The validation of a performance-based assessment battery
Legislative pressures are being brought to bear on South African employers to demonstrate that occupational assessment is scientifically valid and culture-fair. The development of valid and reliable performance-based assessment tools will enable employers to meet these requirements. The general a...
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ndltd-netd.ac.za-oai-union.ndltd.org-unisa-oai-umkn-dsp01.int.unisa.ac.za-10500-164932016-04-16T04:08:38Z The validation of a performance-based assessment battery Wilson, Irene Rose Viviers, Adriaan Martinus Assessment Performance measurement Competency Signs and samples Behavioural consistency Work sample In-basket Role-play Criterion Rater bias 658.3125 Sales personnel -- Rating of Sales personnel -- Psychological testing Behavioral assessment Performance -- Measurement Legislative pressures are being brought to bear on South African employers to demonstrate that occupational assessment is scientifically valid and culture-fair. The development of valid and reliable performance-based assessment tools will enable employers to meet these requirements. The general aim of this research was to validate a performance-based assessment battery for the placement of sales representatives. A literature survey examined alternative assessment measures and methods of performance measurement, leading to the conclusion that the combination of the work sample as a predictor measure and the managerial rating of performance as a criterion measure offer a practical and cost-effective assessment process to the sales manager. The empirical study involved 54 sales persons working for the Commercial division of an oil marketing company, selling products and services to the commercial and industrial market. By means of the empirical study, a significant correlation was found between performance of sales representatives in terms of the performance-based assessment battery for the entry level of the career ladder and their behaviour in the field as measured by the managerial performance rating instrument. The limitations of the sample, however, prevent the results from being generalised to other organisations. Industrial & Organisational Psychology M.A. (Industrial Psychology) 2015-01-23T04:24:31Z 2015-01-23T04:24:31Z 2001-11 Dissertation http://hdl.handle.net/10500/16493 en 1 online resource (xviii, 173 leaves) |
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Assessment Performance measurement Competency Signs and samples Behavioural consistency Work sample In-basket Role-play Criterion Rater bias 658.3125 Sales personnel -- Rating of Sales personnel -- Psychological testing Behavioral assessment Performance -- Measurement |
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Assessment Performance measurement Competency Signs and samples Behavioural consistency Work sample In-basket Role-play Criterion Rater bias 658.3125 Sales personnel -- Rating of Sales personnel -- Psychological testing Behavioral assessment Performance -- Measurement Wilson, Irene Rose The validation of a performance-based assessment battery |
description |
Legislative pressures are being brought to bear on South African employers to
demonstrate that occupational assessment is scientifically valid and culture-fair.
The development of valid and reliable performance-based assessment
tools will enable employers to meet these requirements. The general aim of
this research was to validate a performance-based assessment battery for the
placement of sales representatives. A literature survey examined alternative
assessment measures and methods of performance measurement, leading to
the conclusion that the combination of the work sample as a predictor
measure and the managerial rating of performance as a criterion measure
offer a practical and cost-effective assessment process to the sales manager.
The empirical study involved 54 sales persons working for the Commercial
division of an oil marketing company, selling products and services to the
commercial and industrial market. By means of the empirical study, a
significant correlation was found between performance of sales
representatives in terms of the performance-based assessment battery for the
entry level of the career ladder and their behaviour in the field as measured by
the managerial performance rating instrument. The limitations of the sample, however, prevent the results from being generalised to other organisations. === Industrial & Organisational Psychology === M.A. (Industrial Psychology) |
author2 |
Viviers, Adriaan Martinus |
author_facet |
Viviers, Adriaan Martinus Wilson, Irene Rose |
author |
Wilson, Irene Rose |
author_sort |
Wilson, Irene Rose |
title |
The validation of a performance-based assessment battery |
title_short |
The validation of a performance-based assessment battery |
title_full |
The validation of a performance-based assessment battery |
title_fullStr |
The validation of a performance-based assessment battery |
title_full_unstemmed |
The validation of a performance-based assessment battery |
title_sort |
validation of a performance-based assessment battery |
publishDate |
2015 |
url |
http://hdl.handle.net/10500/16493 |
work_keys_str_mv |
AT wilsonirenerose thevalidationofaperformancebasedassessmentbattery AT wilsonirenerose validationofaperformancebasedassessmentbattery |
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