Individual Assessments in Organizations
College 1.
Concerns the use of measures like tests and evaluations that are used in an organization context in
order to take employee related decisions.
Employee related decisions;
1. Succession planning
2. Selection
3. Training plan
4. Pay
5. Career choice
6. Promotion
Two premises;
1. Fundamental assumptions about assessment ( Validity & Reliability)
a. People have abilities
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.
Performance = criterion.
2. A basic model to understand
a. Predictor
b. Constructs
A basic model is a frame of reference that guides the understanding of;
1. Predictor / criterion
2. Construct / measure
Needed to investigate individual assessment in organizations.
Step 1. Finding criterion constructs
Step 2. Finding predictor constructs
Step 3. Finding a predictor measure
College 2.
Purpose of job analysis; A study of what a jobholders, does in the job, what must be known in order
to do it, what resources are used in doing it, and perhaps the conditions under which it is done.
Organizations needs analysis (Understanding context, problems, alternatives) Job analysis;
criterion (Which tasks, which performance indicators?) Job analysis: predictors (which people
specifications?)
Approaches to Job Analysis:
1. Method:
a. Inductive; structured collection of information & Analyze and interpret data
(Repertory Grid)
b. Deductive; theory based, looking for best fitting model ( O’net / PAQ, position
analysis questionnaire)
2. Orientation:
College 1.
Concerns the use of measures like tests and evaluations that are used in an organization context in
order to take employee related decisions.
Employee related decisions;
1. Succession planning
2. Selection
3. Training plan
4. Pay
5. Career choice
6. Promotion
Two premises;
1. Fundamental assumptions about assessment ( Validity & Reliability)
a. People have abilities
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.
Performance = criterion.
2. A basic model to understand
a. Predictor
b. Constructs
A basic model is a frame of reference that guides the understanding of;
1. Predictor / criterion
2. Construct / measure
Needed to investigate individual assessment in organizations.
Step 1. Finding criterion constructs
Step 2. Finding predictor constructs
Step 3. Finding a predictor measure
College 2.
Purpose of job analysis; A study of what a jobholders, does in the job, what must be known in order
to do it, what resources are used in doing it, and perhaps the conditions under which it is done.
Organizations needs analysis (Understanding context, problems, alternatives) Job analysis;
criterion (Which tasks, which performance indicators?) Job analysis: predictors (which people
specifications?)
Approaches to Job Analysis:
1. Method:
a. Inductive; structured collection of information & Analyze and interpret data
(Repertory Grid)
b. Deductive; theory based, looking for best fitting model ( O’net / PAQ, position
analysis questionnaire)
2. Orientation:
