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Influencer Marketing
Expand your reach and engage with your target audience using this trending technique that blends celebrity endorsements with social media marketing.
Leading High Performing Remote Teams
How can leaders ensure that performance remains high in remote or hybrid-work environments?
Design Thinking
Learn the 5 phases of this problem-solving methodology and switch from technology-centered to user-centered thinking.
Gantt Chart
Invented in the early 20th century, the Gantt Chart is one of the building blocks of modern project management. In this online course, you'll learn how this tool can be used effectively to monitor progress and achieve your team's goals.
Navigating Change Successfully
The working landscape is continually shifting and being disrupted, so how to employees maintain a sense of stability? Listen to CEO and president of Carl ZEISS Japan Stefan Sacre share his expertise on dealing with change in organizations and entire industries.
Halo Effect
The halo effect is often leveraged for marketing and promotion. But as a type of cognitive bias, it can also have a subconscious impact on decision-making in the workplace. Learn why and (how to overcome it) in this online course.
Anchoring and Framing
Want to increase your confidence during negotiations? Master the principles of anchoring and framing to take your negotiation skills to the next level.
ZOPA and BATNA
Understanding ZOPA and BATNA will help you become a better negotiator, create more value, and feel more confident at the table.
Content Marketing
In this course, you’ll learn how compelling blogs, videos, podcasts, and other media can reach customers and drive sales. You’ll also learn steps for creating an effective content marketing plan, and some important ways to measure its impact and success.
Content marketing is a essential digital marketing strategy for companies looking to provide relevant and useful information to support your community and attract new customers.
Get started on your content marketing journey today.
Sustainable Innovation in Times of Disruption: Choices for a Better Society
There are opportunities for progress all around us. The key is to innovate on these opportunities sustainably.
To help identify most effective path forward, you'll need to gain a global perspective to these challenges in an open discussion. How can Japan and the world take action to create a more sustainable, innovative world? Where do you fit in?
It's time to find out.
Social Media & Digital Communications: Impact on Global Public Opinion
Social and digital media have dominated the communications industry for decades. But it's no secret that social media has the power to sway public opinion, and the way in which many companies use these platforms could be seen as manipulative.
What do companies need to be aware of when utilizing social and digital media? How can these mediums be used to better communicate strategically with the world?
Discover what top media and communications experts have to say.
Blockchain
Blockchain is one of the most captivating technologies out there. Learn what it is and how to make use of its opportunities in this short online course.
Mehrabian’s Rule
The 7-38-55 Rule, developed by Albert Mehrabian, suggests that effective communication relies less on the words we choose than on our tone of our voice, appearance, and body language. Learn how to put this theory to use for better communication in business.
Pareto Principle
Your time and resources are limited. Efficiency means learning to prioritize. The Pareto principle (also called the 80-20 rule) can help you identify the best way to use your time for maximum results.
Country Analysis Framework
Overseas expansion requires careful planning. The Country Analysis Framework can help you look beyond an industry-level analysis and reframe your view based on performance, strategy, and context. Try this short course to learn how it works.
SECI Model
The SECI model illustrates how knowledge is created and shared. Learn how to put it to use for best practices, and how the Japanese concept of “ba” fits in to broaden your perspective.
Johari Window Model
The Johari Window Model is a self-awareness framework that helps you better understand . . . you. Learn how its four quadrants can help you identify gaps between how you see yourself, and how others see you.
Sunk Costs
Wondering if you should continue an investment or look for something new? Sunk costs can have a powerful psychological impact on decision-making. Learn how to recognize them to ensure rational decisions.
CAGE Distance Framework
Want to expand overseas? The CAGE distance framework can help ensure you're constructing a solid global strategy in four areas: cultural, administrative, economic, and geographic. Learn how to leverage useful differences between countries, identify potential obstacles, and achieve global business success.
Groupthink
Groupthink refers to group pressure and the perception of consensus which together lead to ill-formed decisions—or even unnecessary risks. Learn to identify the warning signs of groupthink and apply countermeasures in this online course.
Deductive and Inductive Reasoning
Solving problems with the best results means using two types of thinking: deductive and inductive reasoning. In this online course, learn to form a broad premise, make observations, and form conclusions from different perspectives.
Critical Thinking: Hypothesis-Driven Thinking
Anyone can come up with a good idea. The real challenge is putting that idea into action. In this online course, explore how to form compelling, testable hypotheses and bring ideas to life in your own organization.
Critical Thinking: Structured Reasoning
Even a few simple techniques for logical decision making and persuasion can vastly improve your skills as a leader. Explore how critical thinking can help you evaluate complex business problems, reduce bias, and devise effective solutions.
