CHAPTER 2

Measurement Reliability And Measurement Validity

 Measurement reliability refers to the consistency and stability of a measurement tool or

instrument. In the context of human resources, it is important to have reliable measures in
order to make accurate and consistent assessments of employees or job applicants. Reliability
ensures that the measurement tool produces consistent results over time, across different
raters, or under different conditions.

 This means that if the same candidate is assessed multiple times using the same measurement
tool, the results should be similar. Consistency is important because it allows hiring managers to
make reliable and fair decisions based on the assessments.

TYPES OF MEASUREMENT RELIABILITY

 When it comes to recruitment and selection, measurement reliability refers to the consistency
and dependability of the measurement tools or methods used to assess candidates. Here are
some commonly used types of measurement reliability in this context:

 Test-Retest Reliability: This type of reliability assesses the consistency of measurement results
when the same assessment is administered to the same group of candidates at two different
points in time.
 Inter-Rater Reliability: Inter-rater reliability focuses on the consistency of ratings or evaluations
provided by different assessors or interviewers Internal Consistency Reliability: Internal
consistency reliability measures the consistency of responses within a single assessment tool. It
is used for assessments where candidates respond to multiple items or questions that are
intended to measure the same construct.

 Internal Consistency Reliability: Internal consistency reliability measures the consistency of

responses within a single assessment tool. It is used for assessments where candidates respond
to multiple items or questions that are intended to measure the same construct.

 Parallel Forms Reliability: Parallel forms reliability involves comparing the results of two
different versions of the same assessment that are intended to measure the same construct.

 These different types of measurement reliability help organizations ensure that their
recruitment and selection processes are fair, valid, and consistent.
MEASUREMENT VALIDITY

 Measurement Validity, on the other hand, refers to the accuracy or truthfulness of a

measurement. It is about whether the measurement tool actually measures what it intends to
measure. In human resources, validity is crucial to ensure that the assessment or evaluation
accurately reflects the desired qualities or skills of the individuals being measured.

 Validity is equally important as it ensures that the measurement tool actually measures what it
intends to measure. In the context of selection and recruitment, validity ensures that the
assessments accurately reflect the desired qualities, skills, or competencies required for the job.
Without validity, the assessments may not accurately predict a candidate's performance or
suitability for the role.

TYPES OF MEASUREMENT VALIDITY

 The different types of measurement validity:

• Construct validity • Predictive validity

• Face validity • Concurrent validity

• Content validity • Convergent validity

• Criterion-related validity • Discriminant validity

  Construct validity: This is the degree to which research methods or test results measure the
intended concept.

 Face validity: This is the extent to which a test performs the desired procedures.

 Content validity: This refers to the degree to which test items measure all parts of a concept.

 Criterion-related validity: This is the extent to which a test agrees with a theoretical construct.

 Predictive validity: This is the degree to which a test predicts the performance of a future
assessment.

 Concurrent validity: This refers to the extent to which a new test or method compares to
current tests or valid methods.

 Convergent validity: This is the degree to which a new scale of measurement for a concept
relates to other measurements of the same concept.

 Discriminant validity: This is the extent to which one test doesn't correlate with another.

MEASUREMENT RELIABILITY VS MEASUREMENT VALIDITY

 Reliability and validity are both about how well a method measure something. Reliability
refers to the consistency of a measure (whether the results can be reproduced under the same
conditions). Validity refers to the accuracy of a measure (whether the results really do
represent what they are supposed to measure).

• Validity means results or methods are accurate.

• Reliability means results or methods are consistent.

• Valid results are usually reliable.

• Results can be reproducible if they're accurate.

• Reliable results are not always valid, but they can be reproducible.

 The relationship between validity and reliability is important for scientific methods and
research. For results to be valid, they usually appear reliable as well. For results to be reliable,
they must be reproducible. Valid results ensure the accuracy of experimental methods to
support a theory. Reliable results can ensure consistency across experiment methods and
conditions because they repeat the same or similar conditions and methods in different
settings. Results that are reproducible often indicate accuracy as well because the same
results occur in various condition.

IMPORTANCE OF MEASUREMENT RELIABILITY AND VALIDITY IN SELECTION AN RECRUITMENT

PROCESS
  Measurement reliability and validity are important in selection and recruitment processes
because they help ensure that the assessments and evaluations of candidates are accurate
and consistent.

 Measurement reliability and validity are crucial in the context of recruitment and selection.
Let's break down their importance:

 Reliability: Reliability refers to the consistency and stability of measurement results. In

recruitment and selection, reliable measurements ensure that the assessments and tests used
to evaluate candidates produce consistent results over time and across different evaluators.

 Validity: Validity refers to the extent to which a measurement accurately measures what it
intends to measure. In the context of recruitment and selection, validity is about ensuring that
the assessments and tests used actually predict job performance or other relevant outcomes.

 Validity: Validity refers to the extent to which a measurement accurately measures what it
intends to measure. In the context of recruitment and selection, validity is about ensuring that
the assessments and tests used actually predict job performance or other relevant outcomes.

MEMBERS

Ballaran, Loraine Quing, cedric Urriza, Julian Magtibay, mark