Role-based assessment

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Modern psychological testing can be traced back to 1908 with the introduction of the first successful intelligence test, the Binet-Simon Scale. [1] From the Binet-Simon came the revised version, the Stanford-Binet, which was used in the development of the Army Alpha and Army Beta tests used by the United States military. [2] During World War I, Robert S. Woodworth developed the Woodworth Personal Data Sheet (WPDS), to determine which soldiers were better prepared to handle the stresses of combat. The WPDS signaled a shift in the focus of psychological testing from intellect to personality. [3]

Contents

By the 1940s, the quantitative measurement of personality traits had become a central theme in psychology, and it has remained so into the 2000s. During this time, numerous variations and versions of 'personality tests' have been created, including the widely used Myers-Briggs, DISC, and Cattell's 16PF Questionnaire. [4]

Role-Based Assessment (RBA) differs significantly from personality testing. [5] Instead of quantifying individual personality factors, RBA's methodology was developed, from its very beginnings, to make qualitative observations of human interaction. [6] In this sense, RBA is a form of behavioral simulation. Understanding the quality of a person's behavior on a team can be a valuable adjunct to other forms of evaluation (such as data on experience, knowledge, skills, and personality) because the ability to successfully cooperate and collaborate with others is fundamental to organizational performance.

Concepts

Coherence

In TGI Role-Based Assessment, 'Coherence' describes a positive and constructive orientation to working with others to achieve common goals, overcome obstacles, and meet organizational needs. [7] [8] [9]

Role

A person's 'Role' describes their strongest affinity for, or attraction to, serving a certain type of organizational need, e.g., planning for the future vs. executing current tasks vs. preserving and sharing knowledge. [10] [11]

Teaming Characteristics

Each RBA report includes a detailed section on 'Teaming Characteristics', which are derived, in part, from the relationship between a person's level of Coherence and their unique Role (or Roles). As their name suggests, Teaming Characteristics can help managers and coaches to understand how well a person will 'fit' within a team and/or adapt to their job responsibilities. [12] [13]

Historical Development

Dr. Janice Presser began collaborating with Dr. Jack Gerber in 1988 to develop tools and methods for measuring the fundamental elements of human 'teaming' behavior, with a goal of improving individual and team performance. Their work combines decodes of research, blending Dr. Presser's earlier work in family and social relationships with Dr. Gerber's 'Mosaic Figures' test, which had been designed to produce qualitative information on how individuals view other people. [14]

Three generations of assessments were developed, tested and used in the context of actual business performance. The initial Executive Behavior Assessment was focused on the behavior of persons with broad responsibility for organizational performance. The second iteration, called the Enhanced Executive Behavior Assessment, incorporated metrics on the behavior of executives working in teams. Drs. Presser and Gerber then successfully applied their testing methodology to team contributors outside of the executive ranks, and as development and testing efforts continued, Role-Based Assessment (RBA) emerged. [15]

By 1999, RBA was established as a paper-based assessment, and was being sold for use in pre-hire screening and organizational development. [16] Drs Presser and Gerber formed The Gabriel Institute in 2001, with the goal of making RBA available to a greater audience via the Internet. [17]

Mid-year in 2009, TGI Role-Based Assessment became generally available as an online assessment instrument. Later in 2009, the Society for Human Resource Management (SHRM) published a two-part white paper by Dr. Presser, which introduced ground- breaking ideas on the measurement and valuation of human synergy in organizations, and an approach to the creation of a strong, positively oriented human infrastructure. [18] [19]

Applications

The most common use of TGI Role-Based Assessment is in pre-hire screening evaluations. RBA's focus on 'teaming' behavior offers a different way to allegedly predict how an individual will fit with company culture, on a given team, and how they are likely to respond to specific job requirements. [20] While other pre-hire testing may run the "risk of violating the ADA" (Americans with Disabilities Act), this does not appear to be an issue with Role-Based Assessment. [21]

RBA is also claimed to have unique potential for strengthening a human infrastructure. Results from RBA reports can be aggregated, providing quantitative data that is used for analysis and resolution of team performance problems, and to identify and select candidates for promotion. [22]

See also

Related Research Articles

Industrial and organizational psychology Branch of psychology

Industrial and organizational psychology, an applied discipline within psychology, is the science of human behavior as it pertains to the workplace. Depending on the country or region of the world, I-O psychology is also known as occupational psychology, organizational psychology, and work and organizational psychology. Industrial, work and organizational psychology (IWO) is the broader, more global term for the field. As an applied field, the discipline involves both research and practice.