Critical Thinking: Problem-Solving
Problem-solving is a central business skill, and yet it's the one many people struggle with most. This course will show you how to apply critical thinking techniques to common business examples, avoid misunderstandings, and get at the root of any problem.
How to Dream
Join globally renowned author and Columbia Business School professor Dr. Sheena Iyengar as she explains how to approach your dreams with a new perspective. Learn to reflect on what you long to accomplish and what stands in your way.
Logical Thinking
Logical thinking is at the heart of confident, persuasive decisions. This course will equip you with a five-point approach to more becoming a more logical thinker. Learn to classify ideas and distinguish fact from opinion.
Investing & Diversity: The Changing Faces of Venture Capitalists
Is the venture capital industry embracing diversity in investors? Watch global venture capitalists from around the world discuss the state of things and what needs to be done for a more inclusive future.
Servant Leadership
There's more to leadership than driving a team to profit. In fact, there's a word for looking beyond self-interest to prioritize individual growth: servant leadership. Try this course for a quick breakdown of what that is, how it works, and how it can lead to organizational success.
Organizational Behavior and Leadership
Ever wonder what makes a great leader? Whether your role requires leadership or not, understanding organizational behavior is useful for your career. This course from GLOBIS Unlimited can set you on your way.
Leadership vs. Management
Leadership and management are different skills, but today’s leaders must have both. Try out this course from GLOBIS Unlimited to understand the difference, as well as when and why each skill is necessary for motivation, communication, and value.
Strategy: Creating Value Inside Your Company
Have you ever wondered why certain companies are more successful than others? The answer is strategy: internal processes that control costs, allocate resources, and create value. This course from GLOBIS Unlimited can give you the tools you need for that strategic edge.
Strategy: Understanding the External Environment
To plan strategy on any level, you need to understand your company's external environment. In fact, your level of understanding can impact hiring, budgeting, marketing, or nearly any other part of the business world. Want to learn how to do all that? This course from GLOBIS Unlimited is the perfect first step!
Using Japanese Values to Thrive in Global Business
Japanese companies have unique cultural, communication, and operational challenges. But they also have values that have led to remarkable longevity. Check out this seminar to hear how these values help earn trust from overseas head offices and develop employees.
Turnaround Leadership: The Differences Between Japan and the West
What's the best way for leaders to communicate a shift in corporate strategy? How do you even know when it's time for such a change? This course explains how Japan might have one answer, Western companies another.
Conflict Management
Conflicts in the workplace are inevitable. But they can lead to positive outcomes if they’re managed well. Check out this online course for a two-step process that can help you manage conflict successfully.
Evernote Founder: How Tech Startups Can Break through in Japan
Can startup models from Hollywood and Silicon Valley succeed anywhere? Phil Libin, cofounder and CEO of startup incubator All Turtles, explains how AI can solve everyday problems to bring products to market.
Women Empowerment: Lessons from Cartier
How can women overcome gender inequality and reach their leadership goals? Cartier Japan CEO June Miyachi shares her secret in this special course from GLOBIS Unlimited.
Marketing: Reaching Your Target
Every company works hard to get its products into the hands of customers. Are you doing everything you can to compete? In this course, you’ll find a winning formula to turn a product idea into real sales. Follow along through the fundamentals of the marketing mix and see how companies successfully bring products to market.
Marketing Mix
Seeing good products into the hands of customers is no easy task. The marketing mix can help. It's a collection of strategies and tactics companies utilize to get customers to purchase their products or services, and is an essential part of the overall marketing process.
The Principles of Negotiation
With the proper skills and attitude, anyone can become a successful negotiator. But first, you'll need to learn the basics to prepare for, assess, and respond to offers for the best results. GLOBIS Unlimited can help.
Negotiation: Creating Value
Want to create more shared value between yourself and your negotiation opponent? Discover how cognitive bias affects the judgment of others. Try this course from GLOBIS Unlimited to master the value of negotiation.
Finding Your Life Purpose with Ikigai
Ikigai can guide you in your quest for self-discovery. Listen to Japanese brain scientist Ken Mogi explain why and how.
Maslow’s Hierarchy of Needs
Want to leverage Maslow's Hierarchy of Needs as a leader? Try this short course to see how the theory can be applied in practical work scenarios.
Confirmation Bias
We all subconsciously collect information that reinforces our preconceptions. It's natural . . . but it does lead to a kind of flawed decision-making called confirmation bias. To become more objective and impartial, check out this course from GLOBIS Unlimited!
