Tests to Predict Job Performance
Characteristics of the Inventory of the Productive and Reliable Worker
The Inventory of the Productive and Reliable Worker (ITPC-R®) is a psychometric evaluation tool that is used to measure seven essential behavioral factors in any job. These factors include responsibility, honesty, customer service, among others. Each factor is crucial as they can predict an individual's productive and reliable work performance. The ITPC-R® consists of 98 questions and can be completed in approximately 20 minutes. This efficient and practical design allows organizations to evaluate candidates quickly and accurately. Additionally, the test is available in multiple languages, including Latin American Spanish, Portuguese, and English, making it accessible to a wide range of candidates.
Benefits of ITPC-R® in the Workplace
The ITPC-R® contributes to improving personnel selection by providing valuable information about the likelihood that a candidate will be productive and reliable on the job. By reducing hiring errors and costs, the ITPC-R® helps companies select more reliable and productive personnel, which in turn reduces risks to the company. business. Also, the use of the ITPC-R® can have significant benefits in terms of increasing productivity, reducing internal damage and labor turnover, and fostering a culture of service. By selecting more reliable and productive staff, companies can reduce absenteeism, employee theft, job turnover, and work-related accidents.
Practical Application and Success Stories
Organizations can implement the ITPC-R® in their personnel selection processes. The test implementation process includes administering the test to candidates and interpreting the results to inform testing decisions. hiring. There are numerous success stories and testimonials from companies that have used the ITPC-R® and have observed specific improvements in their personnel and organizational culture. These success stories demonstrate the value of the ITPC-R® as an effective tool for personnel selection and improving productivity and organizational culture.
Why have a worker inventory?
Considers the various studies developed by Gerald Borofsky (PhD) and more than 20 years of research developed by VYA, coming together in the creation of the Inventory of the Productive and Reliable Worker® or ITPC-R ®.
The ITPC-R allows you to reduce risks and potential integrity in your organization, in particular reducing absenteeism, employee theft, job rotation and work-related accidents.
ITPC-R® provides a profile based on seven risk factors
- Responsibility
- Customer Service
- Self-control
- Task orientation
- Honesty
- Commitment
- Safe Behavior
Reduce hiring errors, improving the selection of collaborators.
Measures basic behaviors essential for every position.
Benefits for your company:
- Productivity increase.
- Reduction of Internal Theft.
- Reduction of Labor Turnover.
- Strengthening a Culture of Service.
- Standardization and speed in selection processes.
- Significant savings, since there is a reduction in hiring errors.
INFORMATION
Name: ITPC-R®, Inventory of the Productive and Reliable Worker.
Use: Selection of candidates.
Number of Questions: 98
Application Time: 20 minutes.
Terms of validity: Concurrent
Languages: Latin American Spanish, Portuguese and English.
Learn more about our company.
Why use a test to measure unreliable and unproductive behavior in candidates?
Using psychometric tests such as the ITPC-R to measure unreliable and unproductive behavior in candidates can be beneficial for several reasons:
- Objectivity: These tests are designed to assess personality traits, cognitive skills, and work behaviors in an objective and standardized manner, reducing subjective bias in evaluating candidates.
- Job performance prediction: Psychometric tests can help predict how candidates will perform in the work environment, including their ability to work reliably, productively, and collaboratively.
- Risk identification: These tests can help identify potential risks associated with untrustworthy and unproductive behavior in the workplace, allowing employers to make informed decisions about candidates' suitability for certain roles.
- Saving time and resources: By using psychometric testing as part of the selection process, employers can reduce the time and resources required to interview candidates who are not suitable for the position, focusing on those who have a more compatible profile.
In summary, using psychometric tests to measure unreliable and unproductive behavior in candidates can be an effective strategy to improve the selection process, identify potential risks, and promote a more productive and collaborative work environment.
What does the Productive and Reliable Worker Inventory ITPC-R consist of?
