Which environment does HR belong to Ans Legislative 37 Why is it better to base

Which environment does hr belong to ans legislative

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36.Which environment does HR belong to? 37.Why is it better to base hiring on Science rather than Gut ?
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38. Reliability 36 Ans. degree to which observed scores are free from random measurement errors. Does the test yield same or similar scores? 39. Factors affecting reliability 41 Ans. individual characteristics, lack of standardization, chance 40. Methods of estimating reliability 42 Ans. 1. test and re-test, 2. alternate forms, 3. inter rotor 4. 41. Test and retest 42 Ans. same questions were asked in same order 42. alternate forms Ans. different questions are asked in a second interview 43. inter rater Ans. more than one person rates the performance
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44. Validity Ans. the degree to which accumulated evidence and theory support specific interpretations of test scores in the context of the test’s proposed use. refers to the legitimacy or correctness of the inferences that are drawn from a set of measurements or procedures. Does the test measure what it is supposed to measure? 45. Consequences of using a test that may not be valid Ans. insulting, invalid, organization reputations may suffer, poor selection choice 46. Bias Ans. Standard error of measurement a statistical index that summarizes information related to measurement error and reflects how an individual’s score would vary, on average, over repeated observations that were made under identical conditions. Systematic errors in measurement, or inferences made from those measurements that are related to different identifiable group membership characteristics such as age, sex or race 47. KSAOS Ans.
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48.What is job analysis info used for? 116 Ans. To identify both the performance domain and the knowledge, skills, abilities and other attributes linked to job performance 49. Best way for HR professionals to make sure selection choice are meeting standards Ans. thoroughly analyze KSAOS for each position filled 50. Potential outcome of a science-based selection process 34 Ans. a defensible system with effective employees 51. measurement error 40 Ans. difference between observed score and true score 52. professional standards 18/216 Ans. guidance on how HR professionals should behave in certain situation 53. internal consistency 42 Ans.
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Rather than select any particular pair of items, the correlations between the scores in all possible pairs of items are calculated and then averaged. different questions are compared to one another 54. Content validity 45 Ans. It is the items on a test to appear to match the content or subject matter they are intended too 55. construct validity 45 Ans. It is the degree to which a test or procedure assesses an underlying construct it is supposed to measure 56. criterion related validity 45 Ans. It is the relationship between a test score and an outcome measure 57. face validity 46 Ans. It is the degree to which the test takers view the content of a test or test item as relevant to the context 58. work analysis 114 Ans.
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