PYC3705 STUDY NOTES.
,Theme 4 - Assessment in an industrial context
Filling a vacant position in an industrial context requires a consideration of core
competencies for that position in order to formulate an appropriate job description or profile.
Following from this, a logical process is followed to appoint a suitable candidate. This
process includes CV screening, reference checking and short-listing where candidates who
made it through the first two steps are invited for interviews. The short-listed candidates are
interviewed based on competencies required and various types of measures may be
administered to candidates who have successfully completed these interviews. An
explanation of the role of the different types of psychological measures (situational,
personality and interest measures) in this process is also important. You should have
indicated these aspects in your discussion and demonstrated their applicability in the
practical situations provided in Tutorial Letter 102.
You should focus on the role of the different types of psychological measures in industry
(activities 3, 4 and 5) when preparing for the essay question in the examination.
THEME 4
Assessment in an industrial context
This theme deals with assessment in an industrial context. The process followed in
selection, placement, etcetera is covered and the role of assessment in this process is
explored with reference to the different types of assessment measures used in this context.
A case study also provides some practical experience.
Section A consists of a number of activities that guide you through the material. These
activities deal with the assessment process in an industrial context and how it relates to
selection, placement, etcetera.
Section B consists of an essay that serves as an exercise that shows you how to apply
what you have learned. You are provided with two scenarios. In the first you need to
critically discuss the use of assessment measures in the selection of applicants for a
specific job. In the second you have to make a recommendation with regard to an applicant
for a specific job based on the job description and assessment results.
Outcomes
After studying this theme a student should be able to demonstrate his or her knowledge of
the use of psychological assessment measures in industry and be able to apply this
knowledge. The students should awareness of the importance of a job description and be
able to explain what process is followed in selection, placement and development of
employees.
Resources
The resources for this theme are Chapters 12, 13 and 15 (Section 15.2) in the prescribed
book.
Section A: Activities
Activity 1: Explore the assessment process in an industrial context
One of the contexts in which psychometric assessment is used extensively is the work
environment. Read Chapter 15 (Section 15.2) where this context is discussed. Assessment
in industry has been used as a tool in the Human Resource environment for many years.
Renewed interest was evoked in this practice with the introduction of the Employment
Equity Act of 1998. Section 8 of this Act states that psychological testing and other similar
forms of assessment of an employee are prohibited unless the test or assessment being
used: has been scientifically shown to be valid and reliable; can be applied fairly to all
,employees; is not biased against any employee or group. This legal requirement forced
companies to reconsider the assessment measures, as well as the process of assessment
which they were using. If the instruments or the process of assessment are perceived to be
unfair, this could lead to expensive law suits in which companies will have to prove the
contrary. It is therefore important for any aspiring psychological counsellor or psychologist
to have a solid knowledge of and an awareness of the issues in assessment in industry.
The term assessment is used in industry in a very wide sense of the word.
This kind of assessment includes traditional measures (e.g., general intelligence tests,
aptitude batteries and special aptitude tests, personality testing, interest questionnaires, and
value scales), assessment of job competencies specified by the job requirements (as in a
performance appraisal), and the use of work samples and situational tests (such as in-
basket tests).
The following exercises will assist you to get an idea of what assessment in industry is all
about. If you consider the purpose of the assessment of individuals in industry, you will see
that for one purpose we compare individuals with each other, while for the other we look at
differences (strengths and weaknesses) within the individual. It is, however, almost
impossible to assess an individual in industry without having a proper job description of the
post he or she is being assessed for. Develop a job description of an existing post in a
company. This can be your own post, or, if you are not employed, that of a friend or family
member. This description should simply entail a list of the duties that the individual in this
post should perform. Now make an appointment with an individual involved in the human
resources division of any company close to you. You may also contact them telephonically.
Enquire about the process they follow to appoint new employees in their company and the
use of assessment in this process. You may even contact more than one company and
compare their approaches. Write down the steps the company (or companies) follow to
appoint new employees.
Chapter 15. the use of tests in different contexts
Assessment in Industry:
Two broad areas of assessment: Individual and Groups:
-Individual Assessment: the goals are: Concerned with the psychological measurement of
attributes of individuals in the workplace. Most assessment measures used for this purpose can
be classified as psychological measures or techniques. -
Group and organisational assessment: The measures used are not necessarily psychological
measures, although the principles of test construction (psychometric theory) are used in their
development
1.Assessment of individuals; goals are:
-To assess individual difference for selection and employment purposes
-To assess intra-individual differences for placement, training and development as well as
compensation and reward purposes
Psychological measures or other assessment instruments that comply with the reliability and
validity requirements are used in personnel selection, performance appraisal, situational tests,
and assessment centers.
1.1 Personal selection:
, Most widely used function of psychological measures in industry.
It assists in selection and employment decisions
Psychological Assessment M generate useful data that supplement other sources of personal
information about a candidate: such as personal references and interviews
There are two approaches that are used in the application of psychological Ms for selection
purposes:
-Individuals are compared with the job specifications in terms of their personal
characteristics/personality traits. This approach is called input-based approach because
individuals are matched in terms of what is required from a job . This approach is also referred
to as the psychometric evaluation or testing approach. In the first approach, a predictive approach
is followed where personal characteristics are compared with job requirements or specifications.
-Output-based approach: where the indiv has the necessary competencies to perform a particular
task on a job. This approach a person's competencies are assessed in order to determine whether
they meet min performance criteria or standards
Ms that are used to assess a person’s competencies, reliability and validity are not normally
classified as psychological Ms, although they should nonetheless be valid and reliable Ms.
All assessment measures have to demonstrate they are neither biased or that they display any
adverse impact when applied in a multi-cultural or in a diversity context. An adverse impact in
personnel selection refers to the situation a where specific selection strategy affords members of
a specific group a lower likelihood of selection than is afforded members of another group.
Psychological tests can also be classified as tests of maximal and typical performance.. Tests that
are categorized under max performance tests are aptitude tests focused on assessing a person's
performance potential (academic performance potential)or ability tests (tests that assess a
person's ability or what he/s has learned his/h current stage of development). Personality and
interest tests (categorized under typical performance tests) come to mind; these can assess words
related characteristics or traits and job requirements in a reliable and valid manner. Some of
these measures of maximal and typical performance will be presented under the catin the foll
sections.
1,2 Performance ratings or assessment
Principles of psychometric theory (or Classic test Theory) should also be applied in the rating of
a persons job performance. In assessing job we have also input- and output-based approaches.
input-approach refers to the evaluation of a persona input, such as personality traits, personal
attributes or characteristics that are important for achieving high performance standards in a job.
In the out-put based approach a person's achieved outputs are rated against required output
standards (specified job competencies) as specified by the job requirement.
When performance appraisals are conducted, they should also be reliable and valid. For this
reason, performance assessment measures should ideally be based on psychometric principles
and be evaluated for reliability and validity aspects. It has been found that the use of multiple
assessors in performance reviews normally results in more reliable and valid assessments.
Lately, the use of 360-degrce competency (multiple source) assessments is gaining round based
