Hra 310 chapter 7
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This document discusses key topics in measuring and evaluating employee selection processes, including reliability, validity, decision making approaches, and assessing the utility of selection systems. It covers statistical methods used in selection like correlation and regression analysis. It also outlines different types of validity like content, criterion-related and predictive validity. Special concerns around test fairness and validity generalization are also addressed. The document provides information on additive models, multiple cutoff, multiple hurdle and profile matching decision making approaches.
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© 2007 Prentice Hall, Inc. All rights
reserved.
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© 2007 Prentice Hall, Inc. All rights
reserved.
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reserved.
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2) No test is perfectly valid on its own; validity depends on how test scores are interpreted and used.
3) Not all validation evidence is equal - it exists on a continuum and should be evaluated accordingly.
4) Context matters - validity depends on how the test was developed and validated, the job being assessed, and other situational factors.
5) Beware of small, unrepresentative samples which can overstate validity and understate adverse impact due to chance.
6) Consider a broad range of job
Lecture25 30
This document discusses quality control and statistical quality control. It defines quality as meeting customer needs and outlines steps to improve quality like better raw materials and technology. Quality control aims to maintain standards and involves choosing control subjects, establishing measurements and standards, measuring performance, comparing to standards, and taking action. Statistical quality control uses statistical methods for quality problems. Sampling methods like single, double, and sequential sampling are used to determine if a lot should be accepted or rejected based on defectives found. The goal of quality control is achieving economical and customer-acceptable quality standards.
Hrm10e ch06
The document provides an overview of employee testing and selection. It discusses the importance of careful selection, concepts of reliability and validity in testing, guidelines for validating tests, common types of tests used in selection like personality and skills tests, the legal and ethical considerations of testing, and how to conduct background investigations and reference checks. The document contains examples, figures, and tables to illustrate key points.
Evaluation of Measurement Instruments.ppt
This document discusses various methods for evaluating the reliability of measurement instruments, including internal consistency, test-retest reliability, interrater reliability, split-half methods, and alternate forms methods. It provides details on calculating and interpreting each type of reliability. Factors that can influence reliability are also examined, such as the number of items, characteristics of test takers, heterogeneity of items and groups, and time between test administrations. The document emphasizes that reliability is important for ensuring measurement tools provide consistent results.
Planning of experiment in industrial research
This document discusses key concepts in the design of experiments. It begins with definitions of systems and processes, and defines an experiment as a test where input variables are deliberately changed to observe their effects on outputs. The objectives of experiments are identified as understanding factor effects and developing models. Basic principles for experimental design are outlined, including randomization, replication, and blocking. Guidelines are provided for various steps in designing an experiment, from problem definition to statistical analysis and conclusions. Examples are given throughout to illustrate experimental design concepts.
HRM
The document summarizes key concepts around employee testing and selection, including:
1. It discusses the importance of reliability and validity in employee testing and outlines the process for validating a test.
2. It provides examples of common types of tests used in employee selection such as intelligence tests, personality tests, and skills tests.
3. It addresses legal and ethical considerations for testing, including the need to ensure tests are nondiscriminatory and do not violate equal employment opportunity laws.
Oliver Wyman Integrating Predictive Analytics in Assumption Setting - 2014 SO...
Oliver Wyman Integrating Predictive Analytics in Assumption Setting - 2014 SO...Guillaume Briere-Giroux
Presentation on the integration of predictive analytics in assumption setting (2014 SOA Annual Meeting, Orlando)Testing and selection
This document discusses employee testing and selection procedures. It defines employment testing as administering written, oral, or other tests to determine job applicant suitability. Employee selection is evaluating candidates for a specific job and choosing someone based on criteria. The document outlines various types of tests, including cognitive, motor, physical, and personality tests. It emphasizes the importance of validating tests and carefully screening applicants to hire the right employees, avoid performance issues, reduce costs, meet legal obligations, and ensure person-job fit.
Ch 8-Slides
This chapter discusses maintaining control and quality improvement. It describes three types of control systems - feedforward, concurrent, and feedback - and their common components like objectives, standards, and evaluation systems. The chapter then addresses quality, defining five types of product quality and five dimensions of service quality. It introduces total quality management (TQM) and its basic principles, including continuous improvement. Seven quality improvement tools are outlined, and Deming's PDCA cycle and his famous 14 points for management are explained.
