Psychometric Assessment is used during the recruitment process in order to choose for the next step or for the final declaration, promotions, internal or external development, and team-spirit and also for counseling. Psychometric assessment plays a very big and vital role in the recruitment process. Using the psychometric assessment it is noticed if the assessment is helpful in any way to achieve the required objectives. In each case, the situation must be evaluated to see whether the tests used would be appropriate to help achieve the desired objectives. Though the tests are useful, there are a few situations when the tests are not to be used. Like, when there is a proof of a job performance it is worthless to put the same psychometric assessment for the candidate. Tests would be useful when used for recruiting the candidates who are entirely new to the organization. In the same way, the company may also avoid using some tests for some specific applications. Tests are used as the best decision makers. For an instance, to take a decision for a promotion of an employee, the previous tests results would be combined and compared with the present interview result and the decision would be taken depending on the records of the candidate considering all these factors to give a best detail if the candidate is suitable for that role. Using the result of psychometric assessment only should not be preferred.
The first juvenile court was established in Chicago in 1899. Until then, minors above seven years of age were brought to trial in a regular criminal court, although many countries have already operated designated prisons for juvenile offenders. Throughout the following 50 years, the courts have evolved to a significantly different form from the rest of the system. Most importantly was the multidimensional approach towards the child, tailoring rehabilitation programs which best fit his specific situation. In some cases, however, young offenders were tried in criminal courts, as some still happens today.
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