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Report: Workplace Testing

Workplace Testing
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Report: Workplace Testing

Workplace Testing
WORKPLACE TESTING & ASSESSMENT 8

Running Head: WORKPLACE TESTING & ASSESSMENT 1

Workplace Testing & Assessment
Name:
Institutional Af liation:
Date:
*
Table of contents
Introduction 3
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Predictive based assessment 4
Criterion-based assessment 5
Theories supporting predictive and criterion-based assessments 5
Improving work-based assessments 6
Industrial-organizational psychologist role to work-based evaluation 8

Workplace Testing & Assessment
Introduction
In the medical eld of application, work-based assessments remain a crucial
topic for the respective experts. In this case, the industrial, as well as the
organizational psychologists, usually focus on the underlying principles and the
existing methods to make the nal decisions on the best strategies to
implement to guarantee the quality of life. As a controversial topic, the
respective parties must understand the basics of work-based assessments
with the aim of the elimination of the factors which can result in reduced
quality of life (Blustein, 2013). The continued application of work-based
assessments has gotten criticized on various fronts. One of the areas where the
concept of work-based evaluation has been a signi cant source of criticism
includes the predictive and quantitative nature of the approach. Experts argue
that the work-based assessments usually fail to provide the ultimate platform
that incorporates the statistical and forecasting aspects in the results
obtained. Such ndings may not adequately provide the ultimate platform for

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making the required decisions concerning a given issue in the workplace
(Holmboe et al., 2010). Therefore, there has been a rise in the desire to
implement a different approach in the assessment processes which may
incorporate the concepts associated with the provision of results, which are
both predictive and statistical. The primary aim of this paper is to evaluate the
foundation for the work-based assessments and the predictive approaches in
the workplace as well as the associated theories which support the application
of these concepts. Addressing the methods in this case and the foundation for
work-based assessments may form a framework for the de nition of the
weaknesses which this approach exhibits. Further, the identi cation of the
vulnerabilities, in this case, may help in the description of the ultimate
strategies to improve work-based assessments.
Predictive based assessment
In the workplace, the management may need to gain an insight into the
potential exhibited by the employees. The use of the right mechanisms and
approaches in the determination of the employee potential may depend on the
nature of the results expected in the long run. The predictive based
assessments usually revolve around performing a high-level analysis of the
possible changes in the behavior of the employees in the future. This analysis
plays a crucial part in allowing companies to understand the potential changes
which the hired employees may exhibit in the future.
Such changes may either affect or improve the working of the workplace. Each
company seeks to hire a team of employees, which has the abilities to drive
positive change in the rm. In the medical eld and the healthcare sector,
doctors and nurses, among other practitioners, must exhibit the required

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Report: Workplace Testing

abilities to drive positive development in the workplaces where they exercise
their duties.
The foundation for the use of the predictive assessments comes from the
desire to utilize a strategy which captures the statistical aspect of the analysis
and evaluation of the potential behavior and outputs of the employees in the
context. These assessments do not focus necessarily on the underlying
education and or experiences that the potential candidates exhibit. On the
contrary, the strategies rely on the forecast of the potential of the employees
through the use of scienti c methods which in the end aid in the identi cation
of the various strengths that an employee may develop or bring to the
workplace other than the existing education and experience. These
assessments usually based on the notion that an employee who exhibits
additional features and potential other than the curre...