Benchmark – Work-Based Assessment
Work-based assessment is a central topic in industrial and organizational psychology. Work-based assessments are often criticized for lack of quantitative rigor and lack of predictive nature for work performance. However, companies and organizations that have clear methods to describe the work, attributes needed to perform the work, and systematic performance management systems tend to be more successful. Work-based assessment includes both predictive-based (e.g., ability test, work sample test) and a criterion-based assessment (e.g., work output). In this assignment you will evaluate and find empirical support for the theoretical approach that best describes predictive and criterion work-based assessment. What strategies would increase rigor of work-based assessment? Identify the unique role an industrial organizational psychologist has in an organization for work-based assessment.
Use the following information to ensure successful completion of the assignment:
Write (1,750-2,000 words) in which you examine a work-based assessment. In it, address the following:
Parry-Smith, W., Mahmud, A., Landau, A., & Hayes, K. (2014). Workplace-based assessment: A new approach to existing tools. Obstetrician & Gynaecologist, 16(4), 281-285. doi:10.1111/tog.12133
Goodstein, L. D., & Lanyon, R. I. (1999). Applications of personality assessment to the workplace: A review. Journal of Business and Psychology, 13(3), 291.
Lefroy, J., Hawarden, A., Gay, S. P., McKinley, R. K., & Cleland, J. (2015). Grades
in formative workplace-based assessment: A study of what works for whom and
why. Medical Education, 49(3), 307-320. doi:10.1111/medu.12659
Rojon, C., McDowall, A., & Saunders, M. K. (2015). The relationships between traditional selection assessments and workplace performance criteria specificity: A comparative meta-analysis. Human Performance, 28(1), 1-25. doi:10.1080/08959285.2014.974757
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