This book covers the assessment of people within the workplace. Written in jargon free language, it offers a guide to psychological assessment that can be used by managers in their everyday work. Each chapter will specifically cover an assessment practice and then explore the issues surrounding it, following this discussion with a case study. Ideas for test selection, guidance on assessment centre practice and illustrations of successfully worked exercises are also included.

Written for human resource professionals, trainers, and managers, Using Individual Assessments in the Workplace is an easy-to-read and easy-to-apply manual for using assessment tools. Step by step this much-needed resource leads the reader through the often complex processes of job analysis, test selection, test administration and interpretation, and decision making. The authors—Leonard D. Goodstein and Erich P. Prien—are leading experts in the field of workplace assessment. In this book they present a comprehensive resource that offers an introduction to individual assessment, shows how to collect and analyze assessment data (including a five-step model for conducting this process), reveals how to perform psychological measurement, develop and integrate individual assessment data, and report individual assessment results.

Handbook of Workplace Assessment Given the trend for organizations to streamline their workforces and focus on acquiring and retaining only top talent, a key challenge has been how to use assessment programs to deliver a high-performing workforce that can drive revenues, shareholder value, growth, and long-term sustainability. The Handbook of Workplace Assessment directly addresses this challenge by presenting sound, evidence-based, and practical guidance for implementing assessment processes that will lead to exceptional decisions about people. The chapters in this book provide a wide range of perspectives from a world-renowned group of authors and reflect cutting-edge theory and practice. The Handbook of Workplace Assessment provides the framework for what should be assessed and why and shows how to ensure that assessment programs are of the highest quality reviews best practices for assessing capabilities across a wide variety of positions summarizes key strategic applications of assessment that include succession management, mergers, acquisitions and downsizings, identification of potential, and selection on a global scale highlights advances, trends, and issues in the assessment field including technology-based assessment, the legal environment, alternative validation strategies, flaws in assessment, and the strategic use of evaluation to link assessment to organizational priorities This SIOP Professional Practice Series Handbook will be applicable to HR professionals who are tasked with implementing an assessment program as well as for the users of assessments, including hiring managers and organizational leaders who are looking for direction on what to assess, what it will take, and how to realize the benefits of an assessment program. This Handbook is also intended for assessment professionals and researchers who build, validate, and implement assessments.

In Psychological Testing at Work, managers or executives charged with administering these assessment tests or taking the tests themselves now have an in-depth, up-to-the-minute primer on this blossoming field. Psychology expert Edward Hoffman shows how any business can join a growing list of industries ranging from banking and transportation to insurance and health care that benefit from psychological testing. You ll see how well-known, respected methods of gauging employee personality can allow you to: Attract and retain motivated workers Predict organizational efficiency and profitability Improve the synergy of your work-teams Reduce the likelihood of litigation by hiring honest, even-tempered workers Train employees in management and leadership skills

Leading practitioners in the field of psychological assessment approach the topic of psychological assessment in business from a variety of perspectives in this handbook, which is designed to acquaint human resource executives with the benefits of this type of employee screening. Human resource consultants review the elements of psychological testing, psychologists outline the testing and evaluative process, and executives representing a variety of businesses illustrate its effectiveness in case examples. This approach demonstrates that the goal of psychological assessment, successfully matching a prospective employee to a particular job, can be achieved by using many different formats. The text is careful to emphasize the need for trained psychologists to administer the assessment procedures and evaluate the results. Managers at all levels are then advised how best to utilize these results to minimize employee turnover. A typical assessment profile, including the written report, illustrates the nature of this valuable tool, and some of the oldest consulting firms in the country--as well as companies which currently use psychological assessments--describe its cost-efficiency in depth. End of chapter bibliographies provide access to further examination of the process and its applications, and the work concludes with a look to the requirements of tomorrow's job market and how psychological assessment can help meet those needs.

