catano ppt ch02 student
TRANSCRIPT
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2010 by Nelson Education Ltd. 2010 by Nelson Education Ltd. 1
Chapter Two
Measurement, Reliability &
Validity
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2010 by Nelson Education Ltd. 2010 by Nelson Education Ltd. 2
Chapter Learning
Objectives
Understand the basic components that make up a traditional personnel
selection model;
Know what a correlation coefficient is, along with a few other basicstatistical concepts used in personnel selection;
Have a good understanding of the concepts of reliability and validity;
Recognize the importance and necessity of establishing the reliability and
validity of measurements used in personnel selection;
Identify common strategies that are used to provide evidence on the
reliability and validity of measurements used in personnel selection; and
Appreciate the requirement for measurements used in personnel selection
to evaluate applicants fairly and in an unbiased fashion
After reading this chapter you should be able to:
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The Recruitment &
Selection Process
Correlation:
Measure of central tendency and variability
Useful for bigger sets of observations
Measures the relationship between two variables (Doesnot imply causality!)
Measures direction of influence (+ or -)
Correlation coefficient (r) ranges from -1 to +1
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The Recruitment &
Selection Process
Coefficient of Determination:
Indication of the strength of a
relationship between two
variables is r squared.
This value represents the
proportion of variability in one
variable that is associated with
variability in another .
4
Variable
1
Variable
2
r2
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The Recruitment &
Selection Process
Simple & Multiple Regression:
The relationship between two variables can also be
expressed in terms of a straight line. This is a
regression line. (simple regression)
Many practical situations involve more than two
variables (multiple regression)
Regression is often used to predict performance
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The Recruitment &
Selection Process
Reliability:
The degree to which observed scores are free from
random measurement errors.
Indication of the stability of a set of measurements
over repeated applications of the measurement
procedure
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Methods of Estimating
Reliability
Measuring reliability
Estimate the degree of variability that is caused by
measurement error Estimate can be obtained by using two different but
parallel measurements of the attributes
Personal scores on both separate measures should be
relatively consistent
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Validity
Validity
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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Bias and Fairness
Bias
systematic errors in measurement or inferences made
from measurements related to different identifiable group membership
characteristics such as age, sex or race.
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Bias and Fairness
Fairness
the value judgments people make about the decisions
or outcomes that are based on measurements
Based upon perceptions
Cannot empirically or statistically be determined
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Summary
One goal of personnel selection is to use
scientifically derived information to predict which
job applicants will do well in the job. The procedures used to select employees must meet
acceptable professional standards.