ABSTRACT
The objectives of this chapter are to describe a new theory of personnel classification, differential assignment theory (DAT); to outline several theoretical and practical controversies involving classification efficiency; to provide research findings of model sampling experiments and of empirical studies on classification efficiency; and to detail the operational implications of findings. This chapter is intended for researchers concerned with selection and assignment of individuals from a common applicant pool to multiple jobs in the employment testing context, and for those professionals interested in work-force productivity and vocational counseling.
