The Experts below are selected from a list of 237 Experts worldwide ranked by ideXlab platform
Angela Adofoa Twumasi - One of the best experts on this subject based on the ideXlab platform.
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The Relationship Between Aptitude Test Score And Sales Personnel’s Performance
International Journal of Research, 2018Co-Authors: Edward Markwei Martey, Angela Adofoa TwumasiAbstract:The purpose of th e study i s to assess and predict the relationship between Aptitude Test score and sales personnel’s performance. The target population comprised of sales personnel’s of both sexes between the ages of 21 and 40 who have worked for a minimum of 2 years in the banking industry and in the Greater Accra Region of Ghana. Data were gathered on job applicants who took the Aptitude Test and were hired between January of 2008 and December of 2009. The findings revealed that, there is a significant positive relationship between Aptitude Test score and sales personnel performance whiles there is a negative relationship between age and Aptitude Test score. The study suggests that the Aptitude Test should be improved to measure the knowledge and skill required by banks, or discarded as a medium of selecting sales personnel’s.
Nancy W Burton - One of the best experts on this subject based on the ideXlab platform.
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sex differences in predictions of college grades from scholastic Aptitude Test scores
Journal of Educational Psychology, 1993Co-Authors: Lawrence J Stricker, Donald A Rock, Nancy W BurtonAbstract:In this study we appraised 2 explanations for sex differences in over- and underprediction of college grades by the Scholastic Aptitude Test: sex-related differences in (a) the nature of the grade criterion and (b) the variables associated with academic performance. An entire freshman class at a large state university was studied. Women's grade point average (GPA) was underpredicted (and men's GPA was overpredicted), but only by a small amount. When we adjusted the GPA for differences in grading standards for individual courses, over- and underprediction were not affected, but when we controlled for sex differences in individual-differences variables concerned with academic preparation, studiousness, and attitudes about mathematics, over- and underprediction were reduced
Sandra Nicholson - One of the best experts on this subject based on the ideXlab platform.
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can the uk clinical Aptitude Test ukcat select suitable candidates for interview
Medical Education, 2011Co-Authors: Rebecca Turner, Sandra NicholsonAbstract:Medical Education 2011: 45: 1041–1047 Context UK medical school traditional selection processes are faltering in their ability to distinguish among highly qualified candidates. New methods of selection, including the UK Clinical Aptitude Test (UKCAT), herald a new era in which candidates are selected on Aptitude and also aim to widen participation. However, the predictive validity of UKCAT and its role in the selection process are yet to be defined. This paper examines current selection practices and questions the role that such an Aptitude Test may take. Objective This study is intended to determine whether UKCAT can select suitable candidates for interview. Methods The study was designed to determine whether selectors rejected fewer candidates with high rather than low UKCAT scores using routine selection techniques. Selector rejection rates for 812 candidates with high UKCAT scores and 200 candidates with low UKCAT scores were compared. Additionally, any relationships among UKCAT and subsequent interview performance scores were explored by examining the correlation coefficients between overall and component UKCAT and interview scores for 637 candidates with high UKCAT scores. Results The rejection rate before interview of candidates with low UKCAT scores was 2.7 times that of candidates with high UKCAT scores. However, no relationship between overall UKCAT score and overall interview score existed within a pre-selected cohort of applicants with high UKCAT scores (Kendall’s correlation coefficient, tau b = − 0.004; p = 0.88). Conclusions UKCAT can facilitate the independent selection of appropriate candidates for interview when used as described. However, UKCAT is not predictive of success at interview. The long-term predictive validity of UKCAT is currently under investigation. Therefore, we conclude that UKCAT is best viewed as a useful adjunct to current selection processes.
Edward Markwei Martey - One of the best experts on this subject based on the ideXlab platform.
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The Relationship Between Aptitude Test Score And Sales Personnel’s Performance
International Journal of Research, 2018Co-Authors: Edward Markwei Martey, Angela Adofoa TwumasiAbstract:The purpose of th e study i s to assess and predict the relationship between Aptitude Test score and sales personnel’s performance. The target population comprised of sales personnel’s of both sexes between the ages of 21 and 40 who have worked for a minimum of 2 years in the banking industry and in the Greater Accra Region of Ghana. Data were gathered on job applicants who took the Aptitude Test and were hired between January of 2008 and December of 2009. The findings revealed that, there is a significant positive relationship between Aptitude Test score and sales personnel performance whiles there is a negative relationship between age and Aptitude Test score. The study suggests that the Aptitude Test should be improved to measure the knowledge and skill required by banks, or discarded as a medium of selecting sales personnel’s.
Lawrence J Stricker - One of the best experts on this subject based on the ideXlab platform.
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sex differences in predictions of college grades from scholastic Aptitude Test scores
Journal of Educational Psychology, 1993Co-Authors: Lawrence J Stricker, Donald A Rock, Nancy W BurtonAbstract:In this study we appraised 2 explanations for sex differences in over- and underprediction of college grades by the Scholastic Aptitude Test: sex-related differences in (a) the nature of the grade criterion and (b) the variables associated with academic performance. An entire freshman class at a large state university was studied. Women's grade point average (GPA) was underpredicted (and men's GPA was overpredicted), but only by a small amount. When we adjusted the GPA for differences in grading standards for individual courses, over- and underprediction were not affected, but when we controlled for sex differences in individual-differences variables concerned with academic preparation, studiousness, and attitudes about mathematics, over- and underprediction were reduced