About the measurement

About the measurement

WHAT IS THE MEASUREMENT
To understand a phenomenon, one of the most fundamental methods is measurement. During measurement, we associate a numerical value with some characteristic of the observed phenomenon based on certain rules. Thus, for example, we do not measure the person, but some characteristics of the person, such as height, weight, or behavior.
ABOUT COGNITIVE ABILITIES
Cognitive abilities are related to basic mental functioning of people, helping us solve various everyday task situations. However, cognitive abilities are constructs, i.e., physically intangible, latent characteristics, the existence of which we can only infer based on well-founded theories and empirical measurements .
ABOUT THE TESTS
To understand an individual's latent characteristics, tests are necessary. In psychological terms, a test is a standard procedure aimed at taking a behavioral sample from a specific area. A test is a process that samples an individual's optimal performance (e.g., through a performance measuring test) or typical behaviour (e.g., through questionnaires that ask about the individual's typical feelings, attitudes, interests, reactions to situations).

WHAT, AND WHY DOES PRACTIWORK® MEASURE?
WHAT IS THE BENEFIT TO THE USER?

PractiWork® measures individual characteristics that make solving labor market challenges possible. Each job role requires some unique combination of these characteristics. Based on the O*NET database standards, relying on the measured characteristics, PractiWork® is able to determine the levels of an individual's most important characteristics and predict how well they would be able to fill a given job role. This is valuable for everyone: those about to choose a career can receive suggestions for finding their ideal occupation, while employers receive invaluable help in selecting ideal employees.

The major groups of examined characteristics

SKILLS: Learned characteristics that can be more easily acquired with practice and affect performance. Basic skills can be measured with elementary tests, while more complex skills require more complex tests.

ABILITIES: Innate characteristics that are relatively stable throughout one's life, change slowly on their own, but can be altered with effort and affect performance. These can be measured with elementary tests.

ATTITUDES (PERSONALITY TRAITS): Relatively stable individual characteristics that result in similar feelings, thoughts, and behaviors across different situations. Traditionally measured through self-report tests, they pose a challenge to measure interactively.

WORKING CONDITIONS: Physical and social factors that influence job performance. Working conditions can vary significantly by occupation. The PractiWork® system examines how much the respondent prefers these different factors.

WORK INTEREST: The expression of personality in work, showing the types of activities the individual would like to engage in.

KNOWLEDGE: Awareness of facts and principles, using them. Directly measurable with knowledge assessment tests.

COMPETENCIES: A set of characteristics that enable successful task execution and their effective cooperation. Not directly measurable, they can be inferred from the measurement of components. The extent can be determined through task simulation.

Example of the components of problem-solving competency

SCIENTIFIC BACKGROUND

PractiWork® evaluation system is a comprehensive and refined tool for assessing individuals, containing three key components. These together provide a holistic picture of an individual's abilities, personality, and work-related interests. The components are based on well-established psychological theories, which enhance the reliability and validity of the evaluation process.
CATTELL-HORN-CARROLL THEORY
The first component of PractiWork® focuses on measuring abilities, starting from the Cattell-Horn-Carroll (CHC) theory of cognitive abilities. This theory is renowned for its nuanced approach to intelligence, which decomposes it into specific factors such as fluid reasoning, crystallized intelligence, and quantitative knowledge. Utilizing this framework, PractiWork® assesses an individual's cognitive strengths and weaknesses, thus providing valuable insights into problem-solving abilities, memory, and analytical thinking.
HEXACO MODEL
The second component of PractiWork®, personality measurement, relies on the HEXACO model, which expands the traditional Big Five personality traits (openness, conscientiousness, extraversion, agreeableness, and emotional stability) with a sixth dimension, honesty-humility. This comprehensive model offers a more detailed and nuanced picture of an individual's personality, uncovering traits related to honesty, fairness, and humility. PractiWork® incorporates the HEXACO model to ensure a thorough examination of particularly important personality traits in the workplace.
WORK INTEREST
The third component of PractiWork® examines job interest, drawing inspiration from the Holland Occupational Themes theory. According to Holland's theory, individuals can be categorized into six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional (often referred to as the RIASEC model based on the initials of its components). By aligning an individual's job interest with the types based on Holland's work, PractiWork® helps identify the appropriate occupational environments and roles that are in harmony with the individual's preferences and strengths.
PractiWork® also places great emphasis on examining the conditions under which an individual would like to work. Working under the right conditions can be more efficient, less stressful, and may enable long-term commitment.

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