1
Assessment in Organizations
Inhoud
Lecture 1.....................................................................................................................................2
Lecture 2.....................................................................................................................................4
Lecture 3.....................................................................................................................................7
Lecture 4.....................................................................................................................................9
Lecture 5...................................................................................................................................12
Lecture 6...................................................................................................................................14
Lecture 7...................................................................................................................................16
Lecture 8...................................................................................................................................18
Lecture 9...................................................................................................................................19
Lecture 10.................................................................................................................................23
Lecture 11.................................................................................................................................25
, 2
Lecture 1
Individual assessment: the use of measurements such as tests and assessments used in an
organizational/work context to make employee-related decisions.
Measurements: interview, assessment centre, personality questionnaire, etc.
Succession planning, selection, training plan, etc.
Individual/group differences in performance matter:
People have skills and other qualities
These skills relate to job performance
Relative differences in these skills are fairly stable, so people with high skill levels
will perform better.
People differ in work performance and different jobs require different skills.
Required skills can be measured
Productivity/efficiency, well-being/satisfaction, fair opportunity for individuals and
groups.
The use of assessment must be reliable, valid, practical to use, produce the right results, fair to
all concerned and not lead to discriminatory effects for groups of people.
Fairness/non-discriminatory recruitment and promotion processes – a matter of
measures, procedures, policies, etc.
Basic model of individual assessment:
1. Predictive hypothesis: theoretical; based on theory.
2. Predictive hypothesis: empirical; observed in research.
3. Construct validity
4. Construct validity
5. Predictive validity (predictive/concurrent)
, 3
Examples:
Two types of validity:
1. Predictive validity
2. Incremental validity
Assessment in Organizations
Inhoud
Lecture 1.....................................................................................................................................2
Lecture 2.....................................................................................................................................4
Lecture 3.....................................................................................................................................7
Lecture 4.....................................................................................................................................9
Lecture 5...................................................................................................................................12
Lecture 6...................................................................................................................................14
Lecture 7...................................................................................................................................16
Lecture 8...................................................................................................................................18
Lecture 9...................................................................................................................................19
Lecture 10.................................................................................................................................23
Lecture 11.................................................................................................................................25
, 2
Lecture 1
Individual assessment: the use of measurements such as tests and assessments used in an
organizational/work context to make employee-related decisions.
Measurements: interview, assessment centre, personality questionnaire, etc.
Succession planning, selection, training plan, etc.
Individual/group differences in performance matter:
People have skills and other qualities
These skills relate to job performance
Relative differences in these skills are fairly stable, so people with high skill levels
will perform better.
People differ in work performance and different jobs require different skills.
Required skills can be measured
Productivity/efficiency, well-being/satisfaction, fair opportunity for individuals and
groups.
The use of assessment must be reliable, valid, practical to use, produce the right results, fair to
all concerned and not lead to discriminatory effects for groups of people.
Fairness/non-discriminatory recruitment and promotion processes – a matter of
measures, procedures, policies, etc.
Basic model of individual assessment:
1. Predictive hypothesis: theoretical; based on theory.
2. Predictive hypothesis: empirical; observed in research.
3. Construct validity
4. Construct validity
5. Predictive validity (predictive/concurrent)
, 3
Examples:
Two types of validity:
1. Predictive validity
2. Incremental validity
