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"The purpose of this project was to develop an agenda for Special Forces (SF) selection and classification research. Job analysis data, interviews, field observation, and expert judgments about the quality of measures formed the foundation for the Roadmap. The resulting Roadmap is composed of eight projects. Projects 1 and 2, Concurrent Criterion-Related Validation of Readily Available Predictor Measures Against on the Job Performance and Development and Implementation of Content Valid Job Sample Tests, supplement SF selection and classification with measures of leadership, temperament, and communication and analytic skills that could be implemented quickly. Project 3, Validation of Measures of Conventional Army Task Proficiency, Experience and Preference Against Training Performance, addresses the fit between individuals and SF Jobs. Project 4, Validation of Training Performance Against on the Job Performance, would evaluate the usefulness of training data for predicting job performance. Project 5, Predictive Validation of All Predictors Against on the Job Performance, the ultimate test of any selection system, requires maintaining databases for validation purposes. Projects 6-8 involve the development of information to facilitate decision making at the U.S. Army John F. Kennedy Special Warfare Center and School. The are: Development of a Selection and Training Decision Simulator (Project 6), Review of New Measures of Leader Problem Solving Performance (Project 7), and Training Performance Study (Project 8)."--DTIC.
Although ability testing has been an American preoccupation since the 1920s, comparatively little systematic attention has been paid to understanding and measuring the kinds of human performance that tests are commonly used to predictâ€"such as success at school or work. Now, a sustained, large-scale effort has been made to develop measures that are very close to actual performance on the job. The four military services have carried out an ambitious study, called the Joint-Service Job Performance Measurement/Enlistment Standards (JPM) Project, that brings new sophistication to the measurement of performance in work settings. Volume 1 analyzes the JPM experience in the context of human resource management policy in the military. Beginning with a historical overview of the criterion problem, it looks closely at substantive and methodological issues in criterion research suggested by the project: the development of performance measures; sampling, logistical, and standardization problems; evaluating the reliability and content representativeness of performance measures; and the relationship between predictor scores and performance measuresâ€"valuable information that can also be useful in the civilian workplace.