Reliability
Ø Reliability refers to standardization of the procedure of
administering and scoring the test results.
Ø The consistency with which a test measures an item. Same result
(Score) every time test repeats.
Ø A person who takes a test one day and makes a certain score should
be able to take the same the next day or the next week and make more or less
the same score.
Validity
Ø Validity is a test which helps predict weather a person will be
successful in a given job.
Ø A test that has been validated can be helpful in differentiating
between prospective employees who will be able to perform the job well and
those who will not.
Ø Naturally, no test will be 100% accurate in predicting job
success. A validated test increases possibility of success.
Ø Validity: The extent to which a text actually measures what it says it
measures.
Ø Relationship
between predictor and job performance.
Ø Predicts the
Job performance.
Ø Three Types
of Validity are: Content validity, criterion validity, construct- validity.
Types
of Validity:
1) Content
Validity:
Ø Validity measured by use of logical, non-statistical method to
identify the KSA( Knowledge, Skills, abilities) and other characteristics
necessary to perform job.
Ø When a test has content validity, the items on the test represent
the entire range of possible items the test should cover. Individual test
questions may be drawn from a large pool of items that cover a broad range of
topics.
2) Criterion-related
Validity:
Ø Validity measured by a procedure that use a test as the predictor
of how well an individual will perform on the job. (e.g. Typing speed, words
per minutes, 5 year experience)
Ø Concurrent
Validity: Occurs when the criterion
measures are obtained at the same time as the test scores. This indicates the
extent to which the test scores accurately estimate an individual’s current
state with regards to the criterion.
Ø For example, on a test that measures levels of depression, the
test would be said to have concurrent validity if it measured the current
levels of depression experienced by the test taker
Ø Validity measured when an employer test current employees and
correlate the scores with their performance ratings.
Ø Predictive
Validity: Validity measured when test
results of applicants are compared with subsequent job performance.
Ø Predictive
Validity: Validity measured when test
results of applicants are compared with subsequent job performance. (e.g.
absenteeism, accidents, errors)
Ø Predictive
Validity: occurs when the criterion
measures are obtained at a time after the test. Examples of test with
predictive validity are career or aptitude tests, which are helpful in
determining who is likely to succeed or fail in certain subjects or
occupations.
3) Construct
Validity:
Ø Relation between abstract characteristics and job performance.
E.g. aggression, dominance, creativity, leadership skills.
Ø A test has construct validity if it demonstrates an association
between the test scores and the prediction of a theoretical trait.
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