Personnel Selection and Classification

Personnel Selection and Classification

Personnel Selection and Classification

Personnel Selection and Classification


Bringing together several key elements needed to identify the most promising themes for future research in selection and classification, this book's underlying aim is to improve job performance by selecting the right persons and matching them most effectively with the right jobs. An emphasis is placed on current, innovative research approaches which in some cases depart substantially from traditional approaches. The contributors -- consisting of professionals in measurement, personnel research, and applied and military psychology -- discuss where the quantum advances of the last decade should take us further.

Comprehensive coverage of the selection and classification domain is provided, including a broad range of topics in each of the following areas: performance conceptualization and measurement, individual differences, and selection and classification decision models. The presentations in each of these areas are integrated into a set of coherent themes. This integration was the product of structured group discussions which also resulted in a further evolution of some of the ideas presented.


Some might question the need for major new research undertakings in selection and classification. Indeed, if selection and classification are viewed as the conduct of routinized test development, validation, and application, such doubts might be justified.

But a much broader view of the subject guided the U.S. Army Research Institute (ARI) Selection and Classification Conference, which was held May 27-28, 1992, at the headquarters of the Human Resources Research Organization (HumRRO) in Alexandria, Virginia. This book presents the edited papers from that conference.

The view guiding this meeting was that many basic issues have not been resolved. in this view, the world of work is seen as complex and multidimensional, and the domain of predictor testing as encompassing all individual characteristics that relate to this world. This view brings together a wide range of topics in selection and classification research, including cognitive psychology, personality theory, interest assessment, psychometric theory, job analysis, organizational psychology, decision theory, and performance measurement.

This broader perspective opens up a panorama of research opportunities and needs. We grouped these topics into three major areas for the conference: (a) conceptualizing and measuring job performance, (b) conceptualizing and measuring individual differences, and (c) operational models for selection and classification decisions.

Historically, performance measurement in selection and classification research relied mostly on ratings or operational performance measures. Researchers seldom had the resources to develop research-only job sample measures. However, during the 1980s, the Joint-Service Job Performance Measurement/Enlistment Standards (JPM) Project (Wigdor &Green, 1991) made hands-on job sample measurement a central focus.

The Army's Project a (Campbell &Zook, 1990; Project A, 1990) was included in the jpm Project but also extended beyond it. Project a (Improving . . .

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