... Example: A company's performance measure for managers is deficient because it does not measure such aspects of managerial performance as developing others or social responsibility. 3. A contaminated measure evaluates irrelevant aspects of performance or aspects that are not job related. Example: A company's performance measure would be contaminated if it evaluated its managerial employees based on how physically attractive they were. C. Reliability refers to the consistency of the performance measure. 1. Interrater reliability is the consistency among the individuals who evaluate the employee's performance. Example: Professor Wagner's teaching evaluations have interrater reliability since both her students and her peers who visited her classes rated her above average. 2. With some measures, the extent to which all the items rated are internally consistent is important (internal consistency reliability)....
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...technology, auditor will want to confirm “the electronic confirmation process is secure and properly controlled, the information is obtained directly by the auditor, and the information is obtained from a third party who is the intended recipient.” (AU330) a. In AU-C-330: “factors that may assist the auditor in determining whether external confirmation procedures are to be performed as substantive audit procedures include the following:” Confirming party’s knowledge of the subject matter, the respondent is reliable if they have knowledge about the information being confirmed; the ability/willingness of the intended confirming party to respond (brushing it off/not accept responsibility, too time consuming to respond, legal issues from responding, different currencies, responding not in job duties); The objectivity of the intended party (not reliable if the intended party is part of the entity. b. May also be ineffective when, based on prior years’ audit experience, response rates inadequate or known to be unreliable – should probably obtain audit evidence from other sources at that point c. AU-C-505: “Audit evidence is more reliable when it is obtained from independent sources outside the entity; Audit evidence obtained directly by the auditor is more reliable than audit evidence obtained indirectly or by inference; Audit evidence is more reliable when it exists in documentary form, whether paper, electronic, or other medium.” Reliability: i. “if auditor identifies factors that...
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...Andrew Macritchie HR111 Assignment 4 “How can selectors ensure the candidates they choose are the ones who will perform better than rejected applicants?” (Cooper & Robertson, 1995:3).For all organisations recruiting the best staff for the job can be extremely difficult due to the multiple recruitment processes available and the different traits each employee can possess. When a company is choosing a recruitment process it must look at the reliability of the test by looking at the consistency of results of a test and the validity of the test must also be considered as the test must measure what it is set out to measure. (Arnold et al, 1995:131) A company must also consider the cost and effectiveness of the recruitment process they choose. There are many tools of selection which an organisation can use, for example, interviews, psychometric tests and application forms. With regards to the recruitment of effective routinized service, retail or call-centre workers I believe that psychometric tests are the most appropriate selection process for these jobs. Psychometric testing refers to the testing carried out on individuals in order to measure their ability in a specific area of working. These tests can measure all kinds of traits such as sensitivity, memory, intelligence, aptitude or personality. Psychometric tests are becoming increasingly used by employers to choose the right individual that fits a certain job entry. The term ‘psychometric tests’...
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... 6 5. Pre-testing the experimental version of the measure 6 4. Item analysis phase 7 1. Item difficulty (p) 7 2. Discrimination power 7 3. Preliminary investigation into item bias 8 5. Revising and standardizing the final version of the measure 8 6. Technical evaluation and establishing norms 8 1. Issues related to the reliability of a psychological measure 8 1. Definition 8 2. Measurement error 8 3. The reliability coefficient 9 4. Standard error of measurement 9 5. Types of reliability 10 2.6.1.5.1. Reliability measures of stability 10 - Test-retest reliability - Alternate-form reliability 2.6.1.5.2. Reliability measures of internal consistency 11 - Split-half reliability - Kuder-Richardson and coefficient Alpha reliability - Inter-scorer reliability 2.6.2. Issues...
