Hrm Reliability and Validity

In: Business and Management

Submitted By ajmarimirza1990
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Validity is a measure of the effectiveness of a given approach. A selection process is valid if it helps you increase the chances of hiring the right person for the job. It is possible to evaluate hiring decisions in terms of such valued outcomes as high picking speed, low absenteeism, or a good safety record. A selection process is not valid on its own, but rather, relative to a specific purpose. For example, a test that effectively predicts the work quality of strawberry pickers may be useless in the selection of a capable crew foreman.
A critical component of validity is reliability. Validity embodies not only what positive outcomes a selection approach may predict, but also how consistently(i.e., reliably) it does so. In this chapter we will (1) review ways of improving the consistency or reliability of the selection process; (2) discuss two methods for measuring validity; and (3) present two cases that illustrate these methods. First, however, let’s consider a legal issue that is closely connected to validity: employment discrimination.

Avoiding Discrimination Charges
Avoiding content errors
Reducing rater inconsistency
VALIDITY OF SELECTION METHODS
Validity refers to the quality of a measure that exists when the measure assesses a construct. In the selection context, validity refers to the appropriateness, meaningfulness, and usefulness of the inferences made about applicants during the selection process. It is concerned with the issue of whether applicants will actually perform the job as well as expected based on the inferences made during the selection process. The closer the applicants' actual job performances match their expected performances, the greater the validity of the selection…...

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