The test “INVENTORY OF THE PRODUCTIVE AND RELIABLE WORKER ITPC(R)”, is an instrument whose objective is to predictively identify candidates who could have a productive and reliable job performance. It is a 98-item questionnaire with Likert-type alternatives, applied online to candidates, taking an average of 25 minutes to answer.
It operates on our TEST-HR.COM processing platform, providing usage statistics to client companies, as well as the option to download the data in Excel format to perform your own statistical analysis.
The ITPC-R psychometric test is an exclusive and comprehensive evaluation tool, developed by a team of multidisciplinary experts with an excellent quality of documentation that supports the base theories of the test, which implies a very clear and complete description of the characteristics techniques, based on data and references from more than 40 years of research.
The ITPC-R test is currently available in three languages: Spanish, Portuguese and English and is used mainly in Mexico, Colombia, Chile, Peru, Ecuador and Central America with excellent results in terms of its validity and reliability, effectively reducing Absenteeism indicators. , Internal Theft, Labor Rotation and Low Productivity.
The base model of the ITPC-R Test is based on 7 scales or factors associated with Productive and Reliable behavior: Responsibility, Customer Service, Self-Control, Task Orientation, Honesty, Work Commitment and Safe Conduct.
Companies that use the ITPC-R Test receive a detailed graphic report of the 7 scales evaluated in the candidate and additional information on what each scale measures, the qualitative interpretation of results, and interview questions.
Why use the ITPC-R Productive and Reliable Worker Inventory?
There are several reasons why companies could consider using the Inventory of the Productive and Reliable Worker (ITPC-R) in their personnel selection and evaluation processes:
- Predictability of job performance: The ITPC-R is designed to predictively identify candidates who could have productive and reliable job performance. By using this inventory, companies can gain a better understanding of candidate characteristics and behaviors that are relevant to success in the job.
- Reduction of occupational risks: By assessing aspects such as responsibility, self-control, task orientation, and safe behavior, the ITPC-R can help identify candidates who are less likely to exhibit unreliable, unproductive, or risky behaviors in the workplace. This can help reduce occupational risks and promote a safe and productive work environment.
- Optimization of personnel selection: By providing a structured assessment of characteristics relevant to job performance, the ITPC-R can help companies optimize their personnel selection processes. This can include more efficiently identifying candidates who have the potential to be productive and reliable in the job, which in turn can save time and resources in the recruiting and selection process.
- Organizational culture: By assessing aspects such as commitment, honesty, and customer service, the ITPC-R can help companies identify candidates who are compatible with the company's organizational culture and values. This can help build cohesive teams and promote a positive and collaborative work environment.
- Validation and standardization: The ITPC-R has been developed and validated using rigorous methodologies, providing companies with confidence in the quality and validity of the assessments performed with this inventory. Furthermore, the fact that the inventory is standardized in different Latin American cultures provides a solid basis for its application in companies with a presence in various countries in the region.
In summary, companies could consider using the Inventory of the Productive and Reliable Worker (ITPC-R) due to its ability to predict job performance, reduce occupational risks, optimize personnel selection, promote organizational culture, and offer validated and standardized assessments. .
What scales does the ITPC-R Test measure?
The ITPC-R Test evaluates key dimensions in candidates, allowing them to delve deeper into the possible future behaviors of candidates for any position, to finally make informed decisions. The 7 scales associated with productive and reliable work behavior are:
Responsibility:
Measures the probability that the evaluated person's job performance does not present unreliable and unproductive behaviors, such as inattention, unjustified absences/lateness, inability to complete assigned tasks, and other types of counterproductive behaviors. Additionally, the relationship between these behaviors and possible alcohol and drug abuse in the workplace is considered. Behaviors associated with a high score include self-discipline, self-confidence, ability to pay attention to details, and other aspects that indicate high job responsibility.
