STANDERDIZED TOOL FOR APTITUDE TEST PPT.
- 1. APTITUDE TEST PRESENTED BY; A.DEEPA MSc (N)., BSc(Psychology) NURSING TUTOR, GOVT. MEDICAL COLLEGE,
- 3. APTITUDE An aptitude is the capacity of a person to achieve long special lines. It is a special tendency, bent, fitness or aptness due to a special neural or muscular organization possessed by the individual. Aptitude make for a special abilities and our achievements in special areas.
- 4. Aptitude -Definition Aptitude refers to those qualities characterizing a person’s ways of behavior, which serves to indicate how well he/she can learn to meet and solve certain specified kinds of problems. -Bingam
- 5. Aptitude -Definition Aptitude is a condition, a quality or a set of qualities in an individual, which is indicative of the probable extent to which she/he will be able to acquire under suitable training, some knowledge, understanding and skill, such as ability to contribute to art or music, mechanical ability, mathematical ability to read and speak a foreign language. -Traxler
- 6. Measurement of aptitude Aptitude measurement Sensory aptitude Clerical aptitude Mechanical aptitude Musical aptitude Aptitude for graphic art Professional aptitude
- 7. 1.Mechanical aptitude test Some persons have a specific bent of mind for the tasks related to the use of mechanical abilities and thus demonstrate their aptitude for all tasks and job that require the use of mechanical abilities.
- 8. Various types of mechanical aptitude tests Minnesota mechanical assembly test Minnesota spatial relation test The revised Minnesota power from board 1948. Stenquist mechanical aptitude tests (part l and lll) Bennett tests of mechanical aptitude test
- 9. Asking the subjects to put together the parts of mechanical devices.
- 10. Asking to replace cutouts of various shapes in their correct holes in the board.
- 11. Questions relating to comprehension of physical and mechanical principles.
- 12. 2 clerical Aptitude tests Clerical aptitude is also a composite function. According to Bingham, it involves several specific abilities such as; 1. Perceptual ability 2. Intellectual ability 3. Motor ability
- 15. Some of the popular clerical aptitude test are Detroit clerical aptitude examination Minnesota vocational test for clerical works The clerical ability tests
- 19. MUSICAL COMPONENTS Discriminaton of pitch Discriminaton of intensity of loudness Determination of time interval Discrimiation of timber Judgment of rhythm Tonal memory.
- 20. 5. Aptitude for Graphic Art 1. The art judgment test 2. Horn art aptitude inventory
- 21. The art judgment test
- 22. 6.Professional aptitude Teacher management engineering Medicine business
- 23. The various specific aptitude test are Stanford science aptitude test Science aptitude test Most scholastic aptitude test Ferguson and Stoddard’s law aptitude examination Teaching aptitude test etc.
- 24. TYPES OF DIFFERENTIAL ATITUDE TEST Verbal reasoning Numerical ability Abstract reasoning Clerical speed and accuracy Mechanical reasoning Space relation Language usage
- 26. Differences between intelligence and Aptitude • INTELLIGENCE Ability They exist usually to test the general mental ability of an individual Knowledge Through the knowledge of intelligence of an individual, one can predict his/her success in a number of situation involving mental function or activity. • APTITUDE Aptitudes are concerned with specific abilities. The knowledge of aptitudes acquaints us with those specific abilities and capacities of an individual, which give an indication of his/her ability or capacity to succeed in a special field or activity.
- 27. Differences between intelligence and Aptitude Prediction Predicting achievements of intelligence for general ability. Predicting achievement in some particular job, training, courses or specialized instruction we need to know more about one’s aptitudes.
- 28. USES OF APTITUDE instructional administrative guidance Educational and vocational
- 38. CURRENT INTERESTINVENTORIES One of the most recently developed interest inventories is the Campbell Interest and Skill SurveyTM (Campbell, 1995). Other widely used inventories include the Vocational Preference Inventory (Holland, 1985c), the Self-Directed Search (SDS) (Holland, 1971, 1987a, 1994), various forms of the Kuder, the Strong Interest InventoryTM, the Career Assessment InventoryTM, the Jackson Vocational Interest Survey (JVIS) (Jackson, 1977), the unisex version of American College Testing's Interest Inventory (UNIACT) (Lamb & Prediger, 1981; Swaney, 1995), and the Vocational Interest Inven- tory (VII) (Lunneborg, 1976).
- 39. They provide information necessary for making the right career choice. Interests tests help us define our interests and determine what you like most. This could help us when making a career choice.
- 40. Abilities and personality Our interests do not always match your abilities. We may love to paint even though you are not very good at it. Or it is your dream to write a book, but perhaps you are not a talented writer. The choice for a profession can not be made based on interest alone. Our abilities and personality are important in making a career choice. That's why we should also take an ability test and a personality test besides interest tests in the process of career choice. And obviously, a career choice test is also important and a great help.
- 41. Holland Codes career tests Finding a career that fits your personality When we are doing tasks we like, we enjoy our work. Holland Codes are a set of personality types developed by psychologist John L. Holland in the 1970s. Dr. Holland1 reasoned that people work best in work environments that match their preferences. People and work environments can be matched for a best fit. Most people are some combination of two or three of the Holland interest areas. These two or three areas become our "Holland Code".
- 42. Match our interests with an occupation Holland Codes career test CAREER TEST There are things that you enjoy doing, whatever the industry or job title. The key to finding a satisfying career is to match your fundamental interests with occupations. For instance, a Social person would go crazy sitting alone in an office all day. Or if you are Artistic, you would probably hate having to conform to a set of strict rules in your job. That is why career and vocational tests can be so helpful.
- 43. Personality tests based on Holland Codes Holland Codes are one of the most popular models used for career tests today. Holland argued that the choice of a vocation is an expression of personality. There are six personality types in Holland's model and most people will fit into a few of them.
- 44. categories: Realistic: practical, physical, concrete, hands-on, machine, and tool- oriented Investigative analytical, intellectual, scientific, explorative, thinker Artistic: creative, original, independent, chaotic, inventive, media, graphics, and text Social: cooperative, supporting, helping, healing/nurturing, teaching Enterprising: competitive environments, leadership, persuading, status Conventional: detail-oriented, organizing, clerical
- 47. Holland code occupations Realistic type Holland code Realistic occupations frequently involve work activities that include practical, hands-on problems, and solutions. They often deal with plants, animals, and real-world materials like wood, tools, and machinery. Many of the occupations require working outside, and do not involve a lot of paperwork or working closely with others.
- 48. Investigative type Holland code Investigative occupations frequently involve working with ideas, and require an extensive amount of thinking. These occupations can involve searching for facts and figuring out problems mentally. Artistic type Holland code Artistic occupations frequently involve working with forms, designs, and patterns. They often require self-expression and the work can be done without following a clear set of rules. Social type Holland code Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.
- 49. Enterprising type Holland code Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking, and they often deal with business. Conventional type Holland code Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. There is usually a clear line of authority to follow.
- 50. There are some 720 different combinations possible, like ISERAC, AIRSEC, or CSERIA. Generally, however, only two or three letters are necessary to create a useful description, such as SC, IRC, or AIC. Such a description may apply to both a person and a work environment. By typifying both people and work environments with Holland Codes, we can calculate matches between them. This helps you assess a potential career or vocational choice.
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