Tag Archives: CAT

Photographs As Items for Assessment – Free Example

Photographs of people in activity is a promising newer area for development of business-relevant assessments that has been in use for years in healthcare.  Originally developed in the Netherlands to help patients suffering from fear of pain when moving the body (kinesiophobia), the University of Maastricht’s website has details on citations and free compressed (zipped file) short version of the main test.

Clearly, this same approach could be used to develop more engaging employee and organizational assessments that may be difficult to fake, have better face validity, and more workplace fidelity than other types of items.  Further, with cheap and even free video sites, video items could also play a bigger role in future assessments.

Consider these possible fruitful examples.

a) Vocational Interest Assessment

Vocational interest tests help people identify career paths for which their interests, values, and aptitudes are particularly suited.  But most all are purely text-based.  What if each career alternative had photographs of the tasks in each job or job family, with video vignettes of major tasks?  Perhaps this could be a fun way to assess what activities and careers would ultimately help the person realize their goals.  Take another look at the picture at the top of this article.  It’s an actual picture from PHODA’s assessment, but couldn’t it represent the task of lifting articles out of a trunk for the job of a taxicab driver?

b) Employee Selection

Cognitive and knowledge-based tests are often used to select new employees, but not nearly as often or instead of the ubiquitous job interview.  What if good instruments could be developed, perhaps with a combination of item types, to include pictures?  People could rate pictures like this one on the degree to which it looks similar to their desk – would you expect highly conscientious people to endorse this picture?

I would guess that highly conscientious and prudent people would be unlikely to indicate that this picture reflects their own office.  Sales Convention pictures would be good for the high-end of extraversion; Police taking down violent offenders for low levels of agreeableness.  The potential for pre-hire selection, especially using to add to Computer-Adaptive Testing item banks is tremendous.

c) Culture & Climate

Static pictures may be difficult to identify that reflect various organizational cultural differences, but videos could certainly be used to assess these. 

As optimistic as I am about the potential for picture-based items to take a larger role in organizational assessment, I recognize there are also downsides.  First, while digital cameras are cheap, actors may not be.  If you can find existing workplaces where you can take these pictures, it may help you avoid hiring actors for static pictures, but perhaps not for videos that could really suffer with amateur actors.

Second, one New Zeland user of the PHODA complains that if the photographs are context-specific, they can loose value in other contexts.  I remember once when I worked for AT&T Microelectronics, we hired Wally Borman to redo his 1970’s era rater training videos because while the content was good, the actors wore sideburns, bell-bottoms and leisure suits.  This was never going to be very persuasive as “cutting edge” to managers in a bleeding-edge semiconductor factory (computer chips).

Do you see the same potential for photograph-based items as The Scientific Leader?

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Australian CAT for Kids

The Australian State of Victoria’s standard educational assessments include computer-adaptive tests (CATs), reports their new, free manual on report interpretation.  I was pleased to discover that the Victorian Curriculum and Assessment Authority uses the most modern form of human assessment to help children of all ages learn.

In particular, it is noteworthy that their easy-to-read manual includes an understanding of Rasch Measurement.  It notes the specific locations where there are items that are out of scope for a given assessment.  In these places, the child is mismatched with the test – the questions are either too hard or too easy to produce a trustworthy metric.

I’m hopeful that Australia’s educational leadership rubs off on more schools around the world.

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CAT for Senior Citizens

Professor Jette

Can Computer-Adaptive Testing Help Senior Citizens?  Research from Boston University suggests it can.  Professor Alan Jette, Director of the Boston University Health & Disability Research Institute published a recent paper examining disability assessments in traditional and computer forms.  With data from 671 older adults residing in care facilities, CAT compared favorably with fixed-form scales, even for a version of the CAT with only 10 questions.  In his study, each CAT was administered in less than three minutes, and were highly correlated with the original instrument.

His research strongly suggests that in situations where time is a scarce resource, and measurement fidelity is still important, that Computer-Adaptive Measurement approaches are often more useful than others.

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Utah Leadership Supports Computer-Adaptive Testing In Spite of “No Bureaucrat Left Behind” Act

Nine schools in Utah have found the benefits of Computer-Adaptive Testing to trump older methods.  Adaptive tests change to match a student’s skill level, avoiding wasted time and effort on questions that are far below or above their proficiency level.  They’re also at least 20% shorter.  This allows for periodic reassessment, and personalized focus on the specific curricular areas a learner needs to work on.  Each student is treated as a special, unique person.

But the US Federal Government’s Department of Education is behind the times, and making it difficult for Utah to use the modern psychometric methods, according to Utah’s Daily Herald.  The “No Child Left Behind Act” requires outdated, non-adaptive methods to be used in addition to the modern approaches.  While on the surface, the DoE’s request for peer review is something that is good, in applied settings, it’s rarely used.  The instruments I’ve developed would certainly pass the scrutiny of my peers, and the feedback they give is useful.  But these extra steps are typically unnecessary to ensure that instrumentation is useful, as long as professionals develop the Computer-Adaptive Tests.  It’s downright destructive to children for the federal government to force Utah to use outdated, longer, and less precise measures of learning.  While I presume those favored by Washington are “peer reviewed”, I suspect that the review committee is selected by those who are friends of politicians, and are likely unskilled in the recent developments in computer-adaptive measurement.

