Knowledge points of human resource management 2020 for intermediate economists: reliability and validity

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Knowledge points of human resource management 2020 for intermediate economists: reliability and validity

First, reliability:

Reliability is also called reliability and consistency. A good measuring tool must be stable and reliable, otherwise it will not produce errors, otherwise it will produce systematic errors. The error of each test is the same.

(1) Common reliability indicators:

1. Test-retest reliability: stability coefficient, and the consistency of the results obtained by testing the same group of applicants at two different times with the same method.

2. Replica reliability: equivalence coefficient, using two test copies (with the same function but different contents) to test the correlation between the two scores obtained in the same group.

3. Reliability of content consistency: it mainly reflects whether the test results of different topics in the same test are consistent. It is an important index to test the quality of the exam itself.

4. Rating reliability: the consistency of different raters in evaluating the same object.

(2) Factors affecting reliability:

1) theme factor

2) Subjective factors

3) Screening or testing content

4) Realization of test scenario

5) Unexpected interference factors.

Second, effectiveness.

Validity, that is, validity or accuracy, is the degree of conformity between the quality that the recruiter really tests and the quality that he wants to measure. The results of an effective test should be able to correctly predict the candidate's future job performance. The correlation coefficient between them is called validity coefficient, and the greater its value, the more effective the test is. Commonly used effectiveness indicators:

1. Content Validity: Some important factors for testing whether a method really measures job performance. The test was conducted by expert judgment. It is mostly used for knowledge test and practical operation test, and is not suitable for predicting ability or potential.

2. co-test validity: it refers to the implementation of a certain test on existing employees, and then compare the results with the performance or job evaluation scores of these employees. If the correlation coefficient between the two is large, it means that this exam is closely related to a certain job.

3. Predictive validity: it means that all candidates are tested, but whether to hire or not is not decided according to the results. After working for a period of time, these hired people will evaluate their work performance, compare the evaluation scores with the original test results, and find out the correlation coefficient between them. The greater the correlation coefficient, the higher the validity of this test, which can predict the potential of candidates.

4. Conceptual validity: refers to the measurable degree of theoretical concepts or characteristics. The validity of the concept is related to whether it can correctly reflect the characteristics of theoretical concepts.