this is one of my Hr Guru presentations ,hope they help u out! kindly acknowledge!

1. VALIDITY & RELIABILITY

3. ACCURACY OF SELECTION METHODS
PREDICTED VALIDITY
100 PERFECT PREDICTION
90
ASSESSMENT CENTRES/ SAMPLE TEST
80
ABILITY TESTS
70
PERSONALITY TESTS (COMBINATION)
60
BIODATA
50
STRUCTURED INTERVIEWS
40
TYPICAL INTERVIEWS
30
REFERENCES
20
ASTROLOGY
10
READING HANDS
0
CHANCE PREDICTION

4. The Effectiveness of Personnel
Selection Legal
Reacti
Method Validity Cost Defensibility
on
Low
Application blanks Low ? Neutral
Weighted application High High High Neutral
High
Biographical/Interest blanks Moderate ? Negative
Low
Letters of recommendation Low Low Positive
High
Cognitive ability tests Low High Negative
High
Job knowledge tests High High Positive
High
Performance tests/work samples High High Positive
High
Assessment Centers High Low Positive
Interviews_unstructured; one rater Low Low High Negative
Structured interviews Behavioral or
situational High High High Positive

5. GENERIC STANDARDS
• VALIDITY
• RELIABILITY
• UTILITY
• LEGALITY
• IMPACT or FACE
VALIDITY

6. LEGALITY
• Conform to the laws of the country.
– Discriminatory regulations
– Avoid adverse effects on groups
– Age restrictions
– Disability Quota
– Avoid litigations later

7. UTILITY
• Degree to which the bottom line is effected
by selection methods
– Increase the probability of acceptance ratio.
– Turnover types. Eg strong or weak
performers.
– Type of job: greater utility for higher revenue
jobs/ difficult jobs.

8. VALIDITY
“The Extent To Which A
Performance Measure Assesses
All The Relevant-and Only The
Relevant-aspects Of Job
Performance.”

9. CONTENT VALIDATION
A Test-validation Strategy Performed
“
By Demonstrating That The Items,
Questions, Or Problems Posed By A
Test Are A Representative Sample Of
The Kinds Of Situations Or Problems
That Occur On The Job.”

10. CRITERION-RELATED
VALIDITY
A Method Of Establishing The
“
Validity Of A Personnel Selection
Method By Showing A Substantial
Correlation Between Test Scores
And Job-performance Scores.”

11. Methods for calculating validity
• Content validity
– expert judgment
– Content validation ratio
Criterion Validity
Predictive Validity
Concurrent Validity
Expressed in coefficient co-relation from – 1 to
+1

12. HOW VALIDATE
• Analyze the job
• Choose the tests
• Administer the test
• Relate the test scores and criteria
• Prepare an Expectancy Chart
• Cross validate and Revalidite

13. Measure all Concurrent Validation
current job
incumbents on
attribute
Obtain correlation
between these two
Measure all
sets of numbers
current job
Graphic Depiction of Concurrent and
incumbents’
performance
Predictive Validation Designs
Measure all job Predictive Validation
applications on
attribute
Hire some
applicants and
reject others
Obtain correlation
between these two
Wait for some sets of numbers
time period
Measure all newly
hired job
09/21/12 incumbents’
Know more! 13
performance

14. Employee Testing and Selection
(Highest 20%) 57-64 97
(Next highest 20%) 51-56 84
Test Scores
(Middle 20%) 45-50 71
(Next lowest 20%) 37-44 55
(Lowest 20%) 11-36 29
0 20 40 60 80 100
Chances in a hundred of being rated a ”high performer”; and %
of “ high performers” found in each test score group

15. RELIABILITY
“The Consistency Of A
Performance Measure; The
Degree To Which A
Performance Measure Is
Free From Random Error”.

16. METHODS FOR ESTB
RELIABILITY
• 1. Test retest
• 2. Spilt-Half
• 3. Parallel test
• 4. Calculate Test’s reliability
• 5. Calculate Standard deviation

17. ACCURACY OF SELECTION METHODS
PREDICTED VALIDITY
100 PERFECT PREDICTION
90
ASSESSMENT CENTRES/ SAMPLE TEST
80
ABILITY TESTS
70
PERSONALITY TESTS (COMBINATION)
60
BIODATA
50
STRUCTURED INTERVIEWS
40
TYPICAL INTERVIEWS
30
REFERENCES
20
ASTROLOGY
10
READING HANDS
0
CHANCE PREDICTION

18. Selection ratio
High
Base rate
D: False
A: True
Satisfactory negatives
Positives
Performance
cutoff score
Job Behaviors
Unsatisfactory
C: True B: False
negatives Positives
Low
Low Selection procedure scores High
Unqualified Qualified
Selection cutoff score

19. Validity Correlation Analysis after Cut Scores are Lowered
Satisfactory
D C
Performance
Job
E
Unsatisfactory
0 50 70
Lo Test
w score

20. Validity Correlation Analysis after Cut Scores are Highered
Satisfactory
D C
A
B
Performance
Job
E
Unsatisfactory
0 50 70 98-100
Lo Test
High
w score