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(Identical/equivalent) (Of The Same Person)

This document outlines 3 key reasons for carefully selecting employees: performance, cost, and legal obligations. It then discusses ways to evaluate the reliability and validity of selection tests and interviews, including retesting applicants, using equivalent forms, and measuring internal consistency. Reliability can be estimated through test-retest methods and comparing equivalent forms. Validity determines if a test accurately measures the intended skills and predicts job performance, which is important from a legal perspective. Content and criterion validity are discussed as ways to evaluate a test's accuracy in measuring skills needed for the job.

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saimini
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22 views

(Identical/equivalent) (Of The Same Person)

This document outlines 3 key reasons for carefully selecting employees: performance, cost, and legal obligations. It then discusses ways to evaluate the reliability and validity of selection tests and interviews, including retesting applicants, using equivalent forms, and measuring internal consistency. Reliability can be estimated through test-retest methods and comparing equivalent forms. Validity determines if a test accurately measures the intended skills and predicts job performance, which is important from a legal perspective. Content and criterion validity are discussed as ways to evaluate a test's accuracy in measuring skills needed for the job.

Uploaded by

saimini
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Importance of Careful Selection

3 Reasons:
Performance:
Employees Performance depends on subordinates skills.
No required skills?/Abrasive/Obstructionist? =
Cost:
Hiring = costly. Manager? = 10x
Cost =Searching/Traveling and moving/Reference checking cost, interviewing time
Legal Obligations:
Laws regarding
EEO: Non-discriminatory selection process
Negligent hiring: Hiring employees with criminal records who may commit crimes etc.
Reliability of Test:
Re-test
:
(identical/equivalent)

Scores consistency
(of the
same person)
Ways to estimate reliability:
Retest Estimate: Administer- Same test to same person at different points of time. Compare score.
Equivalent form estimate: Administer test by scholastic assessment.
Internal Comparison Estimate: Internal reliability test. Repetitive questions on questionnaires.
Validity of Test:
Accuracy:
Test/Interview

Measures
=?
Accuracy of a test/interview to
- measure what it purports to measure
- fulfills the designed functions

Designed Functions
Fulfill?

Types of Test Validity:


Criterion Validity:
If: Test score

Job performance

(predictor) (criterion)
Those who do well on the test, do well on the job.
poorly
poorly
Content Validity:
If: Test question related to skills/task actually needed for the job.
If the test content is a representative sample of what the person need to know about the job.
Types of Tests:
Test of Cognitive Abilities:
Intelligence test:

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