Lecture 4 employee testing and selection
This document discusses employee testing and selection. It covers the importance of careful selection, basic testing concepts like reliability and validity, different types of tests including cognitive, personality, and honesty tests. It also discusses test validation methods, legal guidelines regarding equal employment opportunities, and considerations for background checks, reference checks, and substance abuse screening in the selection process. The overall purpose is to provide an overview of how testing and assessment can be used to select the right employees.
audit sampling notes
This document discusses audit sampling methods. It defines audit sampling as selecting a subset of a population for the purpose of making inferences about the whole population. Audit sampling helps auditors efficiently gather evidence and detect errors or misstatements. The document discusses factors that affect sample size, different sampling methods like simple random sampling and stratified random sampling, and the purposes of test of controls and substantive testing. It also compares statistical and non-statistical sampling methods.
Effect of Computer-Based Testing on Candidates
Presented at the 8th Conference of the International Test Commission in Amsterdam, The Netherlands, 3-5 July 2012.
desslerch-06-employeetestingandselection-140526231650-phpapp01 (1).pdf
This PowerPoint presentation summarizes key concepts from Chapter 6 of the 11th edition of the textbook "Human Resource Management" by Gary Dessler regarding employee testing and selection. The presentation covers reliability and validity of tests, how to validate a test, guidelines for testing programs, legal and ethical considerations, common types of tests used for selection including cognitive, personality, and work sample tests, and how to conduct background investigations and reference checks.
Dessler ch 06-employee testing and selection
This PowerPoint presentation summarizes key points from Chapter 6 of the 11th edition of the textbook "Human Resource Management" by Gary Dessler regarding employee testing and selection. The presentation covers the importance of reliable and valid testing, different types of tests including cognitive, personality and work sample tests, legal and ethical considerations of testing, and conducting background investigations and reference checks. The overall goal of the chapter is to explain how to properly utilize testing and other tools to select the right employees for jobs.
Quality Assurance of Laboratory Test Results based on ISO/IEC 17025
The document discusses quality assurance of laboratory test results based on ISO/IEC 17025. It discusses the importance of analytical measurement data and ensuring results are accurate and precise. It describes internal quality control procedures like spikes, blanks, and replicates that analysts use to ensure results are correct. It also discusses external quality assurance like participating in inter-laboratory comparisons and proficiency testing schemes. The document emphasizes that laboratories must have quality control procedures to monitor validity of tests and ensure trends in results are detectable.
Reliability and validity w3
This document discusses measurement, reliability, and validity in recruitment and selection. It defines measurement as assigning numbers to represent attributes, and reliability as consistency of scores over time. There are three methods to determine reliability: test-retest, equivalent forms, and split-halves. Validity is whether a test measures what it intends to. There are two types of validity: criterion relates to job performance, and content relates skills to job tasks. The document outlines steps to validate a test including analyzing jobs, choosing tests, administering tests, relating scores to criteria, and cross-validating. It also discusses equal employment opportunity, individual rights, and common types of tests used by employers.
Reliability and validity
This document discusses measurement, reliability, and validity in recruitment and selection. It defines measurement as assigning numbers to represent attributes, and reliability as consistency of scores over time. There are three methods to determine reliability: test-retest, equivalent forms, and split-halves. Validity is whether a test measures what it intends to. There are two types of validity: criterion relates to job performance, and content relates skills to job tasks. The document outlines steps to validate a test including analyzing jobs, choosing tests, administering tests, relating scores to criteria, and cross-validating. It also discusses equal employment opportunity, individual rights, and common types of tests used by employers.
Dpf ksrao ppt_3
This document discusses various demand forecasting methods. It begins by outlining the inputs and outputs of the forecasting process, as well as factors that influence forecasting like management preferences. It then categorizes forecasting methods as quantitative/statistical or qualitative/judgmental, and as projective or causal. Specific forecasting methods are described in detail, including judgmental approaches like surveys and consensus forecasting. Causal/relationship approaches involving regression models and simulation are also outlined. Finally, time series forecasting is discussed, including different elements like trends and seasons, as well as adaptive methods like moving averages and exponential smoothing.
