5.Creating_Quality_Selection_Measures

5.Creating_Quality_Selection_Measures - CreatingQuality...

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Creating Quality  Selection Measures MGT 315 Scott
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Class Agenda Judging the quality of selection measures Reliability Validity Generalizability Utility Legality
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Organizing Model
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Selection The process by which companies decide who  will or will not be allowed into the organization Takes the pool of applicants delivered by  recruitment and selects a subset
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Selection Hopefully we recruited people with the  KSAOs  needed for the job. Now we measure people on  them by assigning each a number (good or bad):  Ex: 4.5 out of 7 on a creativity scale Ex: 75 out of 100 on an intelligence measure To get that number we use various measures, tests,  and instruments How do we create “good” measures or know that  the measures we are using are good?
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Selection “Good” selection measures must be: Reliable Valid Generalizable Useful Legal
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Reliability The degree to which a measure is free of  random error A score on any measure has two components: the  “true score”  ±  random error. Sources of random error: Interviews: unusual circumstances, distractions Tests: poorly worded questions, scoring mistakes Surveys: item ambiguity, judgment calls References: mood of reference giver
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Reliability Reliability is calculated by correlating  “measurement repetitions” Repetition in Items Example: Give an applicant a survey that asks the same kinds of  items multiple times;  correlate  the answers to the items – are they  the same? Repetition in Times Example: Give a test to an applicant multiple times,  correlate  the  results – are the scores similar? Repetition in Raters Example: Interview applicants with multiple interviewers;  correlate   their scores – do they agree on each applicant?
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This note was uploaded on 11/09/2011 for the course MGT 315 taught by Professor Wenier during the Fall '08 term at Michigan State University.

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5.Creating_Quality_Selection_Measures - CreatingQuality...

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