An Investor's Lesson to Entrepreneurs
Entrepreneurs have the power to transform societies for the better. But how do you attract investors to start or grow a business? Or to sell one? Check out this seminar for the answers to these and more, straight from a master venture capitalist!
Managerial Accounting
Managerial accounting is a powerful way to measure progress, identify problems, and meet your goals. Check out this course to learn how data-backed decisions can help you run your business.
Finance Basics: 1
For a healthy mix of quantitative planning, evaluation, and management, you need solid decision-making. And finance is the secret sauce! Get the essentials of finance in this two-part course from GLOBIS Unlimited.
Basic Accounting: Financial Analysis
Want to compare your performance vs. a competitor? Or evaluate a potential vendor? Then you'll need to conduct a financial analysis. This course will teach you how to use three financial statements and evaluate financial performance in terms of profitability, efficiency, soundness, growth, and overall strength.
Career Anchors
What drives you to be good at your job?
Career anchors are based on your values, desires, motivations, and abilities. They are the immovable parts of your professional self-image that guide you throughout your career journey.
Try this short GLOBIS Unlimited course to identify which of the eight career anchors is yours!
Digital Marketing Psychology to Transform Your Business
How does digital marketing really differ from traditional marketing? How is social media changing things really? And what's going on in Asia?
Pyramid Structure
Having the pyramid structure in your communication toolkit can not only help you approach a problem, but convince others that your solution is valid. Break away from linear thinking and test your logical thinking with this course from GLOBIS Unlimited!
Leadership with Passion through Kokorozashi
The key ingredient to success? Passion.
Finding your kokorozashi will unify your passions and skills to create positive change in society. This GLOBIS Unlimited course will help you develop the values and lifelong goals you need to become a strong, passion-driven leader.
AI First Companies – Implementation and Impact
AI is changing the way companies operate. How do you structure teams to increase efficiency?
Technovate in the Era of Industry 4.0
Is Industry 4.0 is the next step of human evolution human civilization? Dr. Jorge Calvo seems to think so. Join him to learn how the past can help you set goals for an exciting future of digital innovation.
Technovate Thinking
Business leaders of tomorrow need to harness the power of technology and innovation. That means understanding algorithms and how they drive business results. Discover opportunities to make technology work for your competitive edge.
Product Life Cycle
Every product takes a natural course through the market—there's a how, when, and why customers adopt products at different stages. Check out this course from GLOBIS Unlimited to find out how a product you use every day is part of this cycle.
Logic Tree
Logical thinking is the most valuable asset any business professional can have. That's why logic trees are such a valuable tool—they can help you identify a problem, break it down, and build it back up to a solution.
MECE Principle
Using the MECE principle can help ensure you categorize without gaps or overlaps. Check out this course from GLOBIS Unlimited for a practical demonstration of how it works!
Psychology-based assessments are central to modern HR—from tracking performance and diagnosing DEI issues to understanding employee well-being. Given the complexity of developing in-house measures, many companies turn to external vendors. But how can HR teams be sure an existing assessment will provide high-quality, actionable, and ethical information?
The risks of using a low-quality tool are substantial: flawed decision-making, wasted resources, and even harm to employees. Used in high-stakes situations such as hiring and performance reviews, assessments carry significant consequences for people’s lives. And the “science-based” veneer lends the results a strong sense of authority, shaping how respondents view their abilities and personality in ways that influence self-esteem and life decisions.
This first article in our series introduces the core concepts psychometricians (assessment experts) use to judge quality—validity, reliability, and error—and outlines the critical ethical and reporting standards every HR team must demand.
Key Concepts for Judging Assessment Quality
There are a few fundamental concepts that are essential to understand in order to judge the quality of an assessment.
Medical doctors can directly measure diseases, for example, by taking someone’s blood. But many of the constructs targeted in HR assessments—evaluations, judgments, attitudes—cannot be directly measured. The difference between “reality” and the results of an HR assessment is called error.
Error clouds results and makes it harder to identify real issues or act on the data. Thus, an assessment’s quality is judged by the extent to which error is present.
There are two key standards for judging whether an assessment has successfully minimized error: validity and reliability.
Validity vs. Reliability
Validity refers to the extent to which the results of an assessment accurately represent the construct they are intended to represent.
Reliability refers to how consistently an assessment captures the target construct.
To put it in very clear terms: think of a bathroom scale. A scale with low reliability will tell you that you weigh 65 kg today, 80 kg tomorrow, and 50 kg the next day. Whereas if the scale tells you that you weigh 60 kg three days in a row—but in reality you weigh 50 kg—then that scale is reliable but not valid.