Psychological testing Administration of psychological tests

Psychological testing is the administration of psychological tests. Psychological tests are administered by trained evaluators. A person's responses are evaluated according to carefully prescribed guidelines. Scores are thought to reflect individual or group differences in the construct the test purports to measure. The science behind psychological testing is psychometrics.

Clinical neuropsychology

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Personality test Method of assessing human personality constructs

A personality test is a method of assessing human personality constructs. Most personality assessment instruments are in fact introspective self-report questionnaire measures or reports from life records (L-data) such as rating scales. Attempts to construct actual performance tests of personality have been very limited even though Raymond Cattell with his colleague Frank Warburton compiled a list of over 2000 separate objective tests that could be used in constructing objective personality tests. One exception however, was the Objective-Analytic Test Battery, a performance test designed to quantitatively measure 10 factor-analytically discerned personality trait dimensions. A major problem with both L-data and Q-data methods is that because of item transparency, rating scales and self-report questionnaires are highly susceptible to motivational and response distortion ranging all the way from lack of adequate self-insight to downright dissimulation depending on the reason/motivation for the assessment being undertaken.

Recruitment Process of attracting, selecting and appointing candidates to a job or other organization

Recruitment refers to the overall process of identifying, sourcing, screening, shortlisting, and interviewing candidates for jobs within an organization. Recruitment can also refer to the processes involved in choosing individuals for unpaid roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies which support all aspects of recruitment have become widespread, including the use of artificial intelligence (AI).

Human resource management is the strategic approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee-benefits systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.

Personnel selection Methodical process used to hire

Personnel selection is the methodical process used to hire individuals. Although the term can apply to all aspects of the process the most common meaning focuses on the selection of workers. In this respect, selected prospects are separated from rejected applicants with the intention of choosing the person who will be the most successful and make the most valuable contributions to the organization. Its effect on the group is discerned when the selected accomplish their desired impact to the group, through achievement or tenure. The procedure of selection takes after strategy to gather data around a person so as to figure out whether that individual ought to be utilized. The strategies used must be in compliance with the various laws in respect to work force selection.

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Society for Human Resource Management

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Situational judgement test

A situational judgement test (SJT), or situational stress test (SStT) or inventory (SSI) is a type of psychological test which presents the test-taker with realistic, hypothetical scenarios and ask them to identify the most appropriate response or to rank the responses in the order they feel is most effective. SJTs can be presented to test-takers through a variety of modalities, such as booklets, films, or audio recordings. SJTs represent a distinct psychometric approach from the common knowledge-based multiple choice item. They are often used in industrial-organizational psychology applications such as personnel selection. Situational judgement tests tend to determine behavioral tendencies, assessing how an individual will behave in a certain situation, and knowledge instruction, which evaluates the effectiveness of possible responses. Situational judgement tests could also reinforce the status quo with an organization.

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Employment integrity testing

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Individual psychological assessment

