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Foundations of Recruitment and Selection I: Reliability and Validity

2013 by Nelson Education

Chapter Learning Outcomes

After reading this chapter you should:


Understand the basic components that make up a traditional personnel selection model

Have a good understanding of the concepts of reliability and validity


Recognize the importance and necessity of establishing the reliability and validity of measures used in personnel selection

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Chapter Learning Outcomes (continued)


Identify common strategies that are used to provide evidence on the reliability and validity of measures used in personnel selection Appreciate the requirement for measures used in personnel selection to evaluate applicants fairly and in an unbiased fashion

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The Recruitment and Selection Process

An employers goal is to hire an applicant who possesses the knowledge, skills, abilities, or other attributes (KSAOs) required to perform the job

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Recruitment and Selection Today 2.1

Selection Process for Winnipeg Police Constables: Minimum Qualifications


Age 18 years or older Education (Manitoba Grade 12 or equivalency e.g. GED)
Foreign credentials require assessment by Manitoba Labour and Immigration prior to application Valid Full Class 5 drivers licence with no more than four demerits on Drivers abstract as assessed by the Winnipeg Police Service

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Recruitment and Selection Today 2.1(continued)


Canadian citizen or landed immigrant No involvement in any criminal activity within the last two years (including illegal drugs) No criminal record for which a pardon has not been granted

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Recruitment and Selection Today 2.1(continued)


Must meet current Winnipeg Police Service vision standards Successful completion of job-related physical test (Winnipeg Police ServicePhysical Abilities Test: WPS-PAT) within 4 minutes and 15 seconds

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Human Resources Management: Science versus Practice in Selection

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A Selection Model

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Construct

Construct: an idea or concept constructed or invoked to explain relationships between observations

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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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Interpreting Reliability Coefficients

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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Factors Affecting Reliability

Temporary Individual Characteristics Lack of Standardization Chance

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Methods of Estimating Reliability

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, Content, Criterionrelated Validity

Construct and content validity: validation strategies that provide evidence based on

test content

Criterion validity: related validity provides

evidence based on relationships to other variables

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Predictive and Concurrent Evidence for Test Criterion Relationships

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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Predictive and Concurrent Evidence for Test Criterion Relationships (continued)

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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Factors Affecting Validity Coefficients


Range Restriction Measurement Error Sampling Error

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Class Activity
1.

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 and Fairness

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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Recruitment and Selection Today 2.2

Different Views of Fairness:


Fairness as lack of bias Fairness as equitable treatment in the testing process Fairness as opportunity to learn Fairness as equality in outcomes of testing Fairness in selection and prediction

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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
1.

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?

2.

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