ Integrity – assists to determine risk profile of a candidate Values/ Motivation/Interests: candidate’s interests and the values they hold.

Choosing an Assessment Battery Assessment Battery defined It’s the combination of psychometric tests utilised by an accredited professional based on the job, individual needs, company requirements Examples of Assessment Batteries Executive level Senior or divisional level Middle management or senior specialists Administrative or operational positions

Key questions to ask What are the questions I should be asking? Job description What are the requirements of the job? Competencies: essential vs desired skill Development, recruitment, selection? Be clear on purpose of testing, how will the results be used

Suitability Are you the right fit for the job Environmental fit Learnership Will it do more harm than good?

It’s a complex environment More complex than we think Implications are huge if we are not clear on purpose Assessments with limited budget? Do you go cheap and do a shoddy job Find the money?

Assessment Policy Is it there? Is it updated Who developed it How is it used? Is it aligned to business strategic intent? Ethics

Policy: Content Essentials Purpose Security of material/scores Test User credentials Test User accreditation/training, Test Taker preparation, Access to Results, Confidentiality boundaries, Feedback: Test Taker & referring Client… Rights & Responsibilities of Test Takers Accountability of Test Users

Recent legal changes with regard to Psychometrics SCRAPPING OF AMENDMENT TO CLAUSE 8(D) OF THE EEA:  ATP VS THE PRESIDENT AND OTHERS It will no longer be prohibited to use psychological assessments that are not “certified by the HPCSA or any other body which may be authorised by law to certify those tests or assessments”. Psychological assessments used on employees, according to the Employment Equity Act, still need to adhere to the requirements of being valid, reliable, fair and unbiased.

Recent legal changes with regard to Psychometrics Judge Mali delivered the following judgment on 2 May 2017: 1. That the Proclamation 50 published in Government Gazette 37871 on 25 July 2014 is null and void and of no force or effect to the extent that it brings into operation the amendment of section 8 of Employment Equity Act, Act 55 of 1998 in terms of section 4 of the Employment Equity Amendment Act, 2013, Act 47 of 2013. 2. That Section 8 of the Employment Equity Act, Act 55 of 1998 as it pertained on 31 July 2014 continued, and continues, unabated as from the aforesaid date. 3. That this order be published by way of one notice in the Government Gazette, and a notice in each of the Sunday Times, Rapport and City Press. 4. That the respondents are ordered to pay costs of this application, costs to be paid jointly and severally the one paying the other to be absolved. Costs to include the cost of Senior Counsel.