The thesis of this article is that the single psychological test or test system is a wholly inadequate decision‐aid to address the strategic problem‐objectives of the people aspect of business. After reviewing the current uses of the single test the article outlines the properties and tasks of psychological measurement. It proposes that only the joint use of several tests relevant to a specific problem objective can improve the accuracy of management decisions on people in the varied contexts of business.
MCB UP Ltd
Copyright © 1991, MCB UP Limited