Common test tools for career planning

Transfer from http://blog.sina.com.cn/s/blog_56ce17d20100tj8q.html

Career planning, referred to as career planning, is the process of continuous planning for career and even life, including career orientation, goal setting, channel design, three parts.

Career planning often involves gathering a lot of information about self-quality and attitudes that can make career planning decisions. These qualities include your values, interests, personality factors, talents or talents, lifestyle or preferences, and any weaknesses or weaknesses. If you want to find a career that suits you and establish meaningful career planning goals, the basic thing is to understand that here are a few of the main tools for testing values, interests, personalities, talents.

The following tools from professional values, Professional personality/personality test, career interest test, professional Ability Test

　　First, professional values testing tools

　　1, Edgar Schne (Edgar Schein) professional anchor test

The introduction of the concept of career anchor is to recognize a variety of different work tendencies. People's self-perceived ability, motives and values constitute the people's career orientation, and the professional anchor is the core of people's own professional concept. In addition, career anchors can provide a basis for choosing a career, because decisions that people make when choosing a job or organization are often consistent with their own perceptions. However, it is only through years of work experience and practical test that people can fully understand and understand where his or her own professional anchors should be. According to the results of a long-term study of male graduates of Sloan School of Management, he found 8 types of occupational anchors .

　　2. WVI Work Values Questionnaire

The WVI work values scale, which was compiled by American psychologist Barer in 1970, is used to measure values-both at work and outside of work-and to motivate people to work. The scale divides the professional value into 3 dimensions : One is the intrinsic value, namely the factor which is related to the nature of the profession itself, the other is the external value, namely the outside factor which is related to the professional nature; The third is the external remuneration, which amounts to 15 factors .

The work values questionnaire is used to measure the values associated with the job satisfaction situation. In fact, in general values have included work values, but not specific refinement. The work value is the concrete embodiment of the life goal and the attitude of life in the career choice. It plays a decisive role in a person's career goals and motives for choosing a job. The study of work value is the basis of career planning.

　　3. Rokki Values Survey Form

Includes two value sequences (18 values per sequence). They are sorted according to the importance of various values in their personal lives as a guiding principle. The first sequence consists of "purpose" values, or values related to what people want to gain from life, while the second sequence consists of "tools" values, which are related to the way they behave. An important aspect of the questionnaire is the relative importance of values, which suggests that people must guide their choices according to their own internal values system.

　　Second, professional personality/character test tools

　　1. Character Type scale

Catherine Briggs and Isabel Mairs (Katherine Briggs and Isabel Myers) worked together to study the Myers-Briggs Personality Classification Index (Myers-briggs Type indicator,mbti). Based on the findings of Carl Jung, a Swiss psychiatrist, the paper presents a very useful method of measuring individuality by observing the 8 different personality preferences of people at different times.

These 8 types of personality preferences are grouped into 4 groups, each of which is an interval of two poles. The 4 preferences (from each of the people in each interval) that are most similar to your personality are then composed of so-called categories.

The measure of these 4 personalities is: how people get talent, how people understand information, how people make decisions, and how to choose a lifestyle of personal preference. The "Acquired talent" type of people have external transformation and internal transformation of two. External transformation is the ability to draw from others, activities or things in the outside world, and internal transformations are derived from the individual's own thoughts, feelings, or feelings in the world. These two perceptual roles belong to the category of human feeling and intuition respectively. People rely on their senses to gather information to determine what is true. People who rely on intuition use the "Sixth sense" to get information to estimate what is going to happen.

　　2. Cartel 16PF personality characteristic scale

16 Personality Scale (sixteen personality questionnaire, abbreviated as 16PF), which was proposed by Raymond Cartel (Raymond Cattell) in 1949. It now has a 15th version. The 16PF measures the following 16 personalities: passion, reasoning ability, emotional stability, domination ability, liveliness, rule consciousness, bravery, sharpness, suspicion, abstraction, privacy, anxiety, degree of acceptance of change, degree of self-reliance, perfectionism, tension.

These 16 factors can be further categorized into 5 general categories of individuality: extroversion, anxiety, perseverance, independence and self-control.

From the perspective of career planning, 16PF can be used to create a "personal career development map" (Personal Career Development profile), which allows people to gain a deeper understanding of their own personality as it relates to their interests and professional interests.

The figure consists of 6 parts, each of which is a detailed analysis of how to solve the problem, how to cope with environmental stress, what kind of interpersonal relationships, the role in the organization and the position in the work, the interest in professional activities and the way of life. Like the instrument, 16PF is also widely used to help employees understand themselves and to act as a tool for employees to manage their careers.

