Hi Marc
Very glad to see your query
I believe in a very comprehensive all inclusive development particularly for high potentials that should include technical, soft, leadership and strategic competencies.
Unfortunately main stream development and education focuses mainly in technical, and very generic leadership and strategic competencies. Soft, aspects are hardly developed, explored and very sadly non or very little empirical research exists. These research I argue can be of extreme value for professionals and organizations.
In an effort to provide the greatest value in my organization in regards to providing all inclusive comprehensive development, we employ psychometric tests such as the Hogan assessments and the Leader Versatile Index these two tools are greatly useful since out of very specific tailored competencies (in relation to their field) our employees have a good understanding and awareness of developmental needs including soft, leadership and strategic competencies. Each selected employee has his own coach with many years of experience. From a technical perspective we provide a mentor who inclusively evaluates soft, leadership, strategic and technical skills development and performance at development.
The heart and soul of our development strategy is based on psychometric tests.
With best wishes
Alberto R. Melgoza, PhD, MBR, ANAM, FASHRM, FGTAB
البرتو راميرز ملقوزا
FSD Business Academy
Finance, Strategy and Development
C-Suite Financial Executive Development Head
FSD Soft and Leadership Competency Development Head
Saudi Aramco
Mob. +966 507 260 177
Sent from my iPhone
On Feb 23, 2017, at 11:37 PM, Anderson, Marc [MGMT] <
mha@IASTATE.EDU> wrote:
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Dear colleagues,
I'm looking for suggestions of materials (academic studies, popular articles, statistics, case studies, etc.) that discuss the prevalence and actual use of personality and intelligence tests in organizations (especially business organizations). For example, I'd like to know how many organizations use psychological tests of various kinds and for what purposes (e.g., selection, promotion, team building, diversity appreciation, etc.), and ideally which specific tests they use.
One key article I've found that's been helpful is:
Rothstein, M. G., & Goffin, R. D. 2006. The use of personality measures in personnel selection: What does current research support? Human Resource Management Review, 16: 155-180.
Beyond that, I've found a handful of Wall Street Journal articles that look useful (and I'm aware of the literature on faking that is relevant), but I'd like to see what else is out there that will help me get a better sense of how psychological tests are actually used by businesses.
Many thanks in advance!
Marc
Marc H. Anderson
Dean's Fellow in Management
Associate Professor
Department of Management
College of Business
Iowa State University
2350 Gerdin Business Building
Ames, IA 50011-1350
Ph: 515-520-2217
Fax: 515-294-7112
email: mha@iastate.edu
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