Understanding Error
The assessment creator’s goal is to minimize error by eliminating its sources. Three important sources of error are method effects, inconsistent interpretation, and random responding.
- Method effects happen when a characteristic of the assessment itself biases answers—for example, if the rating scale switches direction halfway through, people may accidentally click the opposite of what they mean.
- Inconsistent interpretation occurs when respondents understand questions differently. For instance, one person might interpret “I occasionally feel stressed at work” as once a week, while another thinks it means once a month.
- Finally, random responding can happen when people get tired, confused, or impatient—leading them to click at random to get it over with.
What Steps Have Been Taken to Encourage Honest Responding?
To get honest responses, much of the onus is on the HR team. Employees worry about being punished by their managers, or they worry about getting their managers in trouble. To reduce concerns, HR should:
- Actively protect confidentiality.
- Present results in aggregate, waiting until at least three employees provide responses.
- Show employees exactly what information supervisors will and will not see.
- Explain the purpose of the assessment, how results will be used.
- Offer a convincing rationale for why honest responses matter.
- Provide space for employees to ask questions about the process.
- Never dismiss employee concerns about negative consequences—fears of retaliation or misuse are reasonable.
What Information is Provided on the Report?
Assessment reports should clearly explain the results and provide enough context to ensure the information is useful. It also ensures its ethics by minimizing the risk of misunderstanding or misuse.
- Meaning of Results: An effective assessment report should define the construct being assessed and provide context for the results. For example, if an engagement assessment report states only ‘Manager A’s team scored 4 out of 10.’ Not only is this not particularly useful, it could also cause HR to mistakenly punish A for having poor leadership, when in fact a score of 4 represents high levels of engagement compared to benchmarks.
- Score Distribution: For example, a score of “5” is misleading if half the team had a score of “1” and the other half had a score of “10.” Thus, in addition to a summary score, it is helpful to also provide a range of scores (“mean of 5, with scores ranging from 1 to 10”) and a graphic representation of the data (e.g., histogram).
- Scoring Method: For example, is the score calculated using a mean, or a complex weighting system.
- Suggested Uses: The intended use case for the assessment should be clearly stated. This includes:
- What constructs the assessment has been validated to measure (e.g., job satisfaction, performance). Given evidence of an assessment’s quality only applies when an assessment is used as intended (detailed in the next article), be wary of “off-label” uses of an assessment as the quality of the assessment cannot be determined.
- How the results can be used. The intended use of an assessment should be clearly stated, including how its results can and cannot be applied. For example, be wary if the creator of a forced-choice test claims it can be used for comparisons, such as matching new hires to teams. Caution is especially needed when using an assessment to evaluate performance, as the damage that can arise from misinterpretation is greater.
- Who should have access to the results (e.g., executives, managers, HR teams, respondents). Many executives and managers want to have access to the results of assessments (rather than just reports based on them). However, this can backfire in several ways, such as increasing employee fear of being honest, thus decreasing the ability to collect useful information.
Additional Ethical Considerations
Informed Consent
Ideally before employees are asked to take an assessment, they are to the greatest extent possible given information about the nature of the assessment, how it will be used, limits of confidentiality, and a chance to ask and get answers to questions. These are the conditions of informed consent identified by the American Psychological Association’s ethics guidelines. It’s acceptable to conclude that employees give informed consent for all evaluation and assessment at the time of joining the company, but repeating this process before each introduction of a new assessment will increase employees’ trust and motivation to participate fully in the assessment process. This kind of informed consent may be especially appreciated during the hiring process, where the stakes are high.
Do Respondents Get to See the Results?
The APA ethics guidelines recommend that all reasonable steps are taken to let respondents know the results of assessments concerning themselves. Of course this is not always possible, for example, in the context of hiring decisions. Transparently providing results relieves employee anxiety, thus increasing their willingness to be honest. It should also increase employee motivation to engage: employees will fail to adopt an ongoing assessment initiative if they never see the results, and don’t see any action being taken with them—it feels like throwing their effort into a black hole.
Wrapping Up
The fundamental quality of your HR decisions hinges on the quality of your assessment tools. Understanding validity, reliability, and error empowers you to look past marketing claims and demand evidence. Furthermore, rigorous ethical practices—including informed consent, protected confidentiality, and transparent reporting—are non-negotiable for maintaining employee trust and ensuring the data you collect is both useful and morally sound. In the next article in this series, we will move from these core concepts to the practical, detailed checks you can perform on an assessment’s actual design: the science of judging item writing (questions and response options).
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