Customer service:
Measures the probability that the person evaluated presents behaviors related to customer service, both internal and external. Aspects such as empathy, flexibility in interaction with clients, ability to resolve requirements in a timely manner, among others, are considered. Behaviors associated with a high score reflect a positive attitude toward service, while those associated with a low score indicate a lack of commitment and skills to satisfy customer needs.
Self-control:
It measures the probability that the person evaluated maintains adequate control of his or her emotions, frustration tolerance, stress management capacity, and other behaviors related to self-control in the workplace. The behaviors associated with a good score include good judgment, high self-esteem, tolerance for frustration, and adequate ability to handle stressful and conflict situations.
Task Orientation:
It measures the probability that the evaluated person has a productive work performance and is oriented towards the fulfillment of objectives and assigned tasks. Aspects such as efficiency in daily work, ability to set and achieve objectives, discipline and organizational skills are considered. Behaviors associated with a high score indicate a high orientation to task and results, while those associated with a low score reflect a lack of commitment and efficiency at work.
Honesty:
It measures the probability that the person evaluated performs honestly at work and does not present dishonest behavior such as theft, fraud or misuse of resources. Aspects such as social trust, internal locus of control and congruence between saying and doing are considered. Behaviors associated with a high score indicate a high probability of acting honestly and consistently at work.
Commitment:
It measures the probability that the person evaluated will make a long-term commitment to the job and the organization. Aspects such as pride in belonging to the organization, a sense of obligation to remain in the company and the ability to meet medium and long-term objectives are considered. The behaviors associated with a high score reflect a high need for belonging and commitment to the job and the organization.
Safe Conduct:
Measures the probability that the evaluated person will perform safely at work and comply with safety standards and procedures. Aspects such as risk propensity, pressure tolerance, and ability to manage emotions and personal conflicts are considered. Behaviors associated with a high score indicate a high probability of maintaining a safe work environment and complying with safety standards.
What information does the ITPC-R Test provide about the evaluated candidates?
The ITPC-R Test provides comprehensive information on different aspects of the work behavior of the evaluated candidates, allowing companies to make informed decisions in their personnel selection and evaluation processes. The ITPC-R is applied online in approximately 25 minutes, generating a report that is easy to interpret for your company.
The interpretation of the results of the ITPC-R Test is obtained through 3 indicators:
- The score obtained by the candidate on each scale of the ITPC(R) test is given by the colored bars and on which the “Report Interpretation” is based, and which provides information on the probabilities of occurrence of high or low behaviors. performance on each scale. These scores are expressed in terms of probabilities such as: HIGH, MEDIUM and LOW.
- Adjustment of the Score obtained by the person evaluated against an Ideal Profile created for each scale (Gray Bar). This comparison is not recorded in the “Report Interpretation” option; the user must look at the graph and see how the scores behave in relation to the gray bar that is immediately below the colored bars. It is worth mentioning that in the graph a text appears at the bottom of each gray bar, indicating one of the two statuses of said comparison: Adjusted to Profile and Not Adjusted to Profile.
- Percentage resulting from the comparison of the score obtained by the candidate vs. the reference database in each country and for each scale. It appears recorded in the Interpretation of Results as a percentage with values from 1% to 99%. First it indicates what type of score it is (HIGH, MEDIUM or LOW), and then it indicates, expressed as a percentage (%), how good the score is, where a lower value indicates a greater probability of productive and reliable work performance or a lower probability of counterproductive behavior.
*For you to carry out the analyzes you require, you can easily download the data from the evaluations carried out to Excel.
Can I apply the ITPC-R test to current employees or collaborators?
No, because the test was specially constructed and adjusted to be applied in personnel selection, with candidates affected by high degrees of social desirability, which does not necessarily happen in the case of collaborators and therefore, the results may be affected.
How was the ITPC-R Test created?
The ITPC-R Test was created through a process that involved the synthesis of research aimed at creating various models for evaluating work behavior. Here is the creation process summarized:
Review of existing research: A comprehensive review of available research related to work behavior assessment was conducted to understand existing models and approaches.
