This chapter establish the basic scientific properties of personnel selection methods, including reliability, validity, and generalizability; discuss how the particular characteristics of a job, organization, or applicant affect the utility of any test; describe the government’s role in personnel selection decisions;. | 1 Selection and Placement Establish the basic scientific properties of personnel selection methods, including reliability, validity, and generalizability. Discuss how the particular characteristics of a job, organization, or applicant affect the utility of any test. Describe the government’s role in personnel selection decisions. Chapter 6 McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Selection and Placement List the common methods used in selecting human resources. Describe the degree to which each of the common methods used in selecting human resources meets the demands of reliability, validity, generalizability, utility, and legality. 6 Chapter McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Selection Method Standards for Evaluation Purposes Reliability Validity Generalizability Utility Legality McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Reliability Reliability is the degree to which a measure of physical or cognitive abilities, or traits, is free from random error. The correlation coefficient is a measure of the degree to which two sets of numbers are related. A perfect positive relationship equals + A perfect negative relationship equals - Knowing how scores on the measure at one time relate to scores on the same measure at another time refers to test-retest reliability. McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Validity Validity is the extent to which performance on the measure is associated with performance on the job. Criterion-related validation is demonstrated by a correlation coefficient that indicates a significant relationship between scores on the selection measure and job performance scores. The types include: Predictive validation Concurrent validation Content validation McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Criterion-Related Validity Predictive Concurrent TIME TIME Test . | 1 Selection and Placement Establish the basic scientific properties of personnel selection methods, including reliability, validity, and generalizability. Discuss how the particular characteristics of a job, organization, or applicant affect the utility of any test. Describe the government’s role in personnel selection decisions. Chapter 6 McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Selection and Placement List the common methods used in selecting human resources. Describe the degree to which each of the common methods used in selecting human resources meets the demands of reliability, validity, generalizability, utility, and legality. 6 Chapter McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Selection Method Standards for Evaluation Purposes Reliability Validity Generalizability Utility Legality McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Reliability Reliability is the degree to which a
