人力资源——效度案例分析.ppt

Validity ：quality of measures “Does this test measure what is supposed to measure?” Definition: Degree to which a measure truly measures the attribute it is intended to measure * A B “match” move move Attribute(属性） Eg: Knowledge of photography. Measure(测量工具或方法） Eg：objective test of Knowledge of photography. Validity: The degree of B match A The bigger, the more valid (阴影部分越大，测量越有效度） （没有测量到的属性和特征） （不需要测量的部分） C D E A attribute(属性） Lack thinking a problem “Which attributes should be measured to match the specific opening like this？” In our case: It is just measured some general characteristics which are not related to the ENG , such as knowledge, willingness to learn . Problem: The company lack detailed job analysis to analyze which characteristics be required by the position. Consequence: So the company confused about which attribute should be measured. B measure(测量工具方法） In this case: Developing a rating system that had been used In evaluation of all employees. Method: Graphic rating scale (twelve general traits such as effort, knowledge, willingness to learn. Problem: 1.Method of performance measurement: graphic rating scale’s standards are unclear.幻灯片 7 2.This method will lead halo effect(光环效应） bias(个人偏见）幻灯片 6 3. The lack of related attributes.幻灯片 4 B In this case: rater: two managers (supervisor ) Halo effect: Occurs when one positive performance characteristic causes the manager to rate all other aspects of performance positively. Horns error: the adverse of halo effect. Bias: Bias because of the specific purpose (select to fill Position)