　3. Big Five personality model

The study shows that there are 5 kinds of personality factors, of course, the elements and appellation of this kind of division are also worth discussing. These 5 types of personalities are generally divided into: extraversion (extraversion), amenity (agreeableness), conscientiousness (conscientiousness), stability (emotional stability) and openness (openness to Experience). In general, organizations in the selection of personnel, employee development and conduct personal self-evaluation, are generally based on this classification to design the personality questionnaire, before the introduction of the Myers-briggs personality type and 16PF personality type is so.

　　4. Basic interpersonal behavior Tendency test

The propensity for basic interpersonal behavior (fundamental interpersonal relations Orientation-behavior;firo-b) is an evaluation tool used to observe how a person's needs affect his or her behaviour towards others. Firo-b can give people a deep understanding of the type of interpersonal relationships they can get along with. In its essence, firo-b measures the needs of people in the following 3 areas: ①, or the degree of contact and fame that a person seeks and expects from others, ② control, or the size and degree of power that a person seeks and expects from others; ③ influence, or the degree to which a person seeks and expects to maintain a relationship with others.

　　Third, professional interest test tools

　　1. Holland Professional Interest Scale

John Holland (John Holland) found that people's personalities, values, and preferred lifestyles are generally reflected in 6 different interests. Holland This theory assumes that the interest of work is an important manifestation of individuality, and these 6 interests reflect the specific factors of human personality. These 6 interests are similar to the basic life values we mentioned earlier, including pragmatism, research, social, traditional, entrepreneurial and artistic.

People with a pragmatic interest tend to be more willing to do some definite tasks, while those with research interests are more scientific, more scholar-like and willing to study. People with social interests pay more attention to humanistic and personal value tendencies, and are good at dealing with interpersonal relationships. The traditional interest is the structure, the tradition and the detail, the person with the artistic interest prefers the less fastidious environment, in order to show his creativity and individuality. Finally, entrepreneurial people tend to be organized, managed, and like targeted activities.

　　2. Strong interest List

In the 1920s, Edward strong of Stanford University Edward Strong A list of people's interests, reflecting specific career preferences. Strong believes that interest can bring something that we do not see in talent or achievement. These are the things people want to do and the things that make them happy.

Today, Strong's list of interests (strong interesting Inventory, SII) includes people's interest in 25 basic areas. It is an effective way to differentiate between interest and related occupations. Strong interest lists include 3 aspects related to each other: General career goals, basic interest standards, and professional standards. The general career goal is based on Holland's 6 basic career interest tendencies. 25 basic interest criteria can measure the intensity and consistency of interest in specific areas, such as mechanical or artistic activities. Professional standards reflect the similarity of personal interests to those of men and women who work in 211 different occupations. In this way, SII tries to combine the very broad interests of the individual (that is, one of the 6 career goals) and the more specific interest (i.e. one or more basic interest criteria) and the specific occupation name (i.e., 211 professional standards of 109 occupations).

　　IV. Professional Competency Testing tools

1. General Aptitude Test (GATB)

GATB is the oldest set of tests in all industrial-oriented aptitude tests, born of a series of tests created by psychologists from the Minnesota Employment Stability Research Institute in the 1930s. In addition to a general intelligence test, these tests in Minnesota include the following forms of independent tests: digital proficiency tests, competency tests, mechanical proficiency tests, and mental exercise proficiency tests. These tests, in the process of surveying secretaries, mechanical workers, salespeople and other professional groups, gradually formed a set of professional competency samples (OAPs), which could be compared with the sample. This OAP approach to the Minnesota series was thus continued until the United States Department of Labour established the GATB test structure in 1947 and standardized it, based on a job analysis and a factor analysis of 59 tests.

　　2. Differential aptitude Assessment (DAT)

The differential aptitude assessment is the most popular test set for academic orientation, originally designed for secondary and high school education and career counseling, and is now used in basic adult education courses and related courses, community universities, vocational/technical schools and related institutions. The test consists of 8 test points: Literal inference (VR), digital reasoning (NR), abstract reasoning (AR), perceptual velocity and accuracy (PSA), mechanical reasoning (MR), spatial relationship (SR), spelling (SP), and Language application (LU).

The test will take about 2.5 hours to complete. But part of the quiz or some kind of computer adaptive version only takes 1.5 hours. DAT has a version designed specifically for personnel and career evaluations and is more suitable for career or employment counseling rather than study counseling. This version of DAT is often tested together with a career interest questionnaire to help students make more realistic choices in learning and employment.

In general, these career testing tools are particularly helpful for career planning. These evaluation methods are helpful for young people in their initial careers, or for adults who are dissatisfied with their current job or want to change jobs. However, psychological testing and evaluation methods still have their limitations. Therefore, these test results can only serve as a guide for discussion, and do not think or should not consider these results as a conclusive answer to the direction of your career planning development.

Common test tools for career planning