Alternatives to Performance Testing: Tests of Task Knowledge and Ratings.
HUMAN RESOURCES RESEARCH ORGANIZATION ALEXANDRIA VA
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The authors discuss a combination of methods for assessing job proficiency. A convenient way to classify alternative approaches to assessing task or job proficiency is to consider what is being measured in terms of its remoteness from actual performance. Looking at what is being measured in this way one can identify at least five general strategies. In decreasing order of fidelity from actual task or job performance they are 1 Measurement of performance in the actual job situation where the only change is recognition that a test or measurement is going on 2 Measurement of performance on job sample tests, sometimes in an approximation of the job environment 3 Measurement of performance using simulations involving varying degrees of degradation of the stimulus andor response aspects of the actual performance 4 Measurement, not of performance but rather of information about how a task or job is to be performed-knowledge that should correlate with actual performance and finally 5 Neither the direct measurement of an incumbents performance or of his knowledge but rather the appraisal by a second party, usually a supervisor or sometimes a peer, of how a person carries out his job.
- Personnel Management and Labor Relations