An employers goal is to hire an applicant who possesses the knowledge, skills, abilities, or other attributes (KSAOs) required to perform the job
A Selection Model
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Construct
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Building a Foundation
Reliability: the degree to which observed scores are free from random measurement errors; an indication of the stability or dependability of a set of measurements over repeated applications of the measurement procedure
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True score: the average score that an individual would earn on an infinite number of administrations of the same test or parallel versions of the same test
Error score (or measurement error): the hypothetical difference between an observed score and a true score
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Test and Retest Alternate Forms Internal Consistency Inter-Rater Reliability Choosing an Index of Reliability
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Validity
Validity: the legitimacy or correctness of the inferences that are drawn from a set of measurements or other specified procedures; the degree to which accumulated evidence and theory support specific interpretations of test scores in the context of the tests proposed use
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Construct and content validity: validation strategies that provide evidence based on
test content
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Predictive evidence: obtained through research designs that establish a correlation between predictor scores obtained before an applicant is hired and criteria obtained at a later time, usually after an applicant is employed
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Concurrent evidence: obtained through research designs that establish a correlation between predictor and criteria scores from information that is collected at approximately the same time from a specific group of workers
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Validity Generalization
Validity generalization: the application of validity evidence, obtained through metaanalysis of data obtained from many situations, to other situations that are similar to hose on which the meta-analysis is based
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Class Activity
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Discuss why it is better to base a selection system on science than a gut feeling? Does an organization have an obligation to make the enterprise as profitable as possible on behalf of its owners, or does it have an obligation to meet the objectives of society by providing equal employment opportunities for members of different population groups?
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2.
Bias: systematic errors in measurement, or inferences made from those measurements, that are related to different identifiable group membership characteristic such as age, sex, or race
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Fairness
Fairness: the value judgments people make about the decisions or outcomes that are based on measurements
Principle that every test taker should be assessed in an equitable manner
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Summary
Be familiar with measurement, reliability, and validity issues The reliability and validity of the information used as part of personnel selection procedures must be established empirically
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Discussion Questions
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We presented a summary of the Meiorin case at the outset of this chapter. Can you think of procedures or changes that the consultants could have done that would have allowed the test to meet the objections of the Supreme Court?
Can an invalid selection test be reliable? Can an unreliable selection best be valid?
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