UID:
almafu_9958092612402883
Format:
1 online resource (272 pages)
Edition:
1st ed.
ISBN:
1-280-20371-4
,
9786610203710
,
0-309-59781-1
,
0-585-12526-0
Note:
Bibliographic Level Mode of Issuance: Monograph
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Performance Assessment for the Workplace -- Copyright -- Contents -- Contents of Volume II -- Preface -- Overview -- THE JPM PROJECT -- ORIGINS OF THE PROJECT -- CONCEPTUAL FRAMEWORK -- What is Performance? -- What is a Job? -- What is a Task? -- MEASURING JOB PERFORMANCE -- Relative Versus Absolute Measures -- Sampling Issues -- Test Administration -- EVALUATION: THE QUALITY OF THE PERFORMANCE MEASURES -- Reliability -- Validity -- Fairness Analysis -- THE FINAL STEP: LINKING ENLISTMENT STANDARDS TO JOB PERFORMANCE -- 1 Psychological Testing and the Challenge of the Criterion -- INTRODUCTION -- AMERICAN TESTING TECHNOLOGY -- The Science of Testing -- Practical Applications -- The Army Alpha and Beyond -- THE CRITERION PROBLEM IN VALIDATION RESEARCH -- Evolution of the Criterion Problem -- Performance Appraisal -- The Importance of the Criterion Issue -- 2 Policy Goals and Testing -- SELECTION AND TRAINING GOALS -- RECRUITING THE FORCE -- Demographic Trends in the Youth Population -- Recruiting Policy and Fairness Issues -- The Changing Technological Environment -- THE ROLE OF TESTING -- The Evolution of Mental Aptitude Screening in the Military -- The Armed Services Vocational Aptitude Battery -- ENLISTMENT STANDARDS AND QUALITY GOALS -- The Contemporary System -- How Much Quality is Enough? -- 3 Improving Job Performance Criteria for Selection Tests -- THE CONCEPTUAL FRAMEWORK -- Phase I: Developing Performance Measures -- Jobs Viewed as a Collection of Tasks -- Assessment of Job Proficiency -- The JPM Criterion Construct -- Benchmarks and Surrogates -- Phase II: Linking Enlistment Standards to Job Performance -- THE RESEARCH PLAN -- Selection of Occupations for Study -- Army -- Navy -- Air Force -- Marine Corps -- Types of Criterion Measures Developed -- Hands-On Tests -- Walk-Through Performance Tests -- Simulations -- Job Knowledge Tests.
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Ratings -- Types of Predictors Assessed -- Development of Performance Measures -- SIZE OF THE RESEARCH EFFORT -- 4 The Development of Job Performance Measures -- JOB PERFORMANCE AS A CONSTRUCT -- STEPS IN DEVELOPING JOB PERFORMANCE MEASURES -- THE JOB CONTENT UNIVERSE -- Task Analysis -- Trait Analysis and Task-by-Trait Analysis -- Generic Task-by-Trait Analysis -- Local Task-by-Trait Analysis -- Cognitive Task Analysis -- Characteristics of Job Tasks and Traits -- Importance -- Frequency -- Difficulty -- Modifiability -- Variability -- Other Characteristics -- The JPM Definition of the Job Content Universe -- DEFINING THE DOMAIN OF INTEREST -- Approaches to Task Sampling -- Specification of Test Content -- Task Editing -- An Example: Marine Corps Infantryman -- SCORING HANDS-ON TESTS -- Scoring Performance on Tasks -- Computing Test Scores -- CONCLUSION -- 5 The Testing of Personnel -- SAMPLING PERSONNEL -- Specifying the Personnel to be Tested -- Selecting the Personnel to be Tested -- THE IMPORTANCE OF STANDARDIZATION -- Standardization and Prediction -- Standardization and Performance Standards -- STANDARDIZATION ISSUES IN HANDS-ON TESTING -- Standardizing the Test Conditions -- Selecting and Training the Test Administrators -- Calibrating the Test Administration -- CONCLUSION -- 6 Evaluating the Quality of Performance Measures: Reliability -- RELIABILITY -- The Classical Formulation -- Approaches to Reliability Analysis -- Reliability Analysis in the JPM Project -- UNDERSTANDING MULTIPLE SOURCES OF ERROR -- G-Theory Analysis -- JPM Applications of G-Theory Analysis -- 7 Evaluating the Quality of Performance Measures: Content Representativeness -- From Concept to Practice -- Sampling Issues -- Purposive Sampling -- Random Sampling -- How Representative Are Purposive Samples? -- Rapprochement -- PERFORMANCE MEASUREMENTS AS JOB SIMULATIONS.
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8 Evaluating the Quality of Performance Measures: Criterion-Related Validity Evidence -- OVERVIEW OF CRITERION-RELATED VALIDATION -- Criterion Constructs: Measurement and Justification -- Predictor-Criterion Relationships -- THE NATURE AND INTERRELATIONSHIPS OF CRITERION MEASURES -- Hands-On Measures -- Job Knowledge Tests -- Interviews -- Ratings -- Training Criteria -- RELATIONSHIPS BETWEEN PREDICTORS AND CRITERION MEASURES -- Predictor Constructs -- ASVAB -- Other Predictors -- Problems in Linking Predictor and Criterion Constructs -- Criterion Reliability -- Range Restriction -- Summary of Relationships Between Predictors and Criterion Measures -- Prediction of Hands-On Performance -- Job Experience -- Hands-On Versus Job Knowledge Criterion Measures -- New Predictors -- Predictor and Criterion Measure Construct Similarities -- Job-to-Job Differences in Validities -- FAIRNESS ANALYSIS -- Group-to-Group Differences in Prediction Systems -- Minority Group Comparisons -- The Performance-Based Focus on Fairness -- Gender Comparisons -- CONCLUSION -- 9 The Management of Human Resources -- PERSONNEL ACCESSION AND JOB ALLOCATION -- JOB ALLOCATION AND MULTIPLE STANDARDS -- COMPETENCY SCALES -- SETTING MINIMUM STANDARDS FOR A SINGLE JOB -- The Utility Difference Approach -- The Rand Approach -- Evaluating the Models -- SETTING STANDARDS FOR SEVERAL JOBS -- Revisiting the Rand and Utility Difference Models -- Comparing Jobs -- Generalizing Across Jobs -- SUMMARY -- Coda: The JPM Project and Accession Policy -- References -- Appendix A Service Bibliographies -- AIR FORCE -- ARMY -- MARINE CORPS -- NAVY -- Appendix B Biographical Sketches -- Index.
,
English
Additional Edition:
ISBN 0-309-07659-5
Additional Edition:
ISBN 0-309-04538-X
Language:
English
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