Talk:Predictive Index
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[edit] This is a good article, but ...
It doesn't provide any more detail on PI than I can easily find on the web. Seeing that the Predictive Index is a key tool used by corporate Human Resources departments for hiring and promotions all over the US, the article needs much more detail.
How does the index work?
How accurate are the results?
What do the results look like?
How do you interpret the results?
There are charts that are part of the testing results - how do I read them?
Chart axis marked A-B-C-D-M - What are these factors?
I would like to offer a free PI demonstration for anyone interested. I beleive it will answer these questions. I am recommending that I put a link under the heading "external links" for users to click on to get the opportunity to take the Predictive Index and get the answers to these questions. Please respond if anyone thinks that this would be innappropriate or take away from the article. Also resond if you think this would be helpful.Tucker5623 (talk) 14:52, 11 May 2008 (UTC)
I would like to try the Predictive Index. I want to compare my results to the Disc Behavioral Survey and see which one is more accurate. Where can I take one?
[edit] Serious problems
Large sections of this article are pulled verbatim from the CPA Journal -- well beyond the section that is marked in italics. It strikes me as beyond fair use.
http://www.nysscpa.org/cpajournal/2007/307/essentials/p64.htm —The preceding unsigned comment was added by 24.226.19.84 (talk) 13:33, August 22, 2007 (UTC)
[edit] PI worldwide appears not to like this page.
As an IP they own has twice posted self promotional drivel.
If they want to defend their tool, they should provide direct links to the usual scholarly studies that are done of this type of tool on THIS page, and not the article itself.
Please note.. the Seven 'PhD level psychologists' don't count as encyclopedic sources (or even reliable, trustworthy ones) if they have received payment or benefit of any kind from the owners of this tool. I also can't find any reference to this tool in any of the APA standard journals, and particularly Journal of Applied Psychology, or Consulting Psychology Journal, which is where such instruments are usually published. —Preceding unsigned comment added by Fallenfromthesky (talk • contribs) 21:23, 13 September 2007 (UTC)
[edit] I moved this from the main page as it really belongs here.
I moved the following text from the main page to here.. its been posted on the main page several times and someone has deleted it, please don't put it back until it looks encyclopedic.
"Article submited by Todd Harris, Ph.D.:
I would like to draw readers' attention to the following important points concerning the development and validation of the Predictive Index (PI): (1) Seven different Ph.D.-level psychologists have been intimately involved with the tool's development and ongoing validation, including three different Industrial/Organizational psychologists with a combined 30+ years of experience in the areas of test development and personnel selection. (2) The PI's reliability and validity fall well within commonly accepted professional boundaries. Test-retest coefficients range in the mid-.70's, internal consistency coefficients range in the mid-.80's, construct validity coefficients range in the mid-.20's to mid-.40's, and concurrent and predictive criterion-related validation studies indicate that the tool typically accounts for between 20% and 25% of the variability in common measures of job performance. Additionally, research has demonstrated that scores on the Predictive Index are not significantly impacted by age, gender or race. The median correlation between scores on the Predictive Index and measures of general cognitive ability is .06. (3) At any time, interested parties can request detailed technical reports covering the above points, and are free to then judge the tool's technical adequacy for themselves.
Todd Harris, Ph.D. Director of Research, PI Worldwide & Adjunct Professor of Psychology, University of Massachusetts, Amherst"
-Fallenfromthesky 04:08, 1 October 2007 (UTC)
[edit] Criticism
FallenfromtheSky has a good point in that personal opinions should be relegated to this page. Therefore, the Criticisms have been moved from the product definition page to this page.
"Criticism: The validity of the Predictive index is questionable as its creator, Arnold S. Daniels had no formal psychological training of any kind. Its validity is further questioned as, due to its copyright status and the unwillingness of Mr. Daniels and his company to allow any outside peer review as is usual with all psychometric test instruments.
Criticism: These concerns are further exacerbated as the tool is sold as being reliable, and people's lives may be affected by the outcome of a test with an unverifiable pedigree.
Criticism: Employers who use mandatory Predictive Index testing place themselves in a difficult legal position, that of Religious discrimination as followers of certain faiths are forbidden from taking tests such as this. One notable group who have religious objections to psychometric testing not of their own creation are followers of Scientology" —Preceding unsigned comment added by Harrymoulis (talk • contribs) 18:47, 29 October 2007 (UTC)
[edit] Criticism belongs on the main page.
and Todd/Harry works for PI and should be careful about being accused of conflict of interest if he is going to delete only items unfavorable to his employer. Fallenfromthesky 00:34, 31 October 2007 (UTC)
[edit] WikiProject class rating
This article was automatically assessed because at least one WikiProject had rated the article as stub, and the rating on other projects was brought up to Stub class. BetacommandBot 04:22, 10 November 2007 (UTC)