Fortunately, Utah appears to have visionary, contemporary leadership about steadfastly supporting good measurement to help children learn.  The Utah Legislature, the State School Board and Governor all approved the plan to continue to use it – and the Feds require the outdated assessments to be used as well.  This is both a hassle, unnecessary cost, and an opportunity cost – the children could have been spending the time they’ll take on the DoE tests on learning something new.  Are you a visionary leader like the folks in Utah?  More by The Scientific Leader on Computer-Adaptive Measurement, applied to organizations and business is free here.

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India’s Harvard to Use Computer Adaptive Testing

The premier management schools in India, the Indian Institutes of Management (IIMs) are migrating their common admission test to a computer adaptive test, using the same technologies deployed in the US to certify physicians, and offered by The Scientific Leader.  The Business Standard reports that IIM is seeking better information on the performance students, hence their desire to migrate to the most sophisticated form of human assessment available in the field of psychometrics.  IIM will use their CAT system to assess over 250,000 students for only 1,800 seats at IIM and other business schools.  With those large numbers taking the test, IIM will also benefit from adaptive testing’s improved question security – as every person gets a personalized test, and it’s rare that two people get the same questions with adaptive measurement.  CATs are unrelated to any sort of measurement of felines.

Are you tired of tedious tests?  Worried about the security of your high-stakes tests?  I encourage you to check out The Scientific Leader’s free whitepaper on the applications of Computer Adaptive Testing to leadership assessment.

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American and European Human Capital Options

A derivative is a financial instrument that gets it’s value from something else.  One special type is an “option” that gives the owner a right, but not the obligation, to buy or sell an asset.  Human resource, or personnel, employment is a special case of Real Options applied to people. In our case, though, we own ourselves and our labor, but for the right price we’re willing to lease it out to employers and clients for a period of time. 

In the case of employment, hiring an employee amounts to buying (call option) the right to utilize labor for 8 hours a day.  In some cases, the terms of an employment contract are extremely limited, such as contracts for professional athletes and union members.  These amount to a European option, such as the case where the owner of a baseball team has the right to release an athlete, on but not before a certain date.  The more flexible type of employment arrangement is the American option variety.  With an American option, the owner can exercise their right (e.g. liquidate the asset, or fire the employee) without respect to a specific date.  In option terms, letting a person go, or not hiring a consultant for another project is called a “put option”.

But with human assets, there are numerous other options employers can choose to take – including redeploying people to work on new projects, in new departments and in different jobs.  The more flexible a person in having skills and motivation to work in areas that are profitable to the firm, the more valuable the person. 

When mixed with psychometrics such as The Scientific Leader’s Computer-Adaptive Measurement(TM) approach, human capital can be valued the same way as other uncertain financial assets – using Managerial Real Options.  Have you valued your human capital the same way as professional financiers?  Do you know where your human capital is best deployed in the portfolio of job tasks and projects in your firm?  How flexible and adaptable is your workforce – to be able to redeploy them to new work as customers, markets, and economic crises unfold?  Have you considered the option of investing in growing the skills of your employees to increase their value and reduce your risk, through training and development?

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Market Yodels for New Yahoo CEO

Yahoo’s stock rose 17% today, after CEO and co-founder Jerry Yang announced his decision to step down from the top post., according to Bloomberg.

Yang was a leader who co-founded Yahoo, which in its’ hayday was one of the premier new economy internet companies.  But in the last decade, Yahoo has not maintained it’s innovative streak, and lost search engine share to Google and Microsoft.   Yang’s brief 17-month tenure was marked by failed mergers and partnerships that caused the stock price to plunge, reports CNN.  The New York Times reports that one of his highest profile failures was rejecting a $44B acquisition offer from Microsoft last spring.  Could leadership science have predicted this with Yang at the lead?

Perhaps.  The “Full Range” leadership model by Bass & Avolio is supported by 20+ years of research showing that charismatic, transformational leaders outperform their counterparts.  Their work strongly shows that followers walk over hot coals for leaders who connect with their people as individuals, provide intellectual stimulation and walk their talk.  According to CNET, Yang’s early November performance at a Web 2.0 summit was described as a “train wreck”, “self-delusional” and “making a mockery of the vaunted company he helped create”.  They argue that Yang can’t sell his vision inside or outside the company, that

 “He lacks the out-sized personality and charisma that is needed to inspire confidence in battles for the soul of a company.  He has to convince employees, shareholders, customers, and partners
that no matter how difficult the situation, he can lead Yahoo to the
promised land. Think reality-distortion field Steve Jobs, no-software
Marc Benioff, dancing bear Steve Ballmer, the disarming Howard
Stringer, the professorial Eric Schmidt, or the preacher John Chambers.
Bill Gates doesn’t have the most charismatic or endearing personality,
but he manages to control interviews, delivering the messages he wants.

Because there is substantial evidence that the sorts of charismatic leadership factors predict leadership performance, or in Yahoo’s case, non-performance, The Scientific Leader’s computer-adaptive assessments of leadership are based on Bass & Avolio’s work.  I invite you to make your own judgment of Mr. Yang by reviewing this link of one of his last interviews before stepping down.  Is this interview a trainwreck?  Is he charismatic to you?

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