Your SlideShare is downloading. ×
0
VALIDITY & RELIABILITY
ACCURACY OF SELECTION METHODS            PREDICTED VALIDITY100       PERFECT PREDICTION90          ASSESSMENT CENTRES/ SAM...
The Effectiveness of Personnel                         Selection     Legal                                                ...
GENERIC STANDARDS• VALIDITY• RELIABILITY• UTILITY• LEGALITY• IMPACT or FACE  VALIDITY
LEGALITY• Conform to the laws of the country.  – Discriminatory regulations  – Avoid adverse effects on groups  – Age rest...
UTILITY• Degree to which the bottom line is effected  by selection methods  – Increase the probability of acceptance ratio...
VALIDITY“The Extent To Which A Performance Measure Assesses All The Relevant-and Only The Relevant-aspects Of Job Performa...
CONTENT VALIDATIONA Test-validation Strategy Performed“     By Demonstrating That The Items,     Questions, Or Problems Po...
CRITERION-RELATED         VALIDITYA Method Of Establishing The“Validity Of A Personnel SelectionMethod By Showing A Substa...
Methods for calculating validity• Content validity  – expert judgment  – Content validation ratio  Criterion Validity    P...
HOW VALIDATE•   Analyze the job•   Choose the tests•   Administer the test•   Relate the test scores and criteria•   Prepa...
Measure all               Concurrent Validation                                                   current job             ...
Employee Testing and Selection                  (Highest 20%) 57-64                                                       ...
RELIABILITY“The Consistency Of A Performance Measure; The Degree To Which A Performance Measure Is Free From Random Error”.
METHODS FOR ESTB           RELIABILITY•   1. Test retest•   2. Spilt-Half•   3. Parallel test•   4. Calculate Test’s relia...
ACCURACY OF SELECTION METHODS            PREDICTED VALIDITY100       PERFECT PREDICTION90          ASSESSMENT CENTRES/ SAM...
Selection ratio                              High                                                                         ...
Validity Correlation Analysis after Cut Scores are Lowered Satisfactory                                        D          ...
Validity Correlation Analysis after Cut Scores are Highered Satisfactory                                        D         ...
Tests and validity  spr 2012
Upcoming SlideShare
Loading in...5
×

Tests and validity spr 2012

397

Published on

this is one of my Hr Guru presentations ,hope they help u out! kindly acknowledge!

Published in: Technology, Education
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
397
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
18
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Transcript of "Tests and validity spr 2012"

  1. 1. VALIDITY & RELIABILITY
  2. 2. ACCURACY OF SELECTION METHODS PREDICTED VALIDITY100 PERFECT PREDICTION90 ASSESSMENT CENTRES/ SAMPLE TEST80 ABILITY TESTS70 PERSONALITY TESTS (COMBINATION)60 BIODATA50 STRUCTURED INTERVIEWS40 TYPICAL INTERVIEWS30 REFERENCES20 ASTROLOGY10 READING HANDS0 CHANCE PREDICTION
  3. 3. The Effectiveness of Personnel Selection Legal Reacti Method Validity Cost Defensibility on LowApplication blanks Low ? NeutralWeighted application High High High Neutral HighBiographical/Interest blanks Moderate ? Negative LowLetters of recommendation Low Low Positive HighCognitive ability tests Low High Negative HighJob knowledge tests High High Positive HighPerformance tests/work samples High High Positive HighAssessment Centers High Low PositiveInterviews_unstructured; one rater Low Low High NegativeStructured interviews Behavioral orsituational High High High Positive
  4. 4. GENERIC STANDARDS• VALIDITY• RELIABILITY• UTILITY• LEGALITY• IMPACT or FACE VALIDITY
  5. 5. LEGALITY• Conform to the laws of the country. – Discriminatory regulations – Avoid adverse effects on groups – Age restrictions – Disability Quota – Avoid litigations later
  6. 6. UTILITY• Degree to which the bottom line is effected by selection methods – Increase the probability of acceptance ratio. – Turnover types. Eg strong or weak performers. – Type of job: greater utility for higher revenue jobs/ difficult jobs.
  7. 7. VALIDITY“The Extent To Which A Performance Measure Assesses All The Relevant-and Only The Relevant-aspects Of Job Performance.”
  8. 8. CONTENT VALIDATIONA Test-validation Strategy Performed“ By Demonstrating That The Items, Questions, Or Problems Posed By A Test Are A Representative Sample Of The Kinds Of Situations Or Problems That Occur On The Job.”
  9. 9. CRITERION-RELATED VALIDITYA Method Of Establishing The“Validity Of A Personnel SelectionMethod By Showing A SubstantialCorrelation Between Test Scores And Job-performance Scores.”
  10. 10. Methods for calculating validity• Content validity – expert judgment – Content validation ratio Criterion Validity Predictive Validity Concurrent Validity Expressed in coefficient co-relation from – 1 to +1
  11. 11. HOW VALIDATE• Analyze the job• Choose the tests• Administer the test• Relate the test scores and criteria• Prepare an Expectancy Chart• Cross validate and Revalidite
  12. 12. Measure all Concurrent Validation current job incumbents on attribute Obtain correlation between these two Measure all sets of numbers current job Graphic Depiction of Concurrent and incumbents’ performance Predictive Validation Designs Measure all job Predictive Validation applications on attribute Hire some applicants and reject others Obtain correlation between these two Wait for some sets of numbers time period Measure all newly hired job09/21/12 incumbents’ Know more! 13 performance
  13. 13. Employee Testing and Selection (Highest 20%) 57-64 97 (Next highest 20%) 51-56 84Test Scores (Middle 20%) 45-50 71 (Next lowest 20%) 37-44 55 (Lowest 20%) 11-36 29 0 20 40 60 80 100 Chances in a hundred of being rated a ”high performer”; and % of “ high performers” found in each test score group
  14. 14. RELIABILITY“The Consistency Of A Performance Measure; The Degree To Which A Performance Measure Is Free From Random Error”.
  15. 15. METHODS FOR ESTB RELIABILITY• 1. Test retest• 2. Spilt-Half• 3. Parallel test• 4. Calculate Test’s reliability• 5. Calculate Standard deviation
  16. 16. ACCURACY OF SELECTION METHODS PREDICTED VALIDITY100 PERFECT PREDICTION90 ASSESSMENT CENTRES/ SAMPLE TEST80 ABILITY TESTS70 PERSONALITY TESTS (COMBINATION)60 BIODATA50 STRUCTURED INTERVIEWS40 TYPICAL INTERVIEWS30 REFERENCES20 ASTROLOGY10 READING HANDS0 CHANCE PREDICTION
  17. 17. Selection ratio High Base rate D: False A: True Satisfactory negatives PositivesPerformance cutoff score Job Behaviors Unsatisfactory C: True B: False negatives Positives Low Low Selection procedure scores High Unqualified Qualified Selection cutoff score
  18. 18. Validity Correlation Analysis after Cut Scores are Lowered Satisfactory D C Performance Job EUnsatisfactory 0 50 70 Lo Test w score
  19. 19. Validity Correlation Analysis after Cut Scores are Highered Satisfactory D C A B Performance Job EUnsatisfactory 0 50 70 98-100 Lo Test High w score
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×