Proceedings of the 1989 IPMAAC Conference on Personnel Assessment (13th, Orlando, Florida, June 18-22, 1989) [electronic resource]
The International Personnel Management Association Assessment Council (IPMAAC) is a non-profit organization of personnel assessment professionals involved in public personnel assessment. Author-generated summaries/outlines of papers are presented. The keynote address is "Ability Testing in the...
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Full Text (via ERIC) |
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| Format: | Electronic eBook |
| Language: | English |
| Published: |
[S.l.] :
Distributed by ERIC Clearinghouse,
1989.
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| Subjects: |
MARC
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| 110 | 2 | |a International Personnel Management Association. | |
| 245 | 1 | 0 | |a Proceedings of the 1989 IPMAAC Conference on Personnel Assessment (13th, Orlando, Florida, June 18-22, 1989) |h [electronic resource] |
| 260 | |a [S.l.] : |b Distributed by ERIC Clearinghouse, |c 1989. | ||
| 300 | |a 254 p. | ||
| 500 | |a ERIC Document Number: ED348375. | ||
| 520 | |a The International Personnel Management Association Assessment Council (IPMAAC) is a non-profit organization of personnel assessment professionals involved in public personnel assessment. Author-generated summaries/outlines of papers are presented. The keynote address is "Ability Testing in the 1980's and Beyond: Some Major Trends" by A. Anastasi. The categories of the summaries of 52 papers include: management issues and innovations; professional and legal issues; assessment center issues; job analysis techniques and research; test construction and validation; uniformed forces testing; bio-data uses; screening and retaining applicants; and developing physical ability standards. Selected topics within the categories include: use of a job element questionnaire and interview to select public safety communications specialists; assessing creativity in a content-valid test; observations of an expert witness; agency-rated scores as an alternative to traditional education and experience ratings for highly specialized job classes; development of valid computer-based tests for assessing divided attention in nuclear power plant operators; strategies for making cut-score determinations on a performance-based observational test; the Missouri School Superintendent Assessment Center Certification Program; empirical validation of firefighter vision standards; the development of tailored response testing; criterion validation of a preemployment psychological test for correctional officers; decision making in assessment centers; assessment centers and bio-data--approaches to managerial selection; video-based structured interviews and testing; managerial incompetence; the development of physical ability standards; the impact of physical standards projects on internal race and sex relations; recent developments in job analysis research; oral board examinations; assessing teacher candidates' writing; the Bush Administration and the 101st Congress; a computerized tracking system; and organizational perspectives on the setting of cutting scores. An author index is included. (SLD) | ||
| 650 | 0 | 7 | |a Assessment Centers (Personnel) |2 ericd. |
| 650 | 0 | 7 | |a Computer Assisted Testing. |2 ericd. |
| 650 | 0 | 7 | |a Computer Simulation. |2 ericd. |
| 650 | 0 | 7 | |a Decision Making. |2 ericd. |
| 650 | 1 | 7 | |a Evaluation Methods. |2 ericd. |
| 650 | 0 | 7 | |a Job Analysis. |2 ericd. |
| 650 | 1 | 7 | |a Job Performance. |2 ericd. |
| 650 | 1 | 7 | |a Occupational Tests. |2 ericd. |
| 650 | 1 | 7 | |a Personnel Evaluation. |2 ericd. |
| 650 | 0 | 7 | |a Personnel Management. |2 ericd. |
| 650 | 0 | 7 | |a Personnel Selection. |2 ericd. |
| 650 | 1 | 7 | |a Public Sector. |2 ericd. |
| 650 | 0 | 7 | |a Test Use. |2 ericd. |
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