ABSTRACT
This chapter describes ways to demonstrate the value of simulations, including reactions of assessees, assessors, and other stakeholders; traditional psychometric evaluations of standardization, reliability, and validity; evidence of fairness and non-discrimination; evidence that trainees actually learn/improve; and broader demonstrations of social validity and impact. Psychometric studies provide empirical evidence that the scores resulting from the simulation effectively serve their intended purpose. Traditionally, three types of evidence have been examined: standardization, reliability, and validity. Although demonstration of the psychometric quality of any personnel assessment technique is often difficult, developers of simulations face special challenges. Standardization is particularly important for some applications when the organization has some strong indication that an administrative or legal challenge may ensue. Organizations using any testing device to make employment decisions about applicants or employees must provide evidence that the techniques are valid, job-related, and non-discriminatory. Content validation evidence is evidence that the content of the simulation mirrors the content of essential job tasks.
