After establishing a framework for workplace assessments, including an overview of the types of assessments, the book offers an overview of assessments for Selection, Promotion, and Development for a variety of job types, including hourly and skilled trades, administrative, supervisory and Early Leadership Roles, professional (e.g., Sales Assessing Strengths and Developmental Needs; talent differentiation; Guiding Placement Decisions, and Staffing for Organizational Change: Mergers Organizational Restructuring and Re-engineering; Downsizing. Each chapter offers a discussion of the business need or market condition that supports the use of assessment, as well as a discussion of the assessment instruments appropriate for each topic (e.g., assessment centers, cognitive tests, 360s). It also covers appropriate modes of administration (web, video, in-person); psychometrics and validation issues and recommendations; implementation (training, setting cutoffs, dealing with adverse impact); special assessment issues that are unique to this particular topic area (e.g., inflation on personality/biodata instruments, adverse impact associated with cognitive tests); managing the assessment program (maintaining confidentiality, dealing with challenges); and case studies from a variety of Fortune 500 companies, as well as non-profit and government organization. A separate section covers evaluation and ROI. The final section covers trends and key issues for the field, technology-based delivery of assessment, legal environment (EEOC initiatives; current case law), alternative validation strategies, social and ethical considerations, and auditing assessment programs
Book Details:
- Author: John C. Scott
- ISBN: 9780470401316
- Year Published: 2010
- Pages: 912
- BISAC: BUS030000, BUSINESS & ECONOMICS/Human Resources & Personnel Management
About the Book and Topic:
After establishing a framework for workplace assessments, including an overview of the types of assessments, the book offers an overview of assessments for Selection, Promotion, and Development for a variety of job types, including hourly and skilled trades, administrative, supervisory and Early Leadership Roles, professional (e.g., Sales Assessing Strengths and Developmental Needs; talent differentiation; Guiding Placement Decisions, and Staffing for Organizational Change: Mergers Organizational Restructuring and Re-engineering; Downsizing. Each chapter offers a discussion of the business need or market condition that supports the use of assessment, as well as a discussion of the assessment instruments appropriate for each topic (e.g., assessment centers, cognitive tests, 360s). It also covers appropriate modes of administration (web, video, in-person); psychometrics and validation issues and recommendations; implementation (training, setting cutoffs, dealing with adverse impact); special assessment issues that are unique to this particular topic area (e.g., inflation on personality/biodata instruments, adverse impact associated with cognitive tests); managing the assessment program (maintaining confidentiality, dealing with challenges); and case studies from a variety of Fortune 500 companies, as well as non-profit and government organization. A separate section covers evaluation and ROI. The final section covers trends and key issues for the field, technology-based delivery of assessment, legal environment (EEOC initiatives; current case law), alternative validation strategies, social and ethical considerations, and auditing assessment programs
Workplace assessments match an individuals skills to the core functions of a job and to help HR professionals make informed recommendations for accommodations that will maximize workplace performance and safety. They often rely on assessing an employees — or potential employees — functional abilities, needs, and environment. HR practitioners often lack evidence-based tools to understand how to use assessments and evaluate what they measure.
First of its Kind. No other book covers both the types and current measurement approaches for this many types of assessments, including quality, abilities and intelligence, personality, background and experience, knowledge and skill, and competencies. Comprehensive: Not only establishes a common language and organizing structure for human characteristics that are assessed for business purposes, provides indicators of quality assessment, it provides a research-based overview of current advances in measurement. Addresses Emerging Trends and Issues: Covers technology-based delivery of assessment, legal environment, alternative validation strategies, and social and ethical considerations. SIOP Co-published. Sponsored by the Society of Industrial and Organizational Psychology, a 5,000-member professional association and a division of the American Psychological Association.
About the Author
John C. Scottis vice president and co-founder of Applied Psychological Techniques, an HR consulting firm that specializes in the design and validation of selection and assessment technologies, staffing for organizational change, performance management, and employment litigation support. He was one of the chief architects of APTs multi-source assessment and feedback system, 360 MetricsSM, which won Human Resource Executives 2001 Top 10 Products of the Year Award. Prior to co-founding APT, he was a managing principal for the New York office of HRStrategies, where he directed consulting services in the areas of selection development and validation, skills assessment, survey design, performance management, and executive assessment. He resides in Darien, CT.