Whole Review

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is the extent to which a score from a selection measure is stable and free from error.

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Reliability

Front 2

each one of several people take the same test twice.

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Test-retest reliability method

Front 3

two forms of the same test are constructed.

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ALTERNATE-FORMS RELIABILTY

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to look at the consistency with which an applicant responds to items measuring a similar dimension or construct (e.g., personality trait, ability, area of knowledge ).

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INTERNAL RELIABILITY

Front 5

a test or inventory can have homogenous items and yield heterogeneous scores and still not be reliable if the person scoring the test makes mistakes.

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SCORER RELIABILITY

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is the degree to which inferences from scores on test or assessments are justified by the evidence.

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validity

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the extent to which test items sample the content that they are supposed to measure.

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Content Validity

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refers to the extent to which a test score is related to some measure of job performance called criterion.

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Criterion Validity

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A test is given to a group of employees who are already on the job. The scores on the test are then correlated with a measure of the employees’ current performance.

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concurrent Validity

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- A test is administered to a group of job applicants who are going to be hired. The test scores are then compared with a future measure of job performance.

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predictive validity

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is the most theoretical of validity types. It is defined as the extent to which a test actually measures the construct that it purports to measure.

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Construct Validity

Front 12

is the extent to which a test appears to be job related. This perception is important because if a test or its items do not appear valid , the test-takers and administrators will not have confidence in the results .

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face validity

Front 13

Contains information about thousands of different psychological test as well as reviews by experts .

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Seventeenth Mental Measurements Yearbook (MMY)

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if two or more test have similar validities, then cost should be considered.

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Cost-Efficiency

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The term ___refers to technical aspects of a test. A test is considered biased if there are group differences (e.g., sex, race, or age) in test scores that are unrelated to the construct being measured.

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bias or unbiased

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can include bias, but also includes political and social issues. Typically, a test is considered fair if people of equal probability of success on a job have an equal chance of being hired.

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Fairness

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The first step in determining a test’s potential bias is finding out whether it will result in -___

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adverse impact

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occurs if the selection rate for any group is less than 80% of the highest scoring group (practical significance) and the difference is statistically significant (statistical significance).

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Adverse impact

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applicants are rank-ordered on the basis of their test scores. Selection is then made by starting with the highest score and moving down until all openings have been filled.

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With top-down selection

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A technique often used in the public sector is the ___ (or rule of five), in which the names of the top three scorers are given to the person making the hiring decision (e.g., police chief, HR director). This person can then choose any of the three based on the immediate needs of the employer. This method ensures that the person hired will be well qualified but provides more choice than does top-down selection.

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rule of three

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are a means for reducing adverse impact and increasing flexibility. With this system, an organization determines the lowest score on a test that is associated with acceptable performance on the job.

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Passing scores

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As a compromise between top-down hiring and passing scores, ___ attempts to hire the top test scorers while still allowing some flexibility for affirmative action

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banding

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concentrates on such employee attributes as dependability, honesty, and courtesy.

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trait-focused system

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concentrate on the employee’s knowledge, skills, and abilities.

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competency-focused dimensions

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are organized by the similarity of tasks that are performed

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Task-Focused Performance Dimensions

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The fourth type of performance dimension is to organize the appraisal on the basis of goals to be accomplished by the employee.

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Goal-Focused Performance Dimensions

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concerns aspects of an individual’s performance which maintains and enhances an organisation’s social network and the psychological climate that supports technical tasks.

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Contextual performance

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the most common rating scale is the

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graphic rating scale.