I want to develop an Inventory like screening test to improve the selection system for Marine Engineering Course. The prevailing system failed to take into
account that working as a marine engineer or maritime officer, and maybe later as a master, has special demands and hazards and often requires more from a person than ordinary jobs ashore. The prevailing system assumed that anyone with the appropriate educational back-ground could enter the academy. There was no consideration of the candidate‘s personal suitability for this type of profession.
I am not an expert in this field. Anyway, this has something in common with systems analysis in Information systems, the area where I work: you usually start with listing the features you want your system (candidate) to have, and you should of course include those special demands and requirements. Then you map these requirements to something that you can deliver with the technology you have. In your case this means mapping the desirable candidate features to something that you can measure with psychological tests (I guess you call this psychometrics) - this is the most challenging part.
Just one advice from "life" and "professional" experience: don't be too selective on the personal (or technical) suitability of candidates. Above a certain level (another challenge is to find out which) you realize it is best to let them all in if possible because you can not predict at all what will happend. This is because they will basically learn it during the course and the profession, and many of the worse in the begining will be the best in the end.
Wow..Tq Mr Fernando, I'm so impress with your advice.. Tq so much
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