Individual psychological assessment

Individual psychological assessment (IPA) is a tool used by organizations to make decisions on employment. IPA allows employers to evaluate and maintain potential candidates for hiring, promotion, and development by using a series of job analysis instruments such as position analysis questionnaires (PAQ), occupational analysis inventory (OAI), and functional job analysis (FJA). These instruments allow the assessor to develop valid measures of intelligence, personality tests, and a range of other factors as means to determine selection and promotion decisions. Personality and cognitive ability are good predictors of performance. Emotional Intelligence helps individuals navigate through challenging organizational and interpersonal encounters. Since individual differences have a long history in explaining human behavior and the different ways in which individuals respond to similar events and circumstances, these factors allow the organization to determine if an applicant has the competence to effectively and successfully do the work that the job requires. These assessments are administered throughout organizations in different forms, but they share one common goal in the selection process, and that is the right candidate for the job. Individual psychological assessment (IPA) is a tool used by organizations to make decisions on employment. IPA allows employers to evaluate and maintain potential candidates for hiring, promotion, and development by using a series of job analysis instruments such as position analysis questionnaires (PAQ), occupational analysis inventory (OAI), and functional job analysis (FJA). These instruments allow the assessor to develop valid measures of intelligence, personality tests, and a range of other factors as means to determine selection and promotion decisions. Personality and cognitive ability are good predictors of performance. Emotional Intelligence helps individuals navigate through challenging organizational and interpersonal encounters. Since individual differences have a long history in explaining human behavior and the different ways in which individuals respond to similar events and circumstances, these factors allow the organization to determine if an applicant has the competence to effectively and successfully do the work that the job requires. These assessments are administered throughout organizations in different forms, but they share one common goal in the selection process, and that is the right candidate for the job. In the past, the use of Individual psychological assessment has increased and improved within human resources to evaluate and maintain potential candidates for employment in various levels of position in the workforce. The use of this type of assessment has become defined and set criteria have been developed to test job applicants. By collecting the needed information utilizing the tools listed below, the individual can be assessed as being right for the job at hand. Personality is an individual's relatively stable characteristic patterns of thought, emotion, behavior and the psychological mechanisms that support and drive those patterns. The vast majority of investigations of the personality correlates of performance have used the Big Five taxonomy as the basis of their selection of predictors. The Big Five model (or Five Factor Model) holds that personality comprises five dimensions: Openness to experience, conscientiousness, extroversion, agreeableness and neuroticism. Of the five dimensions, conscientiousness appears to have the strongest relation to overall job performance across a wide variety of jobs. Leadership style is the behaviors of leaders, focusing on what leaders do and how they act. The relates to how leaders delegate and communicate with their subordinates. Their leadership style may be one or a combination of a(n); authoritarian leadership, democratic leadership, charismatic leadership and laissez-faire leadership.