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...Penelope Ramirez BUS 230 Bill Forte June 2, 2013 Fuzzy Hugs Maintaining a high-quality, low-cost strategy is a philosophy many companies try to pursue in today’s competitive market. Not everyone can achieve that without hard work, massive time and other resources dedicated to ensure methods. Keeping a diverse work force is what we strive for. It allows employees from different backgrounds, different educational and occupational experience to collaborate and reach common goals. Adverse impact and validity are among the topics in this analysis; as follows. Effectively using information to make business decisions is vital to a company’s success. Analyzing data can help organizations determine if they have a high quality and talented workforce that can perform, meet objectives, and implement strategy. Successful data analysis can also help with hiring, training, and planning decisions. Yet, this same information can be used for decisions on down-sizing, and layoffs. It is important and fundamental to have measurements t assist in making decisions. The problem we face is deciding between two assessment systems, both of which are relatively expensive. As Fuzzy Hugs pursuing and maintaining a high quality low cost strategy is the business model. Furthermore, underperforming manufacturing employees cannot be afforded to be employed given the lean staffing model. The first system brought forth by Fuzzy Hugs has high validity and predicts job success well, but it results in fairly...
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...Research Applications The main purpose of the Human Resource Management is to create a fair, equal, and stable work environment for everyone at the company. The HR Department is must also needs to make sure they are fulfilling the companies vision, mission and goals. In order for the Human Resource to meet the vision, mission and goals of the company HR managers need to do research. Throughout the paper I will explain important key terms and explanations of the HR research along with its importance to the company. Goals of Research in HR To achieve an understanding of the goals of HR research is one must understand what the problem is and what they want to achieve. Research in the HR is generated by a concern problem, or foreseen problem in the HR department. Once the concern/problem has brought to attention the HR manager/researcher they will precede to the following steps. 1) Clearly diagnose and state the business problem. 2) Calculate cost of the problem with hard numbers. 3) Develop human resource based solutions. 4) Calculate total cost 5) Calculate savings from the solution.6) Calculate the cost/benefit ratio. 7) Implement the solution. 8) Report improvements. (Burrows 1996) After all, the purpose of HR research is to insure that the company achieves its vision, mission and goals. One problem that I believe my current organization might be better address by research is in the area of employee training. Comparison of Primary and Secondary Research When...
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... 9 5. ITEM ANALYSIS PHASE…………………………………………………………….. 9 1. Determining item difficulty (p)………………………………………………. 9 2. Determining discriminating power………………………………………….. 10 3. Preliminary investigation into item bias………………………................... 11 6. REVISING AND STANDARDISING THE FINAL VERSION OF THE MEASURE…… 12 1. Revising the items and test…………………………………………………. 12 2. Selecting items for the final version………………………………………... 12 3. Refining administration instructions and scoring procedures…................. 12 4. Administering the final version………………………………….................. 12 7. TECHNICAL EVALUATION AND ESTABLISHING NORMS………………………….. 13 1. Establishing validity and reliability………………………………………….. 13 1. Reliability…………………………………………………................ 13 2. Validity……………………………………………………………….. 14 2. Establishing norms, setting performance standards or cut-scores……… 16...
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...Selecting the Best Person for the Job Having the right people on staff is crucial to the success of an organization. Various selection devices help employers predict which applicants will be successful if hired. These devices aim to be not only valid, but also reliable. Validity is proof that the relationship between the selection device and some relevant job criterion exists. Reliability is an indicator that the device measures the same thing consistently. For example, it would be appropriate to give a keyboarding test to a candidate applying for a job as an administrative assistant. However, it would not be valid to give a keyboarding test to a candidate for a job as a physical education teacher. If a keyboarding test is given to the same individual on two separate occasions, the results should be similar. To be effective predictors, a selection device must possess an acceptable level of consistency. Application forms For most employers, the application form is the first step in the selection process. Application forms provide a record of salient information about applicants for positions, and also furnish data for personnel research. Interviewers may use responses from the application for follow-up questions during an interview. These forms range from requests for basic information, such as names, addresses, and telephone numbers, to comprehensive personal history profiles detailing applicants' education, job experience skills, and accomplishments. According...
