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36.Which environment does HR belong to?37.Why is it better to base hiring on Science rather than Gut?
38.Reliability 36Ans. degree to which observed scores are free from random measurement errors. Does the test yield same or similar scores?39.Factors affecting reliability 41Ans. individual characteristics, lack of standardization, chance40.Methods of estimating reliability 42Ans. 1.test and re-test, 2.alternate forms, 3.inter rotor4.41.Test and retest 42 Ans. same questions were asked in same order42.alternate formsAns. different questions are asked in a second interview43.inter raterAns. more than one person rates the performance
44.ValidityAns.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 whatit is supposed to measure?45.Consequences of using a test that may not be validAns. insulting, invalid, organization reputations may suffer, poor selection choice46.BiasAns. Standard error of measurementa 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 race47.KSAOSAns.
48.What is job analysis info used for? 116Ans. To identify both the performance domain and the knowledge, skills, abilities and other attributes linked to job performance49.Best way for HR professionals to make sure selection choice are meeting standardsAns. thoroughly analyze KSAOS for each position filled50.Potential outcome of a science-based selection process 34Ans. a defensible system with effective employees51.measurement error 40Ans. difference between observed score and true score52.professional standards 18/216Ans. guidance on how HR professionals should behave in certain situation53.internal consistency 42Ans.
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 another54.Content validity 45Ans. It is the items on a test to appear to match the content or subject matter they are intended too55.construct validity 45Ans. It is the degree to which a test or procedure assesses an underlying construct it is supposed to measure56.criterion related validity 45Ans. It is the relationship between a test score and an outcome measure57.face validity 46Ans. It is the degree to which the test takers view the content of a test or test item as relevant to the context58.work analysis 114Ans.