|In this unit, you read about a variety of resources, such as tests or measures and methods, which can be utilized in a variety of work settings.
In many settings, several of these resources are incorporated into a single comprehensive design or program to address multiple issues or needs, or answer multiple questions. One such program is the assessment center, which you were introduced to in your Psychological Testing and Assessment text. Since an assessment center, or any similar program using multiple assessment techniques (for example, school counseling programs, and special education intervention programs), typically provides decisions regarding a number of questions, then it is important, if not a requirement, to evaluate the program for efficacy and utility.
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Program Evaluation of an Assessment Center
You also learned about the concept of utility in the context of testing and assessment as applied to a single measure in Unit 5. Considerations involved in determining utility can also be applied to large-scale testing programs that employ multiple tests or measures in a selected battery.
While the authors of your Psychological Testing and Assessment text introduced an assessment center from 1956 that incorporated multiple tools and methods, the Thornton and Gibbons’ 2009 article, “Validity of Assessment Centers for Personnel Selection,” elaborated on a review of the validity of elements of contemporary assessment centers and considerations when employing them.
Identify three specific measures for a management assessment center addressing selection, placement, promotion, and career training.
Identify a specific instrument for each of the following areas:
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