{"id":279,"date":"2017-03-18T20:17:44","date_gmt":"2017-03-18T19:17:44","guid":{"rendered":"http:\/\/www.grendel.no\/?page_id=279"},"modified":"2021-09-09T09:27:17","modified_gmt":"2021-09-09T07:27:17","slug":"om-formell-og-uformell-metode-2","status":"publish","type":"page","link":"https:\/\/www.grendel.no\/om-formell-og-uformell-metode-2\/","title":{"rendered":"Om personlighetstesting"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-page\" data-elementor-id=\"279\" class=\"elementor elementor-279\" data-elementor-post-type=\"page\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-3c314209 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"3c314209\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-74fcdd1c\" data-id=\"74fcdd1c\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-5a2be27f elementor-widget elementor-widget-text-editor\" data-id=\"5a2be27f\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\tDet er ikke noe mystisk ved personlighetstesting, men det er et kraftig verkt\u00f8y. Mennesker har st\u00f8rre respekt for en utskrift fra en datamaskin enn fra et menneske, derfor er det opprettet retningslinjer \u2013 som dog er frivillige \u2013 for faglig og etisk bruk av testing. De ble opprinnelig forvaltet av\u00a0Sertifiseringsr\u00e5det for testbruk i Norge,\u00a0som var\u00a0et uavhengig organ som leverte de retningslinjene som DNV brukte\u00a0i sin\u00a0<a href=\"https:\/\/www.dnvgl.no\/services\/brukere-av-arbeidspsykologiske-tester-52541\" target=\"_blank\" rel=\"noopener\">sertifiseringsordning<\/a>\u00a0for brukere av arbeidspsykologiske tester. Dette arbeidet er n\u00e5 overtatt av Norsk Psykologforening. Dette sertifikatet dokumenterer n\u00f8dvendig kompetanse i tolking og tilbakelesning av testresultater, men \u2013 etter min mening \u2013 trengs det mer enn den kunnskapen som dette sertifikatet attesterer, for \u00e5 forst\u00e5 hvordan et testresultat b\u00f8r v\u00e6re for \u00e5 passe til en gitt stilling.\r\n\r\nDe virkelig gode testene er utviklet ved \u00e5 teste hvert eneste sp\u00f8rsm\u00e5l p\u00e5 faktiske mennesker i arbeidslivet. Det er alts\u00e5 sv\u00e6rt dyrt og tidkrevende \u00e5 lage en god test. Det er ogs\u00e5 misvisende \u00e5 kalle dem tester. En test er noe man skal best\u00e5, men i mange sammenhenger er man heller interessert i \u00e5 vite en profil slik at man kan tilpasse, sammenligne, eller forutse. Derfor er det mer korrekt \u00e5 snakke om arbeidspsykologisk profilanalysering. Eneste unnskyldning for \u00e5 bruke \u0016\u00abtest\u00bb er at det er et kortere ord.\r\n\r\nPsykologiske tester brukes normalt klinisk (alts\u00e5 i terapi), i skolen, og i arbeidslivet. Arbeidspsykologiske tester m\u00e5ler vanligvis\r\n<ul>\r\n \t<li>Kunnskap (hva kan man gj\u00f8re)<\/li>\r\n \t<li>Intelligens (hva kan man l\u00e6re)<\/li>\r\n \t<li>Personlighet (hvordan gj\u00f8r man det man gj\u00f8r)<\/li>\r\n \t<li>Motivasjon (hva liker man best \u00e5 gj\u00f8re)<\/li>\r\n<\/ul>\r\nDe deles gjerne opp i to klasser av tester: Tester for rekruttering og tester for utvikling.\r\n\r\nTester som brukes i rekruttering b\u00f8r oppfylle f\u00f8lgende krav:\r\n<ul>\r\n \t<li>De m\u00e5 v\u00e6re uviklet i faktisk rekruttering, fordi mennesker svarer annerledes n\u00e5r testresultatet kan ha store konsekvenser for dem.<\/li>\r\n \t<li>De m\u00e5 ha en m\u00e5te \u00e5 m\u00e5le fors\u00f8k p\u00e5 \u00e5 manipulere testen<\/li>\r\n \t<li>Sp\u00f8rsm\u00e5lene som blir stilt, m\u00e5 v\u00e6re dokumentert \u00e5 v\u00e6re relevante for arbeidslivet.<\/li>\r\n \t<li>Analysen m\u00e5 si noe direkte om prestasjoner i arbeidslivet<\/li>\r\n<\/ul>\r\nGode tester til bruk i rekruttering er f.eks. B5 Plus, Shapes, OPQ32i.\r\n\r\nGrunner og form\u00e5l med coaching og selvutvikling er s\u00e5 mangt. Tester som brukes for det form\u00e5let skal likeledes ha dokumentert at sp\u00f8rsm\u00e5lene er relevante for form\u00e5let, og at profilen som gis, gir den informasjonen som trengs.\r\n\r\nGode tester til bruk i utvikling og coaching er f.eks. e-Interplace, MBTI, NEO-PI.\r\n\r\nI begge tilfeller: Det er ikke nok at den som tar testen kjenner seg igjen. Det m\u00e5 ligge forskning b\u00e5de bak sp\u00f8rsm\u00e5lene som blir stillet og profilen som kommer ut, som dokumenterer at det som kommer ut, er relevant for form\u00e5let.\r\n\r\nSe ogs\u00e5:\r\n\r\n<a href=\"http:\/\/www.dagensperspektiv.no\/meninger\/blogg_ledelse\/hvordan-vet-du-om-en-personlighetstest-er-darlig-\/\" target=\"_blank\" rel=\"noopener\">Hvordan vet du at en personlighetstest er d\u00e5rlig?<\/a>\r\n\r\n<a href=\"http:\/\/www.dagensperspektiv.no\/meninger\/blogg_ledelse\/testing-lonner-seg\/\" target=\"_blank\" rel=\"noopener\">Testing l\u00f8nner seg!<\/a>\r\n\r\n<a href=\"http:\/\/tjenester.aftenposten.no\/quiz\/quiz.htm?id=11117\" target=\"_blank\" rel=\"noopener\">Hva kan du om personlighetstesting?<\/a>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Det er ikke noe mystisk ved personlighetstesting, men det er et kraftig verkt\u00f8y. Mennesker har st\u00f8rre respekt for en utskrift fra en datamaskin enn fra et menneske, derfor er det opprettet retningslinjer \u2013 som dog er frivillige \u2013 for faglig og etisk bruk av testing. De ble opprinnelig forvaltet av\u00a0Sertifiseringsr\u00e5det for testbruk i Norge,\u00a0som var\u00a0et [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-279","page","type-page","status-publish","hentry"],"rankMath":{"parentDomain":"www.grendel.no","noFollowDomains":[],"noFollowExcludeDomains":[],"noFollowExternalLinks":false,"featuredImageNotice":"The featured image should be at least 200 by 200 pixels to be picked up by Facebook and other social media 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