Model synthesis: Based on the research review, different work behavior evaluation models were synthesized and consolidated to develop a comprehensive approach.
Theory of Productive and Reliable Behavior: It was based on the Theory of Productive and Trustworthy Behavior developed by Gerald L. Borofsky, Ph.D., which provides a theoretical framework for understanding and evaluating productive and trustworthy work behavior.
Expert consultations: Various experts in the field of occupational psychology and behavioral assessment were consulted to validate and refine the approach of the ITPC-R Test.
Development of evaluation scales: The evaluation scales of the ITPC-R Test were developed to measure different aspects of work behavior, such as responsibility, customer service, self-control, task orientation, honesty, commitment and safe behavior.
Validation and standardization: Studies were carried out to validate and standardize the ITPC-R Test in different Latin American cultures, ensuring its validity and reliability in various work contexts.
In summary, the ITPC-R Test was created through a process that involved the synthesis of existing research, the development of a theoretical framework based on the Theory of Productive and Reliable Behavior, consultation with experts, development of evaluation and validation scales, and standardization in different Latin American cultures.
Does the ITPC-R Test effectively predict productive and reliable work performance? How has it been validated?
Yes, the ITPC-R Test is designed to effectively predict productive and reliable job performance. To validate its effectiveness, various validation processes have been carried out at different stages of the test's development. Here are some key aspects of how it has been validated:
Content validation: Extensive test content validation was performed to ensure that the rating scales accurately measured constructs relevant to productive and reliable job performance. This included review by experts in occupational psychology and evaluation of the appropriateness and relevance of the test items.
Construct validation: Statistical analyzes were conducted to evaluate the underlying structure of the rating scales and their relationship to productive and reliable job performance. This included exploratory and confirmatory factor analysis to determine the construct validity of the test.
Criterion validation: Studies were conducted to evaluate the relationship between the scores obtained on the ITPC-R Test and the actual job performance of individuals in the workplace. This was done by comparing test scores to measures of objective and subjective job performance, such as supervisor evaluations and job performance metrics.
Standardization: The ITPC-R Test has been standardized in different Latin American cultures to guarantee its validity and applicability in various work contexts. This included the adaptation of the items to Latin American culture, cultural equivalence studies and the establishment of standards for the interpretation of results.
In summary, the ITPC-R Test has been validated through various processes that include content, construct and criterion validation, as well as standardization in different Latin American cultures. These processes ensure that the test can effectively predict productive and reliable job performance in a variety of work contexts.
Why does the ITPC-R test measure 7 factors?
The ITPC-R Test measures 7 key factors of work behavior due to the complexity and diversity of skills and characteristics necessary for productive and reliable work performance. Each factor addresses specific aspects of behavior that are important to evaluate in the work context. Here are some reasons why the test measures 7 factors:
Breadth of work behavior: Work behavior encompasses a wide range of skills and characteristics that are relevant to performance in the workplace. The 7 factors allow a comprehensive evaluation of these aspects, from responsibility and customer service to self-control and task orientation.
Complexity of job performance: Effective job performance requires the interaction of multiple skills and characteristics. Each factor of the test addresses a specific dimension of this complexity, such as the ability to manage emotions, the ability to solve problems, or the ability to maintain a high level of commitment to work.
Relevance for performance prediction: The 7 factors evaluated in the test have been identified as important predictors of productive and reliable work performance. Assessing multiple factors allows for a more complete and accurate assessment of an individual's potential to succeed at work.
Diversity of job roles and responsibilities: The factors measured in the test reflect the different demands and responsibilities that may arise in a variety of job roles. This ensures that the test is relevant and applicable to a wide range of professions and work environments.
In summary, the ITPC-R Test measures 7 factors of work behavior to provide a comprehensive and accurate assessment of an individual's potential for productive and reliable work performance in a variety of work contexts.
