The purpose of this study was to assess the predictive validity of the APIL test battery, designed to identify learning potential. A sample of 235 successful job applicants completed the APIL Battery and the scores obtained were compared with a set of job success ratings provided by their direct managers. The predictive validity and the use of this psychometric device were assessed within the broad context of the provisions of the Employment Equity Act (55 of 1998), and the manner in which the information about an employee is to be used. The findings are generally positive and their implications are discussed below. Opsomming Die doel van hierdie ondersoek was om die voorspellings-geldigheid van die APIL-toetsbattery, wat ontwerp is om leerpotensiaal te identifiseer, te evalueer. n Steekproefvan 235 suksesvolle aansoekers het die APIL-toetsbattery voltooi en die tellings wat sodoende bekom is, is vergelyk met beoordelings van werksukses wat deur hul direkte bestuurders uitgevoer is. Die voorspellingsgeldighede en die gebruik van hierdie psigometriese meetmiddel is binne die bree konteks van die vereistes van die Employment Equity Act (Werkbillikheidswet) (55 van 1998) geeevalueer, sowel as die wyse waarop die inligting oor 'n werknemer gebruik behoort te word. Die bevindings was oor algemeen positiefen hul implikasies word in die artikel bespreek.
The predictive validity of the APIL-B in a financial institution