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...Determining sources to be reliable and relevant and whether or not there is an author bias is based on factors, such as, source accurate, information to validate, and Author bias. The reliability of the source can strengthen your essay or weaken the essay with inaccurate information. Reliable and Relevant Using sources to conduct research on a particular topic it is important that the source be accurate. The information the source is providing will be accurate supported by documentation and evidence as to the validity of the information provided. The information in the source will support the topic, have links, references. The source will have the information you need for your research and best found in school, government or military sites or search engines. These sites support the information obtained, the information is accurate and no information can be added or make changed by just anyone. There are some sources that pass the test of being accurate, but the author is bias to the topic, which gives information that is based solely on the Author’s view of the topic. The source that is considered to by Author bias is usually not supported by references, links or accurate information, and anyone can input data and change information provided in the source. Strengthen or Weaken the Essay When obtaining information from sources it can strengthen the essay by providing accurate, consistent and validation to the essay. The source’s are most likely to be...
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...How do you evaluate sources of validity? We, as University of Phoenix students have different options to do research for our papers. The most reliable information source will be the University Library. Other sources available would be the Internet, media (journals, news papers) and encyclopedias, almanacs and dictionaries. Conducting research on the Internet for our courses is going to make evaluating the sources for validity necessary. Unlike the university library collection – “evaluated and selected for usefulness and reliability by educated librarians” – websites and Internet resources are not necessarily evaluated by anyone. That’s why we have to use our critical thinking in evaluating those sources. Using the academic or governmental directories is in our advantage because we know that somebody screened them and listed only those that were reliable and updated. An easy to use tool for evaluating the Internet sources was offered by Robert Harris, professor and author of WebQuester: A guide book to the web. It’s called CARS test for information quality (Credibility, Accuracy, Reasonableness and Support). What we have to question using this test would be anonymous materials, negative evaluations of the materials, little or no evidence of quality control and bad grammar or misspelled words. You have to ask yourself who the author is and whether or not he is a recognized expert. Some signals of lack of accuracy would be lack of date, (you have to know how recent the source...
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...What is Reliability? * Consistency * It is not a characteristic of the test but a property of the scores obtained when the test is administered to a particular group of people on a particular occasion under specific conditions * Not the same thing as stability Classical Reliability Theory * By Charles Spearman (1904) * Also called the Theory of true and error scores * It assumed that a person’s observed score on a test is composed of a “true” score plus some unsystematic error of measurement * TRUE SCORE – the average of the scores a person would obtain if he/she took the test an infinite number of times 2 Factors that influence test scores: * 1. Factors that contribute to consistency - consist of those stable attributes of the individual which the examiner is trying to measure (TRUE VARIANCE) * 2. Factors that contribute to inconsistency – these include the characteristics of the individual, test, or situation which have nothing to do with the attribute being measured but affects the scores (ERROR VARIANCE) EQUATION: * X = T + e * Where: * X is the obtained score * T is the true score * e is the errors of measurement * Errors in measurement –represent discrepancies b/n obtained scores and the corresponding true scores (E=X – T) SOURCES OF MEASUREMENT ERROR (ERROR VARIANCES) * Item Selection(Intrinsic Error Variance) * Found in the instrument itself * Test items may not be equally fair to all...
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...Reliability and Validity During this paper the different types of reliability and validity will be discussed. Reliability and validity will then be applied to the Human Services profession in showing how they apply to the Human Services field. There will be two methods of data collection presented as well as why they are important to this field. Reliability is defined as: “the ability to be relied on or depended on, as for accuracy, honesty, or achievement” (Webster dictionary). The central method that reliability is measured is the test/retest theory. According to Carmine, “The more consistent the results given by repeated measurements, the higher the reliability of the measuring procedure; conversely the less consistent the results, the lower the reliability” (Carmine and Zeller pg 12). For example, a blood pressure machine can be used to test and re-test your blood pressure. When measuring one’s blood pressure repeatedly one will get similar results at that given time. Any measuring appliance is legitimate if it does what it is intended to do by giving consistent results on repeated measurements. Another common way in measuring reliability is by using Cronbach’s Alpha. According to Santos, “Cronbach's Alpha is a numerical coefficient of reliability. Computation of alpha is based on the reliability of a test relative to other tests with same number of items, and measuring the same construct of interest” (Santos, volume 32). Validity is defined as: “the state...
