Level 3 Psychometrics Diploma

Introduction

There is a growing belief that personality profiling, ability and aptitude testing can help to determine whether people are suitable for a particular job and role in their career. This Diploma in Psychometrics is designed for managers with responsibility for staff selection and development, but not necessarily with a Human Resources background, who would like to increase their understanding of personality testing. This course provides an appreciation of the range and type of measures available, the underlying theory and of the importance of using them with an ethical approach. Psychometrics measures peoples’ aptitudes and personality, and personality testing can evokes scepticism as it is difficult for a non-specialist to identify well-established tests with a robust statistical basis. Managers are usually obliged to leave the choice, administration and interpretation of tests to suitably qualified experts.

psychometrics diploma

Level 3 Psychometrics Diploma Entry Requirements

All students must be 16 years of age and above to enrol into our Level 3 Psychometrics Diploma course.

Level 3 Diploma courses require a minimum prior learning to GCSE standard in order that students can manage their studies and the assumed knowledge within course content.

Study Hours

Approximately 20 hours per unit.

Assessment

Optional coursework and final examination.

Enrolment

Please note that you can enrol on this course at anytime.

Course Length

1 Year.

Awarding Body

ABC Awards

Level 3 Psychometrics Diploma Course Content

Level 3 Psychometrics Diploma Module 1 – An Overview for Managers of the Nature, Purpose and Use of Psychometric Testing

Psychometrics and personality is defined, and discussed through various attitudes to personality profiling. It briefly introduces ability and aptitude testing in relation to intelligence tests. Emotional Intelligence is also mentioned in the overall context. There is a major section on the importance of ensuring that tests are reliable and valid, to address any doubts about their use and how to give feedback. The pitfalls of testing, and scope to “cheat” are also addressed. The use of psychometric tests is justified in comparison with other common selection methods e.g. interviewing. The Module considers the issue of measuring the “value added” by using personality tests. Advice is given on general principles to be followed in the choice of test through reflective activities. Some examples of the wide range of “tools” available are explained through action learning involving questions to stimulate thinking and generate ideas.

Level 3 Psychometrics Diploma Module 2 – The Theoretical Background to Psychometric Testing – An Introduction to Personality Testing for Managers

It is possible to become a specialist by having an expertise in assessing personality. In order to do this, different definition of personality and common theories (often based on counselling theory traits) e.g. physical, psychoanalytic and social learning theory are explained. The aim is to explain these, and highlight their relevance, in an interesting and accessible way to assess and measure temperament, how people think, behave and act. The Module concludes with an introduction to the trait-based model of personality and an introduction to “The Big Five”, a model which identifies five overarching factors of personality e.g. Extraversion, Openness, Agreeableness, Neuroticism and Conformity.

Level 3 Psychometrics Diploma Module 3 – The Interpretation and Use of Trait-Based Tests with Focus on 15FQ+

Different people will believe and consider varying qualities for what makes a good manager, colleague or leader. How can judgments be made about people by interpreting results or outcomes of tests and how is feedback given? The process of administering, scoring a typical test and writing a report is considered by demonstrating how to do it conscientiously, with an emphasis on good practice and an ethical approach. Although a brief comparison of the 16 PF, 15FQ+ and OPP tests is provided, the focus is on the 15FQ+ purely in order to provide specific examples to explain points. The course emphasises the importance of corroborating tendencies indicated by a test e.g. the need to obtain evidence from the respondent to support a high score for Introversion or Social Boldness. A discussion of the use of trait-based tests, both in terms of their limitations, and as predictors of job performance concludes this section.

Level 3 Psychometrics Diploma Module 4 – The Interpretation and Use of Type Indicator Tests with Focus on the Jung Type Indicator (JTI) and Myers-Briggs MBTI ®.

Knowing how people think and behave can also help people understand their own personality traits. The various types of indicator tests and the theories behind these are explored. Brief explanations of test questionnaire design, scoring and interpretation are provided. A major section is included on the 16 personality types developed from the work of Jung inspired by his work with Freud which explore range of e.g. measuring feeling to thinking. The Module also explains the difference between Myers-Briggs/JTI and Keirsey’s Temperament Sorter. It concludes with an evaluation of type indicator tests and codes with reference to e.g. the Forer Effect, or tendency of people to rate statements as highly accurate descriptors of themselves, when they could equally apply to others. The Assignment provides an opportunity for students to take a type indicator test and discuss the results with their tutor (a qualified assessor). There will be an extra charge to cover the cost of the purchase of the test and scoring procedure.

Level 3 Psychometrics Diploma Module 5 – A Review of the Use of Additional “Tools” for Personality Profiling

There is a variety of tests and assessments available to measure various qualities in a person. The main body of the final module presents a review of a selection of widely-known tools in current use, categorised as measures of values, preferences, interests and styles e.g. OIP+, VMI and California Personality Inventory (CPI). There are also tools suited to staff development, team-building and constructive working relationships e.g. The SDI, Margerison-McCann Work Wheel; “instruments” designed to meet new developments e.g. for 360 degree appraisal. Some tests also help determine learning and working styles which can help managers decide on the best ways of working or deciding on roles and responsibilities for a team. The key factor is that a test is selected on its suitability for the candidate or task being assessed and on its accuracy for delivery of an accurate outcome and measuring the desired trait and quality.

Progression

This Level 3 Psychometrics Diploma course can be used to gain entry to a Level 4 Diploma or higher.

  1. 5 out of 5

    I am extremely excited to complete my diploma in Psychometric from oxford college. I must commend that the quality of material is highly impressive. I had spent the last 20 years of my life in human resources consulting involving very detailed work using psychometric tests. I have read materials related to Jung typology and studied in detailed the work of David Kiersey and many other authors.

    I had assumed the course will be a work over which I can complete in less than 2 months. To my surprise the quality and depth of the material was much more challenging than I had expected. I have learnt professional details that have significantly improved my competence and confidence in psychometric practice. I had set out to pass the exam with a Distinction, but I passed with Merit. Painful but interesting.

    I am going to register for the diploma in psychology from oxford college as soon as possible. Keep up the good work