Ch06
The document describes the typical 8-step selection process used by many organizations: 1) initial screening, 2) application, 3) tests, 4) interview, 5) background check, 6) conditional offer, 7) medical exam, and 8) final offer. It discusses best practices for each step including structuring interviews, using employment tests, verifying application information through background checks, and ensuring selection tools are reliable and valid predictors of job performance. The document also notes some global considerations for selection and provides tips for interviewing successfully.
Demand forecasting
Types of Demand Forecasting, Methods of Demand Forecasting, Steps in Demand Forecasting, Qualities of good Demand Forecasting
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desslerch-06-employeetestingandselection-140526231650-phpapp01 (1).pdf
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Quality Assurance of Laboratory Test Results based on ISO/IEC 17025
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Hra 310 chapter 7
- 1. Chapter Seven Measurement and Decision-Making Issues in Selection
- 2. Copyright © Houghton Mifflin Company. All rights reserved. 7–2 Chapter Outline • Statistical Methods in Selection • Reliability • Validity • Decision Making in Selection • Utility of a Selection System
- 3. Copyright © Houghton Mifflin Company. All rights reserved. 7–3 The Selection Process • Measurement – Ensuring that selection tests are reliable and valid • Decision making – Combining information about a person to make hiring decision • Evaluation – Making sure hiring decisions increase firm efficiency and profitability
- 4. Copyright © Houghton Mifflin Company. All rights reserved. 7–4 Statistical Methods in Selection • Correlation Analysis – Degree of linear relationship between variables – Commonly measured by the Pearson product moment correlation coefficient • Regression Analysis – Best fitting line equation
- 5. Copyright © Houghton Mifflin Company. All rights reserved. 7–5 Reliability • Consistency of measurement • Systematic Error versus Random Error • Methods of Measuring Reliability – Test-Retest – Interrater Reliability – Internal Consistency
- 6. Copyright © Houghton Mifflin Company. All rights reserved. 7–6 Validity • Content Validity – Are items a representative sample – Based on job analysis – Determined by judgment of job experts – Lawshe method
- 7. Copyright © Houghton Mifflin Company. All rights reserved. 7–7 Validity (cont’d) • Criterion-Related Validity – does a selection test adequately predict an outcome – Concurrent Validation • Current employees • Predictor and criterion measured at same time • Problem = respresentativeness of sample • Problem = restriction of range
- 8. Copyright © Houghton Mifflin Company. All rights reserved. 7–8 Validity (cont’d) • Predictive Validation – Job applicants – Predictor measured (time 1) – Applicants hired without predictor influence – Criterion measured (time 2) – Problem = sample size needed – Problem = time between T1 and T2
- 9. Copyright © Houghton Mifflin Company. All rights reserved. 7–9 Special Concerns in Validity • Test Fairness – Mean differences in test scores – Equitable treatment – Differential prediction – Differential validity • Validity Generalization
- 10. Copyright © Houghton Mifflin Company. All rights reserved. 7–10 Decision Making in Selection • Additive Models – Higher score = better score – Compensatory model • Multiple Cutoff – Minimum score for each test – Non-compensatory model • Multiple Hurdle – Sequential testing – Minimum score for each test – Non-compensatory model
- 11. Copyright © Houghton Mifflin Company. All rights reserved. 7–11 Decision Making (cont’d) • Profile Matching – Ideal pattern of scores • Adjusting Test Scores of Minority Group Members – In most cases illegal – Fixed bands – Sliding bands
- 12. Copyright © Houghton Mifflin Company. All rights reserved. 7–12 Utility of a Selection System • Efficiency of Selection • Types of selection decisions – Quadrant A: True-Positive Decisions – Quadrant B: False-Negative Decisions – Quadrant C: True-Negative Decisions – Quadrant D: False-Positive Decisions
- 13. Copyright © Houghton Mifflin Company. All rights reserved. 7–13 Utility (cont’d) • Selection Efficiency Is Affected By: – Validity – Selection Ratio – Base Rate of Success • Taylor-Russell Tables – Standard Deviation of Performance in Dollars – Costs Associated with Selection
- 14. Copyright © Houghton Mifflin Company. All rights reserved. 7–14 Review • Statistical Methods in Selection • Reliability • Validity • Decision Making in Selection • Utility of a Selection System