In staffing and organization different measures of validation has to be utilized. Validations simply means the act of establishing anything that is used to make the employment decisions are job related. Also, that the assessments are actually measuring what it’s supposed to measure in terms of accuracy. According Heneman et al (2005), it is important to use and also have predictors that accurately represent the KSAOs to be measured. These predictors need to be precise in their prediction of success in the job. The first type of these validation studies conducted is called criterion-related validation, second content validation and lastly, construct validation which is comprised of components of reliability and the other two types of validation. Criterion-Related Validation includes validity strategies which focus on the correlation of the test being administered with outside measure with the same specifications.in an organization. During the staffing process criterion-relation occurs in the method of processing.
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It involves the documentation of personal characteristics such as knowledge, experience, values, skills, and abilities that an individual will require in order to perform the job. Content validity includes any validity approaches that focuses on the gist of the test. Like criterion-related validity, content validity begins with the job analysis. Content validation can satisfy Equal Employment Opportunity Commission (EEOC) requirements for claiming a test is valid that is, provided that proper procedures were followed. Therefore, if you would like to determine whether a relationship exist between behaviors measured by a test and behaviors involved in the job, content validity method can be utilized content validation method may be used when you want to determine if there is a relationship between behaviors measured by a test and behaviors involved in the
It involves the documentation of personal characteristics such as knowledge, experience, values, skills, and abilities that an individual will require in order to perform the job. Content validity includes any validity approaches that focuses on the gist of the test. Like criterion-related validity, content validity begins with the job analysis. Content validation can satisfy Equal Employment Opportunity Commission (EEOC) requirements for claiming a test is valid that is, provided that proper procedures were followed. Therefore, if you would like to determine whether a relationship exist between behaviors measured by a test and behaviors involved in the job, content validity method can be utilized content validation method may be used when you want to determine if there is a relationship between behaviors measured by a test and behaviors involved in the