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Title

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1		-Observation in simulated environment
	1	+Role Play

Parent

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1		-Main.Sectoral Layer.Sectoral Layer Glossary.WebHome
	1	+01 Sectoral Layer.Sectoral Layer Glossary.WebHome

Author

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1		-XWiki.ChrisVanGoethem
	1	+XWiki.RandellGreenlee

Content

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4	4
5	5	= Description =
6	6
7		-The simulated environment reflects a real live situation, but is standardised. This makes it possible to build in incentives for behaviour or choices. The situation can be a "copy" of a real live situation, but also a roleplay (for more behaviour skills). The candidate is observed in this simulated situation.
	7	+The candidate is placed in a situation with an actor as counterpart. The actor steers the situation, based on a predefined scenario, passing specific realistic situations. Observation is done based on a checklist.
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9		-This method is used for skills that can be shown in the workspace. The assessment method allows to test very specific competences, as the environment can be controlled. Mainly for practical, observable skills.
	9	+The role play is effective for testing communicative and social competences like interviewing, rhetoric, argumentation, empathy, assertiveness, persuasiveness, sensitivity (behavioral observation). It's also useful for assessing operational readiness, goal orientation, frustration tolerance, persistence, problem solving skills, analytic skills, decision making skills. and. It can test the skill of adapting communication and language to different target groups. The setting of the role play can be a difficult collaborator interview, a conflict with a leading person, a critical incident on the workplace, a discussion with a designer or a discussion with a technical director.
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11	11	----
12	12
13	13	= Quality Concepts =
14	14
15		-== Validity ==
	15	+=== Validity ===
16	16
17		-Since all factors are under control, the internal validity of this method is high. The method excludes unpredictability of situation and environment. So, it is easier to ensure safety. Very specific competencies can be tested. Since the behavior of people can change as a result of the observation situation (Hawthorne effect), internal validity is also threatened. This effect can be partially reduced if the work situation is only filmed (indirect observation). Since it is less a real-life situation, the external validity (transferability) of the observed behavior is lower. A good test will reflect real life situations in a controlled environment as much as possible.
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	18	+The validity of the method is increased by the tasks being appropriate for the competences to be measured. Above all, interpersonal and artistic skills can be assessed with the role play. The following communicative and social skills can be assessed: interviewing, rhetoric, reasoning, empathy, assertiveness, persuasiveness and sensitivity. In order to increase the validity, the selected role-playing situations should be representative of the event technology. It is important to make the situation challenging and relevant. The situations need to occur regularly in real life. As the scenario only reflects one concrete situation there is a risk that it doesn't reflect all situations in professional practice. However, the method is close to real life and is well controllable.
18	18
19		-== Reliability ==
	20	+A particular challenge for the validity of the role play is the requirement on the candidate to be active as an actor. Care should be taken here to make it clear that the acting performance is not assessed. The candidate should be able to develop his role freely and without pressure in order to be able to express his inherent competencies.
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	22	+According to Obermann (2018), the relationship between job success and the results of role play is .16. This corresponds to a very low correlation. It should be noted, however, that in the assessment context, job success is only indirectly relevant in the context of validation.
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	24	+
	25	+=== Reliability ===
	26	+
21	21	The quality of simulated environment observation depends on the accuracy and repeatability of the test setup.
22	22	Simulated environments guarantee equal treatment of candidates, the result should be identical, wherever and by whatever assessors they are conducted. Therefore every candidate is assessed in an identical situation.
23	23	One of the elements in this are well trained assessors and a levelling system, this avoids that assessment would be biased by assessors influenced by previous tests or looking outside the competences to for example not occupation related behaviour.