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Hr-Validity & Reliability

Hr-Validity & Reliability

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Published by Srinivas Devegowda

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Published by: Srinivas Devegowda on Jun 25, 2009
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05/11/2014

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BHAVAN’S INSTITUTE OFMANAGEMENT
MYSORE
SUBJECT : HRMASSGIMENT ON : VALIDITY AND RELIABILITYSUBMITED TO : PROF.ROHINI.G.SHETTY 
HR DEPARTMENTBHAVAN’S INSTITUTE OFMANAGEMENTMYSORE
SUBMITTED BY : SRINIVAS.D 
IV {TRI-SEM}, P.G.PM
 
BHAVAN’S INSTITUTE OFMANAGEMENTMYSORE
 DATE: 14-10-2008DAY :TUESDAY
 
VALIDITY Introduction
Validity is arguably the most important criteria for thequality of a test. The term validity refers to whether or notthe test measures what it claims to measure. On a test withhigh validity the items will be closely linked to the test’sintended focus. For many certification and licensure teststhis means that the items will be highly related to a specific job or occupation. If a test has poor validity then it does notmeasure the job-related content and competencies it oughtto. When this is the case, there is no justification for usingthe test results for their intended purpose. There are severalways to estimate the validity of a test including contentvalidity, concurrent validity, and predictive validity. The facevalidity of a test is sometimes also mentioned.
TYPES OF VALIDITY Content Validity
While there are several types of validity, the most importanttype for most certification and licensure programs isprobably that of content validity. Content validity is a logicalprocess where connections between the test items and the job-related tasks are established. If a thorough testdevelopment process was followed, a job analysis wasproperly conducted, an appropriate set of test specificationswere developed, and item writing guidelines were carefullyfollowed, then the content validity of the test is likely to bevery high. Content validity is typically estimated bygathering a group of subject matter experts (SMEs) togetherto review the test items. Specifically, these SMEs are
 
given the list of content areas specified in the test blueprint,along with the test items intended to be based on eachcontent area. The SMEs are then asked to indicate whetheror not they agree that each item is appropriately matched tothe content area indicated. Any items that theSMEs identify as being inadequately matched to the testblueprint, or flawed in any other way, are either revised ordropped from the test.
Concurrent Validity
Another important method for investigating the validity of atest is concurrent validity. Concurrent validity is a statisticalmethod using correlation, rather than a logical method.Examinees who are known to be either masters or non-masters on the content measured by the test are identified,and the test is administered to them under realistic examconditions. Once the tests have been scored, therelationship is estimated between the examineesknownstatus as either masters or non-masters and theirclassification as masters or non-masters (i.e., pass or fail)based on the test. This type of validity provides evidencethat the test is classifying examinees correctly. The strongerthe correlation is, the greater the concurrent validity of thetest is.
Predictive Validity
Another statistical approach to validity is predictive validity.This approach is similar to concurrent validity, in that itmeasures the relationship between examinees'performances on the test and their actual status as masters

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