book

Technology-Enhanced Assessment of Talent

by Nancy T. Tippins, Seymour Adler

April 2011

Intermediate to advanced

496 pages

13h 15m

English

Jossey-Bass

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What Is Technology-Enhanced Assessment?What Are the Advantages and Disadvantages of Technology-Enhanced Assessments?What Does the Future Hold?Overview of the ChaptersFinal Word
Building High-Quality AssessmentsGathering Psychometric and Validation EvidenceStandardization and EquivalenceCheating, Response Distortion, and RetestingFairness of Technology-Enhanced AssessmentsConclusionReferences
A Framework for Implementing Sustainable TechnologyExecuting the Implementation PlanConcluding ThoughtsReferences
Cognitive Ability and Knowledge TestsNoncognitive Tests and MeasuresConclusionReferences
Considerations for the Use of Computerized Adaptive TestingConsiderations for the Development of a CATApplications of CAT in the Real WorldSummaryReferences
Available TechnologiesApplicant Reactions Research and ModelsJob RelatednessOpportunity to PerformConsistencyFeedbackSelection Information/ExplanationsPropriety of QuestionsNon-Technology-Specific Procedural Justice RulesFuture Directions for Research and PracticeConclusionReferences
The Globalization of Assessment Through TechnologyGrowth of the WebImpact of the Online Revolution on TestingInternational Guidelines for Technology-Based AssessmentCultural Factors Affecting Assessment and the Choice of Norm Reference GroupsInternational Guidelines on Test AdaptationGuidance on the Development and Use of Local vs. Global NormsInternational and National Legal and Professional Standards and GuidelinesProtection of Intellectual PropertyISO Standards Relating to Technology-Enhanced AssessmentConclusionsReferences
Organizational/Political LandscapeVirtual Assessment Center SolutionImplementation and MaintenanceSuccess Metrics and InsightsContinuous Process ImprovementsLessons LearnedReferences
The Changing Role of Human ResourcesThe Hourly (Non-Management) Staffing ChallengeTechnology-Enhanced Staffing SolutionAssessment Development and ValidationSystem Implementation Process and ChallengesSuccess MeasurementLessons Learned
The FBIThe Impetus for ChangeThe Promotion ProcessIn Search of an Automated AssessmentThe Winning SolutionDevelopment and ValidationBenefitsLessons Learned
The ChallengesIdentifying the SolutionThe SolutionProgram InnovationsResultsLessons Learned: The Good, the Bad, and the UglyNew DirectionsReferences
Description of the New Assessment ProcessLessons Learned and RecommendationsConclusionReferences
Description of the VBTDevelopment of VBTsAdministration of the VBTPresent Use of the VBTPsychometric and Related Evidence Supporting the Use of the VBTSuggestions for Future VBT Developers and Lessons LearnedConclusionReferences
Setting the Scene and the Scope of This ContributionStarting at the Beginning: The Driver for UIT Administration of Cognitive Ability TestsExtending the UIT SolutionMeeting Other Challenges to Online Assessment: The Assessment Window, the Employer Value Proposition, and the Candidate's ExperienceIn ConclusionReferences
Organizational ChallengesTechnology-Enhanced Solution: Computer Adaptive TestingImplementation and MaintenanceSuccess MetricsLessons LearnedReferences
Digging for Digital Dirt: Scouring the Internet for Traces of PersonalityScanning the Brain for Intelligence and Personality Characteristics: Modern-Day Phrenology or Modern-Day AssessmentVirtual Reality AssessmentOverall ConclusionsFinal ConclusionsReferences
The AssessmentThe CandidateThe OrganizationSocietyAnswering the Open Questions: Exploitation and ExplorationReferences

Content preview from Technology-Enhanced Assessment of Talent

Chapter Eleven

INNOVATION IN SENIOR-LEVEL ASSESSMENT AND DEVELOPMENT:

Grab ‘em when and where you can

Sandra B. Hartog

This chapter describes an innovative, experiential leadership development program developed in partnership between The Interpublic Group of Companies, Inc., one of the world's leading marketing communication services companies, and its external consultant, a talent management consulting firm. The goal of the program, branded internally as MyLead by IPG, is to provide in-depth, impactful assessment and development to individuals in mid-level to senior leadership roles whose responsibilities include staff leadership, significant client relationships, and business development accountabilities. The target population is dispersed ...