What are the methods to judge the validity of personnel recruitment and evaluation content?

The evaluation of reliability and validity mainly depends on the norm. Solution: 1 Reliability analysis of evaluation and selection In personnel evaluation and selection, the reliability of results is determined by the reliability of evaluation. Reliability refers to the accuracy or consistency of personnel evaluation and selection results. According to the different methods of measuring and evaluating reliability, reliability can be divided into retest reliability, repetition reliability, internal consistency reliability and rater reliability. (1) Test-retest reliability. It refers to the consistency of the results obtained by using the same evaluation and selection tool and the same method again for the same object. The two evaluations of retest reliability use the same evaluation tools and methods, but the time interval between the two evaluations is difficult to grasp. If the time interval is too long, the characteristics of the subjects will develop and change with the increase of time, and the calculated stability coefficient will lose its meaning; If the time interval is too short, it may produce memory and practice effects, and also affect the stability coefficient. Generally speaking, the time interval should not be fixed, and people of different natures should have different time intervals, generally between 1 and 3 months. When reporting the evaluation results, the interval between two evaluations and the relevant experience of the subjects during this period should be reported. (2) copy reliability. Refers to the degree of consistency between the evaluation and selection results and another equivalent evaluation and selection results. The so-called equivalence means that the evaluation content, effectiveness, requirements and forms are the same as the original evaluation, and one evaluation can be regarded as an approximate copy of another evaluation, that is, copy. If two copies are evaluated twice at a time, the reliability of copies and the reliability of retest can be identified, which shows that it has a wide range of applications. To determine the reliability of the copy, we must first compile the equivalent copy. It is difficult to compile strictly parallel copies, which is also the main factor restricting the reliability of copies. In addition, although replication reliability can better overcome the practice and memory effects of retest reliability, some skills in the original assessment will also have transfer effects. (3) Reliability of internal consistency. Refers to the degree of consistency between the scores of evaluation projects with the same quality. If the score of the first item in the test is higher than others, the score of the second item is higher than others, and the score of the third item is still higher than others … and these evaluation items measure the same quality, then there is reason to think that the evaluation and selection results are more reliable. Both retest reliability and copy reliability need to be evaluated twice, while internal consistency reliability only needs to be evaluated once, which increases the operability of personnel evaluation and brings great convenience to practical work. (4) Reliability of raters. Refers to the consistency of scores given by multiple examiners to the same group. The difference between evaluation and selection results comes from two aspects: one is the evaluated, and the other is the evaluated and their evaluation. Reliability is mainly a measure of the latter. The smaller the irrelevant difference between the evaluator and his evaluation, the more reliable the evaluation and selection results are. The evaluator's score is the main reason for the difference of subjective evaluation results. Objective evaluation is scored by computer, which is not affected by subjective factors and there is no scoring error. 2. Analyzing the effectiveness of evaluation and selection, we briefly introduced the reliability of evaluation to improve the reliability of evaluation. The validity of evaluation, that is, the validity of evaluation, is an important part of the quality inspection of talent evaluation and selection, especially for the feedback of evaluation and selection. The specific content of validity mainly includes the following aspects: (1) Content validity. It refers to the degree of consistency between the actually measured content and the expected measured content. Qualitative analysis methods are mainly used to determine the effectiveness of content in actual operation, including blueprint comparative analysis and expert comparative judgment. The so-called blueprint comparison method is actually to compare the evaluation content with the design blueprint and make an analysis and judgment. The expert comparison judgment method is composed of a group of independent experts, which evaluates the adequacy, necessity and suitability of the content sampling of the evaluation scale and judges the conformity between the actual measured content and the quality characteristics to be measured. (2) Structural validity. Also known as construct validity, construct validity and so on. In the practice of evaluation, we can't directly evaluate some indicators to get answers, such as abstract concepts such as intelligence, motivation, attitude, morality, kindness and honesty. At this time, we can only infer with the help of specific behavior evaluation. It is crucial to construct abstract quality into concrete behavior characteristics, and whether or not to grasp the essential characteristics of this quality is a question of structural validity. It shows to what extent the actual evaluation results can be regarded as a structural substitute for the quality to be evaluated. It is not difficult to see that the judgment of structural validity is a difficult point. In practice, this is also one of the most complicated links. It is very necessary to build a quality structure model, including items, indicators, weights and scales. Then, judge the structural validity according to the factual materials. It is to judge the structural validity according to the actual evaluation results, combined with the opinions of the expert group and logical analysis. This is of great value to the feedback correction of evaluation results. (3) Relevance validity. Refers to the degree of consistency between the evaluation results and the standards. Criterion is an external reference standard to measure the effectiveness of evaluation, which can be the result of evaluation or the standard evaluation score. Correlation validity can be divided into simultaneous validity and predictive validity according to whether the criterion can be obtained simultaneously. As a criterion, the result and the predicted result are obtained at the same time, and this validity is called simultaneous validity. When the result is obtained as a standard in the subsequent evaluation, this validity is called predictive validity. It reflects the prediction degree of the current evaluation results to the future quality development. Different evaluation purposes have different requirements for validity. For example, selecting talents through evaluation, hoping that evaluation has high predictive validity; It is hoped that the evaluation will have high simultaneous validity and predictive validity by cultivating talents through evaluation. Four. To sum up, of course, there are many factors that affect reliability, mainly system error and random error. Including appraiser's professional accomplishment, appraiser's own psychology, the stability of evaluation tools and the stability of environment will all affect the credibility of evaluation. In the actual evaluation process, it is necessary to grasp all relevant links, not only to have professional evaluators, but also to provide a relaxed and true atmosphere for the evaluated in a stable environment. The effectiveness of evaluation is also influenced by many factors, such as evaluation tools, evaluation process and evaluation, the state of the evaluated person, criteria and reliability factors. The relationship between reliability and validity is that high reliability is a necessary but not sufficient condition for high efficiency. That is, high reliability does not necessarily mean high efficiency, but in order to obtain high evaluation validity, its reliability must be high. Reliability and validity are important indicators of talent evaluation and selection quality. Using quantitative methods to conduct quantitative research is conducive to improving the effectiveness of evaluation and making correct selection decisions. For the evaluation indexes with low validity and reliability, it is of great significance for enterprises to adjust and improve the index system in time for establishing a perfect evaluation feedback mechanism.