HC1. Individual Assessment in Organisations
What is Individual Assessment?
= Individual assessment concerns the use of measures like tests and evaluations
that are used in an organization context in order to take employee related
decisions
Measuring people
Voorbeelden:
Selection
Promotion
Career choice
Training plan
Pay
Utility analysis relation between work of employees and payment they
receive.
Imagine… What are the costs of a wrong decision?
A correlation exists between a test score and job performance of 0.5
This means: one SD improvement in test relates to 0.5 SD improvement in
job performance
Imagine in more complex jobs: 1 SD is worth € 1.000.000
This means that 0.5 is quite good, while the maximum is 0.7
1 SD IQ = 15
Candidate A: IQ score = 113
Candidate B: IQ score = 116
Het verschil is 3. 3/15 x 1.000.000 x 0.5 = € 10.000
Dus het aannemen van kandidaat B levert je als organisatie € 10.000 op
Individual assessment is based on two premises:
1. Fundamental assumptions about assessment
= Needed before we can measure anything
a) People have abilities (how fast you can calculate, leadership)
b) People differ in any given ability
c) Relative differences in ability remain pretty much the same
d) Different jobs require different abilities
e) The required abilities can be measured
Validity = in relation to something else
Reliability = the quality of the measurement
When your starting point is ‘everyone is unique’, measuring people is not useful.
2. A basic model to understand
Predictor = criterion relationships in IAO
Constructs = measures relationships in IAO
, People have abilities – performance = constructs
Measure – measure = measures
People have abilities – measure = predictor
Performance – measure = criterion
Measure – performance = predictive
Performance – measure = Construct
Voorbeelden:
Criterion measure = sales
Predictor construct = abilities
Criterion construct = performance (helping behaviour)
Predictor measure = personality
What do we know? Validation research…
Analyse the job
Choose a criterion
Form predictive hypotheses
Select method of measurement
Design research
Collect data
Analyse & evaluate results
Issue 1 Global or specific assessment?
Issue 2 Limited amount of cases Meta-analyses: validity generalization
A basic model of individual assessment
= The basic model is a ‘frame of reference’ that guides the understanding of:
Predictor – criterion, construct – measure, needed to investigate Individual
Assessment in Organizations.
Understanding predictor constructs. Which abilities can be discerned?
Intelligence
Personality
Physical
Motivation
Emotional intelligence
What is Individual Assessment?
= Individual assessment concerns the use of measures like tests and evaluations
that are used in an organization context in order to take employee related
decisions
Measuring people
Voorbeelden:
Selection
Promotion
Career choice
Training plan
Pay
Utility analysis relation between work of employees and payment they
receive.
Imagine… What are the costs of a wrong decision?
A correlation exists between a test score and job performance of 0.5
This means: one SD improvement in test relates to 0.5 SD improvement in
job performance
Imagine in more complex jobs: 1 SD is worth € 1.000.000
This means that 0.5 is quite good, while the maximum is 0.7
1 SD IQ = 15
Candidate A: IQ score = 113
Candidate B: IQ score = 116
Het verschil is 3. 3/15 x 1.000.000 x 0.5 = € 10.000
Dus het aannemen van kandidaat B levert je als organisatie € 10.000 op
Individual assessment is based on two premises:
1. Fundamental assumptions about assessment
= Needed before we can measure anything
a) People have abilities (how fast you can calculate, leadership)
b) People differ in any given ability
c) Relative differences in ability remain pretty much the same
d) Different jobs require different abilities
e) The required abilities can be measured
Validity = in relation to something else
Reliability = the quality of the measurement
When your starting point is ‘everyone is unique’, measuring people is not useful.
2. A basic model to understand
Predictor = criterion relationships in IAO
Constructs = measures relationships in IAO
, People have abilities – performance = constructs
Measure – measure = measures
People have abilities – measure = predictor
Performance – measure = criterion
Measure – performance = predictive
Performance – measure = Construct
Voorbeelden:
Criterion measure = sales
Predictor construct = abilities
Criterion construct = performance (helping behaviour)
Predictor measure = personality
What do we know? Validation research…
Analyse the job
Choose a criterion
Form predictive hypotheses
Select method of measurement
Design research
Collect data
Analyse & evaluate results
Issue 1 Global or specific assessment?
Issue 2 Limited amount of cases Meta-analyses: validity generalization
A basic model of individual assessment
= The basic model is a ‘frame of reference’ that guides the understanding of:
Predictor – criterion, construct – measure, needed to investigate Individual
Assessment in Organizations.
Understanding predictor constructs. Which abilities can be discerned?
Intelligence
Personality
Physical
Motivation
Emotional intelligence
