- Title
- Investigating the impact of a psychometric assessment technique in the South African automotive industry
- Creator
- Piro, Karen
- Subject
- Automobile industry and trade -- South Africa -- Employees -- Ability testing
- Subject
- Automobile industry and trade -- South Africa -- Employees -- Training of
- Date Issued
- 2011
- Date
- 2011
- Type
- Thesis
- Type
- Doctoral
- Type
- DPhil
- Identifier
- vital:9397
- Identifier
- http://hdl.handle.net/10948/1381
- Identifier
- Automobile industry and trade -- South Africa -- Employees -- Ability testing
- Identifier
- Automobile industry and trade -- South Africa -- Employees -- Training of
- Description
- This research takes place in a South African multinational automotive industry, which needs to be on the forefront for being globally competitive and sustainable to remain viable in the country. A strategic initiative was embarked upon to identify talent within their staff population, through the psychometric assessment of learning potential. The objective was to identify high potential employees and provide them with the requisite training and development to meet the demands of the rapidly advancing technology. The primary purpose of this study is to investigate the usefulness of the Ability, Process of Information and Learning Battery (APIL) as a psychometric assessment tool for identifying talent, within a heterogeneous workforce. This research adopts a cross-cultural approach as it is comparative in nature and addresses the adequacy of a psychometric instrument in a multicultural context. The Employment Equity Act has transformed the landscape of the use of psychological measurement in South Africa, in that it stipulates that no psychological test that is biased against any cultural group can be used. A sample of 841 heterogeneous staff employees was assessed with three major research objectives: (a) to ensure that the instrument could stand scientific scrutiny thereby complying with the Employment Equity Act; (b) to recommend ways the organisation can identify and understand employees’ talent more holistically; and (c) to manage talent more effectively. The heterogeneous sample was divided into six homogeneous subsets for statistical analysis. This research attempted to answer the first objective through the examination of internal consistency, bias and equivalence of the APIL. Results showed good internal consistency, very good construct equivalence and low item bias, demonstrating the APIL can be applied fairly in a multicultural industrial setting. The second objective was determined by investigating whether significant difference in mean learning potential scores occur among the identified subsets in the sample. Statistical analyses provide clear trend lines indicating that sociopolitical and socioeconomic factors of advantagement and disadvantagement, age and education influence learning potential. However it is also evident that there are individuals across all subsets that demonstrate strong cognitive potential. This supports the rationale on which the APIL was developed, in that it distinguishes people with high learning potential despite the fact that there may be gaps or limitations in skill repertoire due to past disadvantagement. Recommendations to address the third objective is provided by aligning learning potential with the performance management system to provide a holistic overview of the talent composition. This will assist in the identifying of strategic training and development interventions needed at the individual, functional and organisational level, which is key for the South African automotive industry to remain competitive and viable.
- Format
- xii, 143 p
- Format
- Publisher
- Nelson Mandela Metropolitan University
- Publisher
- Faculty of Business and Economic Sciences
- Language
- English
- Rights
- Nelson Mandela Metropolitan University
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NMMU School of Industrial Psychology and Human Resources
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