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Herman Rorschach never intended for the ink blot to be a sole assessment of personality, however some psychologists may have tried to use it as such. Many people thought the measurement of responses were too subjective which led psychologists to come up with a better way of measuring responses after Rorschach's death. For example, Holtzman inkblot technique was seen as less controversial, because the developers took previous criticism into consideration and aimed to make their test better. This test was aimed at group measurements of personality rather than an individual measurement. Procedure[ edit ] The procedure for administration and measurement varies by each ink test, however, they are all based around how the participant responds to ambiguous stimuli. The Howard ink blot test for example, has participants responding to one card at a time with the ink blots on it.
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Job analysis Job analysis encompasses a number of different methods including, but not limited to, interviews, questionnaires, task analysis, and observation. By contrast, a worker-oriented job analysis involves an examination of the knowledge, skills, abilities, and other characteristics KSAOs required to successfully perform the work. Information obtained from job analyses are used for many purposes, including the creation of job-relevant selection procedures, performance appraisals and the criteria they require, and the development of training programs. Personnel recruitment and selection[ edit ] Main article: Personnel recruitment processes include developing job announcements, placing ads, defining key qualifications for applicants, and screening out unqualified applicants.
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