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...Case Study Two Situation A. The missing component here is; Ensure accurate, reliable accounting records. I say this because there is no one going behind the purchasing agent to review his or her work. The purchasing agent is responsible for the purchasing of the diamonds, the approving of the purchasing agreement and signing of the check. Without proper controls, records may be unreliable, making it impossible to tell which part of the business is profitable and which part needs improvement. I would recommend that a supervisor or other higher manager approve the invoices for payment and sign the checks. This would ensure the accuracy of the purchases and the records that the company keeps. Situation B. This missing component here is; Promote operational efficiency. This is because when the owner of the firm is away two of the senior architects tends to take over the work of the office manager which results in poor performance of their normal duties. This is not the most efficient use of the company’s use of employee resources. I would recommend that the owner hires a permanent office manager so that while she is away with clients she will not have to worry about other senior architects neglecting their work because they feel the need to step up in her absences. Situation C. For this situation I believe that the missing component Comply with legal requirements. This states that companies, like people, are subject to laws, such as those of regulatory agencies like the SEC...
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...1 a. Three purposes: &Increase applicant pool at reasonable cost &Fulfill organizational legal/social goals &Increase success rate of selection process. HuaWei Company posts some recruitment ads on the Internet, which could extend the range for finding the right person and which could also raise the employment rates to some extent. This wide selection methods could raise the successful rates. 1b External: Internet recruiting people on the Internet, such as posting the ads Internal: promotion to promote someone from a lower position Two reasons: Bringing more new ideas It could help the society to solve the problem of unemployment 1c Yes. Chinese companies usually use the Internet to recruit people. There are many website services provided by the company and the applicant. With the further development of the Internet, this kind of method is becoming more and more popular. Chinese companies still use method of promotion as the Chinese tend to give more opportunities to them know. 2a &Develop realistic goals/manage interview process (structure: RJP, Selling/Message Content, Measurement) &Define differentiating job performance expectations (barriers, & competency requirements) necessary to perform successfully &Ask questions that predict candidate’s ability to meet performance standards &Decide on answers to the targeted questions in advance of the interview &Conduct the interview in a manner that maximizes effective communication & accurate measurement &Use behavioral decision-making...
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...Validity is a measure of the effectiveness of a given approach. A selection process is valid if it helps you increase the chances of hiring the right person for the job. It is possible to evaluate hiring decisions in terms of such valued outcomes as high picking speed, low absenteeism, or a good safety record. A selection process is not valid on its own, but rather, relative to a specific purpose. For example, a test that effectively predicts the work quality of strawberry pickers may be useless in the selection of a capable crew foreman. A critical component of validity is reliability. Validity embodies not only what positive outcomes a selection approach may predict, but also how consistently(i.e., reliably) it does so. In this chapter we will (1) review ways of improving the consistency or reliability of the selection process; (2) discuss two methods for measuring validity; and (3) present two cases that illustrate these methods. First, however, let’s consider a legal issue that is closely connected to validity: employment discrimination. Avoiding Discrimination Charges Avoiding content errors Reducing rater inconsistency VALIDITY OF SELECTION METHODS Validity refers to the quality of a measure that exists when the measure assesses a construct. In the selection context, validity refers to the appropriateness, meaningfulness, and usefulness of the inferences made about applicants during the selection process. It is concerned with the issue of whether applicants will...
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