chapter 6 - selection and placement 2
TRANSCRIPT
The degree of freedom of random error.
Results should be absolute rather than relative
The extent to which performance on the measure is related to performance on the job.
All valid measures must be reliable, but reliable measures are not necessarily valid.
Example:-Is there a relationship between the colour of my eyes and the degree of language proficiency?
Predictive Validationseeks to establish an empirical relationship between test scores and eventual job performance.
Concurrent ValidationAssesses the validity of a test by administering it to people already on the job and then correlating test scores with existing measures of each person’s performance.
Demonstrating that the items, questions or problems posed by the test are a representative sample of the kinds of situations or problems that occur on the job.
Exposes the applicant to situations that are likely to occur on the job, and then tests whether he currently has sufficient knowledge, skill, or ability to handle such situations.
The degree to which the validity of a selection method established in one context extends to other contexts.
Example: SAT, LSAT, GMAT, GRE
The degree to which the
information provided by
selection methods
enhances the bottom-line
effectiveness of the
organization in selecting
personnel in real life
situations.
Conforming to existing laws and legal precedents.
Situational Interviews› Experience-Based› Future-Oriented
Must meet validity and reliability standards
Reference Checks have low validity.
Biographical data provides some info,
however, reference checks helps in the
case of applicants who mispresent
themselves.
Application blanks forces applicants to
support their answers with evidence that
includes names, dates and locations.
The Big Five Personality Model
Myers Briggs Type Indicator (MBTI)
Simulating the job in a context to observe the applicant’s performance.
The key is the behavioural consistency between the job requirements and the test requirements
Results demonstrate criterion-related validity and content validity
Tailored tests for each individual job, thus:-› Low generalizability› Expensive to develop
Polygraph Tests (Polygraph Act 1988) Drug Tests Alcohol Tests Human Chorionic Gonadotropin Tests
(HCG)