Explain 5 Characteristics of “Good” selection systems 1)Reliability – Definition

Question

Explain 5 Characteristics of “Good” selection systems

1)Reliability – Definition-, methods of assessing reliability

Correlation coefficient, test-retest reliability, interrater reliability

2)Validity – 2 main types of validity

Content validity

Criterion related validity

Definition of CRV, Validity coefficient, standards for evaluating validity coefficients

Methods of demonstrating CRV (concurrent, predictive, validity generalization)

3)Utility

Selection ratio, cost, variability in performance, accuracy of selection decision

False positives, false negatives, true positives, true negatives

4)Legality

5)Acceptability

Explanation / Answer

1)Reliability: Reliability means whether the process yeilds repeatable results which can be relied upon every time. If the process yeilds goods and consistent results every time then it is called reliable.

There are several methods of asessing reliability:

A)Correlation Coeffecient : The reliability is measured by the corelation coeffecient also known as r. It ranges from 0 to 1 where 0 indicates no reliability and 1 indicates perfect reliability. It depends upon several types of reliability estimates used.

B)Test retest reliability : It shows the consistency of test scores over a period of time and hence reflects the stability of the process. Characteristics which vary over time have lower reliability.

C)Inter rator reliability : It shows how consistent scores are of it is rated by two or more different raters.A high inter rate reliability suggests that scores are kore reliable.

2)Validity: Validity of a test shows whether the results obtained from the test are linked to the job performance or not. The test should suggest that the results would help in predicting the job performance. Validity could be either content related , criterion related or construct related.

Content validity refers whether the content of the test shows job requirements and qualifications.

Criterion related validity suggests that there is a correlation between the test results and the future job performance. It is measured using the validity coeffecient which also ranges from 0 to 1 and shows the correlation between test scores and job performance.The standards for evaluating validity coeffecients suggests that higher the valie more beneficial is the test. Generally score above0.35 is considered helpful. Other factors such as selection ratio, cost of error etc are also considered .

When the crierion against which the test score is about to be compared is already obtained at the time of test it is called concurrent validity. If the criterion is obtained later then it is called predictive validity. Validity generalization means that the validity of the tests can be used for other job positions or in other settings in the company.

3)Utility: It refers to usefulness of the process in place.It is closely comnected with the costs incurred in tests a d selecting the right person. It depends upon several factors.

Selection Ratio is computed by dividing the number of job openings by the people applied for the job. If the number is less than one then the process is selective and adds value.

Cost refers to the total cost in hiring the person along with the training costs. Very low selection ratios might not be cost effective for the company.The gain or utility from the selection process could be determined by studying the variability in performance predicted by the result and the actual performance. Accuracy of selection decision show how effectively the process helped in selecting the right person for the job. There could be several types of selection error such as False positive error which means a person is hired based on positive test results but then fails to perform the job. False negative error is an error where a person who would have done the job well based on failure prediction results by the test. True positive means that the test yeilded positive result and the person was hired and he actually performed well whereas true negative where the person is rejected based on test results and is rightly rejected.

4)Legality: Good selection systems should be legal and should not have any aspect which can bring legal issues to the company.

5)Acceptability: The process should be acceptable by the industry and groups at large. When the industry standards suggest the test as acceptable then the process could be called a good system.

Related Questions

Navigate

• Browse (All)
• Browse E
• Subjects

Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.