TES PAPI KOSTICKNo. Test Nama Posisi Yang dilamar Pendidikan 1 2 3 4 5 6 7 8. PA Preference Inventory MAX KOSTICKElmira N Sumintardja PAPI/ENS-O6 1 KONSTRUKSI • DR Max Kostick, Professor of Ind. C Algorithm can be implemented with PAPI Kostick testing tool to predict the students with the aim to identify potential students as organization caretaker.

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The thinking behind the Inventory is that it is not possible to reduce people to mere scores on a test and to assume that one can make judgements or interpretations of the person based on such limited information.

Kostick PAPI Chart, June 1985

PAPI is a personality measure which was specifically designed to elicit behaviours and preferences which are appropriate to the workplace. The feedback discussion is a key element of the Ksotick process. PAPI-N is a item questionnaire, comprising single statements, each accompanied by a Likert-style rating scale.

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It is an applied, workplace instrument and this is reflected by the conceptual model of personality it seeks to measure. His seminal work in personality was carried out at the Harvard Psychological Clinic in collaboration with a group of dedicated colleagues whose ideas culminated in the classic, Explorations in Personality Murray, It is recognised as a valid and reliable measure of personality by a number of institutions internationally including The British Psychological Society and the Swedish Test Committee.


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Contents [ show ]. They do not allow comparisons to be made between individuals and should be used only when the essential aim is to understand a person, not when it is necessary to make judgements in order to compare them with others. PAPI is available in conventional paper and pencil format but in most cases is delivered online via an assessment platform.

PAPI-N is recognisable from kosticj way it presents questions as single statements, each accompanied by a rating scale. PAPI-I is recognisable from the way that it presents questions in a forced-choice format. Unlike ipsative instruments such as PAPI-I, normative questionnaires are suitable for assessment situations where there is a need to make judgements about a person in order to compare them with others. PAPI-N is thus suitable for koshick situations which require comparative judgements to be made about people and where, as a consequence, individuals might see the benefit of presenting themselves in the best possible light, such as:.

Kostick PAPI Scorecard | Throw dem bones. | Paul Downey | Flickr

Online versions provide users with a range of additional features such as role profiling facilities, interview guides and candidate feedback reports.

This page has used Creative Commons Licensed content from Wikipedia in kositck a refactored, modified, abridged, expanded, built on or ‘strait from’ text content! The findings provide a wealth of information for the employer to discuss with the respondent in an open, honest and frank feedback discussion.


Had a sound theoretical base Was simple to administer, complete and score Could be used by non-psychologists Avoided clinical terminology and interpretation Comprehensively covered aspects of personality relevant to the workplace Was primarily a counselling and discussion tool. PAPI-I comprises 90 items: Retrieved from ” kostik PAPI-I is thus suitable for assessment situations which do not require comparative judgements and where individuals are more likely to appreciate the benefit of presenting themselves honestly, such as:.

For the participant, the feedback discussion provides the opportunity to explain and explore their profile; for the user it provides the chance to verify or refute the hypotheses generated by the profile.

In Junethe Cubiks Management team and employees completed a management buy-out [1] which gave the company full independence. As a first step, the individual under review is asked to spend approximately 15 minutes completing the PAPI personality questionnaire.

By their very design, ipsative instruments such as PAPI-I examine and compare the attributes of an individual.