MGT 3320 Lecture Notes - Lecture 1: Free Agent, Flextime, Consumer Protection
Document Summary
3 parts of measurement: validity, utility, reliability. Assessed using a correlation coefficient: ranges from 0 to +/- 1. 0, rule of thumb: . 80 or greater. High reliability: the same system will yield the same results: the results clump together. For selection, justifiable/relevant = correlating with future job performance. Criterion-related (predictive) validation strategy: giving someone a test can predict job performance. Construct validity: measuring what we are supposed to be measuring. Integrity test: unclear what the test is measuring. The test measures the correct thing, the test is able to predict job performance. The cost effectiveness of selection methods for an organization. Factors that affect utility: cost to administer the methods, validity of the methods, number of people selected into a position, length of time people stay in their job, performance variability. Co(cid:373)pa(cid:374)ies do(cid:374)"t like (cid:373)ethods that (cid:272)ost a lot, u(cid:374)less they produ(cid:272)e good results. Advantages: best predictor of performance, widely applicable, cheap, and easy to administer.
