tests and validity spr 2012
DESCRIPTION
this is one of my Hr Guru presentations ,hope they help u out! kindly acknowledge!TRANSCRIPT
VALIDITY & RELIABILITY
ACCURACY OF SELECTION ACCURACY OF SELECTION METHODS PREDICTED VALIDITY METHODS PREDICTED VALIDITY
PERFECT PREDICTIONPERFECT PREDICTION
ASSESSMENT CENTRES/ SAMPLE TESTASSESSMENT CENTRES/ SAMPLE TEST
ABILITY TESTSABILITY TESTS
PERSONALITY TESTS (COMBINATION)PERSONALITY TESTS (COMBINATION)
BIODATABIODATA
STRUCTURED INTERVIEWSSTRUCTURED INTERVIEWS
TYPICAL INTERVIEWSTYPICAL INTERVIEWS
REFERENCESREFERENCES
ASTROLOGYASTROLOGY
READING HANDSREADING HANDS
100100
9090
8080
7070
6060
5050
4040
3030
2020
1010
00CHANCE PREDICTIONCHANCE PREDICTION
The Effectiveness of Personnel Selection
Method Validity CostLegal
Defensibility Reaction
Application blanks LowLow
? Neutral
Weighted application High High High Neutral
Biographical/Interest blanksHigh
Moderate ? Negative
Letters of recommendationLow
Low Low Positive
Cognitive ability testsHigh
Low High Negative
Job knowledge testsHigh
High High Positive
Performance tests/work samplesHigh
High High Positive
Assessment CentersHigh
High Low Positive
Interviews_unstructured; one rater Low Low High Negative
Structured interviews Behavioral or situational High High High Positive
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 restrictions– Disability Quota– Avoid litigations later
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.
VALIDITY“The Extent To Which A
Performance Measure Assesses All The Relevant-and Only The Relevant-aspects Of Job Performance.”
CONTENT VALIDATION
“A 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.”
CRITERION-RELATED VALIDITY
“A Method Of Establishing The Validity Of A Personnel
Selection Method By Showing A Substantial Correlation Between Test Scores And Job-performance Scores.”
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
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
04/10/23 Know more! 13
Measure all current job
incumbents on attribute
Measure all current job
incumbents’ performance
Measure all job applications on
attribute
Hire some applicants and reject others
Wait for some time period
Measure all newly hired job
incumbents’ performance
Obtain correlation
between these two sets of
numbers
Obtain correlation
between these two sets of
numbers
Predictive Validation
Concurrent Validation
Gra
ph
ic D
ep
icti
on
of
Con
cu
rren
t an
d
Pre
dic
tive V
alid
ati
on
Desig
ns
Employee Testing and Selection
(Highest 20%) 57-64 97
(Next highest 20%) 51-56 84
(Middle 20%) 45-50 71
(Next lowest 20%) 37-44 55
(Lowest 20%) 11-36 29
0 20 40 60 80 100
Te
st S
core
s
Chances in a hundred of being rated a ”high performer”; and % of “ high performers” found in each test score group
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 reliability
• 5. Calculate Standard deviation
ACCURACY OF SELECTION ACCURACY OF SELECTION METHODS PREDICTED VALIDITY METHODS PREDICTED VALIDITY
PERFECT PREDICTIONPERFECT PREDICTION
ASSESSMENT CENTRES/ SAMPLE TESTASSESSMENT CENTRES/ SAMPLE TEST
ABILITY TESTSABILITY TESTS
PERSONALITY TESTS (COMBINATION)PERSONALITY TESTS (COMBINATION)
BIODATABIODATA
STRUCTURED INTERVIEWSSTRUCTURED INTERVIEWS
TYPICAL INTERVIEWSTYPICAL INTERVIEWS
REFERENCESREFERENCES
ASTROLOGYASTROLOGY
READING HANDSREADING HANDS
100100
9090
8080
7070
6060
5050
4040
3030
2020
1010
00CHANCE PREDICTIONCHANCE PREDICTION
High
Low
Job
Beh
avio
rs
Low HighSelection procedure scores
D: False negatives A: True
Positives
B: False Positives
C: True negatives
Satisfactory
Unsatisfactory
Pe
rfo
rma
nce
cu
toff
sco
re
Unqualified Qualified
Selection ratio
Bas
e ra
te
Selection cutoff score
Validity Correlation Analysis after Cut Scores are Lowered
Satisfactory
Unsatisfactory
Job
P
erf
orm
an
ce
Low
Test score
0 50 70
D
E
C
Validity Correlation Analysis after Cut Scores are Highered
Satisfactory
Unsatisfactory
Job
P
erf
orm
an
ce
Low
Test score
0 50 70
D
E
C
A
B
High98-100