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References

  1. ↑ Santrock, John W. (2008) A Topical Approach to Life-Span Development (4th Ed.) Concept of Intelligence (283-284) New York: McGraw-Hill.
  2. ↑ Fancher, R. (1985). The Intelligence Men: Makers of the IQ Controversy. New York:W.W. Norton & Company
  3. ↑ Kaplan, Robert M.; Saccuzzo, Dennis P. (2009). Psychological Testing: Principles, Applications, and Issues (Seventh ed.). Belmont, CA: Wadsworth. pp.  17–18. ISBN   978-0-495-09555-2.
  4. ↑ "Personality Theories, Types and Tests." Businessballs.com. 2009.
  5. ↑ Presser, Janice. "Validating the Business Benefits of TGI Role-Based Assessment". The Gabriel Institute.{{cite web}}: Missing or empty |url= (help)
  6. ↑ Schnapp-Rafael, Marci (2011). "Hiring Top-Quality Team Players: An Executive Recruiter Discovers 'A New Way to Know'" (PDF). Canadian Institute of Management. Summer 2011: 22–23. Archived from the original (PDF) on 2 April 2012.
  7. ↑ "Overvew: TGI Products & Services". The Gabriel Institute. Retrieved 18 September 2011.
  8. ↑ Schick, Shane. "Role-based assessment of IT execs comes to Canada". IT World Canada. CIO Canada. Retrieved 18 September 2011.
  9. ↑ Schnapp-Rafael, Marci (2011). "Hiring Top-Quality Team Players: An Executive Recruiter Discovers 'A New Way to Know'" (PDF). Canadian Institute of Management. Summer 2011: 22–23. Archived from the original (PDF) on 2 April 2012.
  10. ↑ "Overvew: TGI Products & Services". The Gabriel Institute. Retrieved 18 September 2011.
  11. ↑ Schnapp-Rafael, Marci (2011). "Hiring Top-Quality Team Players: An Executive Recruiter Discovers 'A New Way to Know'" (PDF). Canadian Institute of Management. Summer 2011: 22–23. Archived from the original (PDF) on 2 April 2012.
  12. ↑ "Overvew: TGI Products & Services". The Gabriel Institute. Retrieved 18 September 2011.
  13. ↑ Schnapp-Rafael, Marci (2011). "Hiring Top-Quality Team Players: An Executive Recruiter Discovers 'A New Way to Know'" (PDF). Canadian Institute of Management. Summer 2011: 22–23. Archived from the original (PDF) on 2 April 2012.
  14. ↑ Gonzales-Frisbie, Jennifer (2006). "Personality Tests in Jeopardy: An Evaluation of the Seventh Circuit's Decision in Karraler V. Rent-A-Center and its Impact on the Future Use of Personality Tests in Pre-Employment Screening" (PDF). University of Pennsylvania Journal of Labor and Employment Law. 9 (1): 185–205. Retrieved 18 September 2011.
  15. ↑ "Who We Are". The Gabriel Institute. Retrieved 18 September 2011.
  16. ↑ Schick, Shane. "Role-based assessment of IT execs comes to Canada". IT World Canada. CIO Canada. Retrieved 18 September 2011.
  17. ↑ Gonzales-Frisbie, Jennifer (2006). "Personality Tests in Jeopardy: An Evaluation of the Seventh Circuit's Decision in Karraler V. Rent-A-Center and its Impact on the Future Use of Personality Tests in Pre-Employment Screening" (PDF). University of Pennsylvania Journal of Labor and Employment Law. 9 (1): 185–205. Retrieved 18 September 2011.
  18. ↑ SHRM - "The Measurement & Valuation of Human Infrastructure: An Introduction to CHI Indicators"
  19. ↑ SHRM – "The Measurement & Valuation of Human Infrastructure: An Intro. To the 'New Way to Know'"
  20. ↑ Edmonds Wickman, Lindsay. "Role-Based Assessment: Thinking Inside the Box." Talent Management Magazine (October 2008). Media Tec Publishing Inc.
  21. ↑ Gonzales-Frisbie, Jennifer (2006). "Personality Tests in Jeopardy: An Evaluation of the Seventh Circuit's Decision in Karraler V. Rent-A-Center and its Impact on the Future Use of Personality Tests in Pre-Employment Screening" (PDF). University of Pennsylvania Journal of Labor and Employment Law. 9 (1): 185–205. Retrieved 18 September 2011.
  22. ↑ Edmonds Wickman, Lindsay. "Role-Based Assessment: Thinking Inside the Box." Talent Management Magazine (October 2008). Media Tec Publishing Inc.
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