The use of technology for workplace and occupational testing blossomed in the early years of this century. This book offers a demonstration that the first generation of these technologies have now been implemented long enough to observe the patterns and issues that emerge when these approaches evolve through technical advancement and successive application. A new set of issues and opportunities has emerged and the next generation of these applications is now coming of age. This book reflects on the last few decades of this evolutionary process from a vantage point of global experience across a wide range of workplace applications, including employment selection, development, and occupational certification. The themes and issues that arise as this broad treatment unfolds provide an essential foundation for students, researchers, and professionals who are involved with the assessment of human capability and potential in organizational and workplace contexts

′once you let a clinical psychologist lay hands on this book, it is quite difficult to get it back again′ - Martin Guha, Librarian, Institute of Psychiatry, London The Encyclopedia of Psychological Assessment is a landmark reference work and constitutes a definitive resource for academics, practitioners and students working in any field of applied psychological science. Psychological assessment is a key component of psychological work. Devices of scientific assessment are necessary for adequate describing, diagnosis, predicting, explaining or changing the behaviour of all subjects under examination. This double-volume collection offers complete coverage to facilitate action in each of these areas and will consequently be invaluable to psychologists in any applied setting. The two volumes of the Encyclopedia of Psychological Assessment contain a series of 235 entries, organized alphabetically, and covering a variety of fields. Each entry includes a general conceptual and methodological overview, a section on relevant assessment devices, followed by links to related concepts in the Encyclopedia and a list of references. The Encyclopedia of Psychological Assessment provides: - A comprehensive network for psychological assessment as a conceptual and methodological discipline, and as a professional activity - An overview of the complexity of assessment, which involves not only testing, but also a process of decision-making for answering relevant questions that arise in the different applied fields - A presentation of relevant issues from basic theory (theoretical perspectives, ethics) and methodology (validity, reliability, item response theory) to technology and modes of assessment (tests, instruments and equipment for measuring behavioral operations) - An attempt to unify this diverse field by offering full coverage of all areas from the most traditional, such as clinical, educational and work and organizational psychology, to the most recent applications linked to health, gerontology, neuropsychology, psychophysiology and environmental assessment. The Encyclopedia of Psychological Assessment offers a truly international perspective, both in terms of the selected authors and chosen entries. It aims to provide an integrated view of assessment, bringing together knowledge dispersed throughout several methodological and applied fields, but united in terms of its relevance for assessment. It is an essential purchase for any library with an existing collection or concern with the field of psychological science in general.

Ed Hoffman has combined psychological research and business developments with an examination of the realm of psychological tests. He addresses specifics such as whether a given test is reliable, if (and how) it might be "beaten" by test-makers, and the legal ramifications of how tests are used.

Appropriate for students and practitioners alike, this book teaches readers how to perform assessments on patients in the absence of the instruments and assistants that many standard procedures assume.

The impetus for this volume came from the editors' belief that most current research and thinking about personnel selection and assessment in organizations considered only the perspective of the employer. The job applicant seeking to join the organization or the employee being considered for promotion or reassignment was typically given little attention from the designers of employment or assessment systems. They believed that this imbalance had several negative implications: 1. Organizational selection and assessment appeared to be the principal area within work and organizational psychology that had forgotten a basic tenet of the profession of psychology, namely, that the welfare of the individual is paramount. 2. A lack of concern for the individuals who were being assessed could result in additional criticisms of psychological assessment in employment settings. 3. The acceptability of selection and assessment devices and systems may impact in (largely) unknown ways on the decisions of individuals to apply for jobs or transfers, thus affecting the selection ratio and potential utility of such systems. 4. Individual reactions to the characteristics of assessment and selection devices could affect the accuracy of the information obtained about those individuals, adversely affecting the reliability and validity of resulting personnel decisions. Informally discussing these concerns with their professional colleagues, the editors found that others were similarly troubled. Their next response was to organize a three day conference bringing together a number of researchers in applied psychology to present papers and participate in discussions related to balancing individual and organizational needs in selection and assessment. Revisions of the papers presented at this conference form the core of this volume.