Using Assessment In Linking HRD to Business Plans : A Competency Based Approach
The use of assessment/ psychometric tests has been increasing rapidly over the past two decades, particularly as the internet has become a popular vehicle for its administration.
This program will provide an easily understood, practical approach to using assessment (psychological or psychometric)that can be applied in planning training and development programs in organizations. including mentoring, out-placement, and team building.
- The Psychology of Assessment
THE PSYCHOLOGY OF ASSESSMENT
Stimulus Response Feedback
1. When we assess people, we evaluate responses to situations.
2. Most forms of assessment evaluate a person's response to the work environment and to other humans ( .e.g. performance appraisals 360-degree feedback Assessment Centers)
3. However, the Stimuli (situations) are different from person to person
standards and criteria This makes the establishment of norms difficult
4. When we evaluate people's Responses to situations as the basis of assessment we must present the same situations (Stimuli to every person being assessed. And we must apply identical criteria for evaluating the Responses
5. This assures us that the Feedback that each manager receives is objectve, fair, neutral (non-political and based on behavlor rather than on the opinion of others
The Managerial Assessment of Proficiency (MAP) apples this psychology and combines case method and interactive video (six hours) that assesses the proficiency of managers on 12 competencies, styles and values.