validation process


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validation process

  1. 1. ACKNOWLEDGEMENT REPORT In the name of “Allah”, the most beneficent and merciful who gave me strength and knowledge to complete this work. This assignment is a part of our course “HUMAN RESOURCE MANAGEMENT”. This has proved to be a great experience. I would like to express my gratitude to our course instructor Ms. NELUM; who gave me this opportunity to fulfill this work. She gave me moral support and guided in different matters regarding the topic. She had been very kind and patient while suggesting me the outlines of this assignment. She just did not make our concepts clear but gave us vivid direction and east path to compile this work. We hope that she will continue to guide me in this way in future.
  2. 2. VALIDATION PROCESS HOW TO VALIDATE A TEST: “LECTURER”  STEP 1: ANALYZE THE JOB: JOB DESCRIPTION Title: Lecturer/ Senior Lecturer/Reader Department: Computer Science Reports to: Head of Department Grade: Lecturer/Senior Lecturer/Reader, as appropriate MAIN PURPOSE OF THE JOB: To carry out research, teaching and administration within the Department, especially in the area of Computer Science MAIN DUTIES AND RESPONSIBILIES: • • • • • • • • To teach at undergraduate and graduate level in areas allocated by the Head of Department and reviewed from time to time by the Head of Department. To carry out research and produce publications, or other research outputs, in line with personal objectives agreed in the Staff review process. To obtain research funding support. To engage with the broader scholarly and professional communities. To supervise or assist with supervision of undergraduate, taught graduate (Masters) or research graduate (MPhil/PhD) students. To contribute to the development, planning and implementation of a high quality curriculum. To assist in the development of learning materials, preparing schemes of work and maintaining records to monitor student progress, achievement and attendance. To participate in departmental and faculty seminars aimed at sharing research outcomes and building interdisciplinary collaboration within and outside the department. 2
  3. 3. • • • • • • • • To participate in the development, administration and marking of exams and other assessments. To provide pastoral care and support to students. To participate in the administration of the department’s programmes of study and other activities as requested. To contribute to departmental, faculty, or UCL-wide working groups or committees as requested. To maintain own continuing professional development. To actively follow and promote UCL policies, including Equal Opportunities. To maintain an awareness and observation of fire and health and safety regulations. JOB SPECIFICATION: The person appointed is likely to have the skills and experience listed below. 1. KNOWLEDGE: Essential: A strong knowledge of the subject area combined with a broad subject background enabling contributions to teaching programmes 2. SKILLS: Essential: Excellent interpersonal, oral and written communication skills. Proven record of ability to conduct high quality research which is reflected in the authorship of high quality publications, or other research outputs, in the areas of computer science. Desirable: Proven record of ability to manage time and work to strict deadlines. Evidence of ability to teach and to supervise academic work by undergraduates, masters and doctoral students 3. APTITUDE: Essential: Ability to work collaboratively 4. QUALIFICATION: Essential: PhD Desirable: Membership of a relevant professional organisation 3
  4. 4. 5. EXPERIENCE: Essential: Research in computer science Desirable: Assessment of student work. Curriculum design. Engagement with scholarly/professional community Pastoral care of students. 6. QUALITIES: Essential: Commitment to academic research Commitment to high quality teaching and fostering a positive learning environment for students Commitment to continuous professional development Commitment to public communication Commitment to UCL’s policy of equal opportunity and the ability to work harmoniously with colleagues and students of all cultures and backgrounds. STANDARD OF SUCCESS: The lecturer must have to meet the standard if heshe want success.  Sense of Humor  A Positive Attitude  High Expectations  Consistency  Fairness  Flexibility  STEP 2: CHOOSE THE TEST: 4
  5. 5. We like to choose 4 tests and combine them into a test battery. TESTS ARE: “OCCUPATUINAL PERSONALITY QUESTIONNAIRER” (OPQ TEST) The OPQ32 is used to check the candidate's consistency but predominantly to understand his motives and character. What are the candidates' preferences, what are his strengths and weaknesses? The test comprises over 100 questions that examine 32 different qualities. It is highly complex and is administered on a computer. The candidate is presented with a block of four statements and must choose which of the statements most describes him and which of the four statements best describes him and which of the statements least describes him. “CLERICAL SKILLS TEST” Clerical testing measures the prospective employee's skill at job-relevant tasks for the lecturer we need to know their skills are:  Writing skills, Filing skills, Analyzing skills, Checking skills, typing skills. Communicating skills interpersonal skills. “16 PERSONALITY FACTORS” (16PF TEST) The sixteen Personality Factor Questionnaire is an estimated and commonly used personality test. The 16PF is commonly used as a candidate assessment tool in recruitment selection processes. It is meant to expose traits which the applicant might not even be aware of through the use of a long series of well devised questions, sometimes appearing more than once but with different wordings. The test includes around 200 questions that are built in the same format .The examinee is asked to choose either the True or False answer choices in response to questions that track his behavior patterns. “THE DEMONSTRATION” The Demonstration Teaching (DT) domain is a full-time, supervised. Demonstration Teaching prepares you to tackle the challenges of your own classroom effectively and with confidence. It’s an ideal venue in which to integrate the academic knowledge and teaching skills developed to that point in your program. 5
  6. 6.  STEP 3: ADMINISTER THE TEST: When we hire a lecturer in our computer science department we would use a predictive validation technique because I think it is more suitable as compare to concurrent validation technique to hire a new lecturer. We administer the test of lecturer before we hire her. Then we hire the lecturer using only existing selection techniques. After she would have been on the job for some time, we measure her performance and communication skill, her ability to convey the message properly to students, her interaction skill to the students and how she present herself in front of students and then compare these skills and performance to their earlier test scores.  STEP 4: RELATE YOUR TEST SCORES AND CRITERIA: After administering the test, we would relate her score on the test and her job performance as a lecturer using correlation analysis which shows the degree of statistical relationship. We would determine that how much her performance meets the test score, if she get 95% or above our criteria would be successful. In this step we would determine that either our criteria would be successful on not.  STEP 5: CROSS VALIDATE AND REVALIDATE: The final step of validation process is to review the system validation periodically. The system should be reviewed periodically to provide additional assurance of validation. Before putting the test into use we again check it by cross validate means by again performing the previous indicated steps 3 and 4 with new lecturer. We would also revalidate the test process periodically. To demonstrate content validity we do a careful analysis of lecturer that identifies the required 6
  7. 7. work behavior of the lecturer. Then combine the sample of these behaviors into test. We would also maintain documentation outlining the details of how the review is to be done and what the review should cover. The end result of a review would be a summary of the review and a recommendation as to what to do next. 7