... Example: A company's performance measure for managers is deficient because it does not measure such aspects of managerial performance as developing others or social responsibility. 3. A contaminated measure evaluates irrelevant aspects of performance or aspects that are not job related. Example: A company's performance measure would be contaminated if it evaluated its managerial employees based on how physically attractive they were. C. Reliability refers to the consistency of the performance measure. 1. Interrater reliability is the consistency among the individuals who evaluate the employee's performance. Example: Professor Wagner's teaching evaluations have interrater reliability since both her students and her peers who visited her classes rated her above average. 2. With some measures, the extent to which all the items rated are internally consistent is important (internal consistency reliability)....
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...technology, auditor will want to confirm “the electronic confirmation process is secure and properly controlled, the information is obtained directly by the auditor, and the information is obtained from a third party who is the intended recipient.” (AU330) a. In AU-C-330: “factors that may assist the auditor in determining whether external confirmation procedures are to be performed as substantive audit procedures include the following:” Confirming party’s knowledge of the subject matter, the respondent is reliable if they have knowledge about the information being confirmed; the ability/willingness of the intended confirming party to respond (brushing it off/not accept responsibility, too time consuming to respond, legal issues from responding, different currencies, responding not in job duties); The objectivity of the intended party (not reliable if the intended party is part of the entity. b. May also be ineffective when, based on prior years’ audit experience, response rates inadequate or known to be unreliable – should probably obtain audit evidence from other sources at that point c. AU-C-505: “Audit evidence is more reliable when it is obtained from independent sources outside the entity; Audit evidence obtained directly by the auditor is more reliable than audit evidence obtained indirectly or by inference; Audit evidence is more reliable when it exists in documentary form, whether paper, electronic, or other medium.” Reliability: i. “if auditor identifies factors that...
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...Andrew Macritchie HR111 Assignment 4 “How can selectors ensure the candidates they choose are the ones who will perform better than rejected applicants?” (Cooper & Robertson, 1995:3).For all organisations recruiting the best staff for the job can be extremely difficult due to the multiple recruitment processes available and the different traits each employee can possess. When a company is choosing a recruitment process it must look at the reliability of the test by looking at the consistency of results of a test and the validity of the test must also be considered as the test must measure what it is set out to measure. (Arnold et al, 1995:131) A company must also consider the cost and effectiveness of the recruitment process they choose. There are many tools of selection which an organisation can use, for example, interviews, psychometric tests and application forms. With regards to the recruitment of effective routinized service, retail or call-centre workers I believe that psychometric tests are the most appropriate selection process for these jobs. Psychometric testing refers to the testing carried out on individuals in order to measure their ability in a specific area of working. These tests can measure all kinds of traits such as sensitivity, memory, intelligence, aptitude or personality. Psychometric tests are becoming increasingly used by employers to choose the right individual that fits a certain job entry. The term ‘psychometric tests’...
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...Selecting the Best Person for the Job Selecting the Best Person for the Job Having the right people on staff is crucial to the success of an organization. Various selection devices help employers predict which applicants will be successful if hired. These devices aim to be not only valid, but also reliable. Validity is proof that the relationship between the selection device and some relevant job criterion exists. Reliability is an indicator that the device measures the same thing consistently. For example, it would be appropriate to give a keyboarding test to a candidate applying for a job as an administrative assistant. However, it would not be valid to give a keyboarding test to a candidate for a job as a physical education teacher. If a keyboarding test is given to the same individual on two separate occasions, the results should be similar. To be effective predictors, a selection device must possess an acceptable level of consistency. Application forms For most employers, the application form is the first step in the selection process. Application forms provide a record of salient information about applicants for positions, and also furnish data for personnel research. Interviewers may use responses from the application for follow-up questions during an interview. These forms range from requests for basic information, such as names, addresses, and telephone numbers, to comprehensive personal history profiles detailing applicants' education, job experience...
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...Reliability and Validity Carmen Kbeir BSHS/382 March 26, 2012 Edessa Jobli Reliability and Validity Researchers employ a wide range of data collection methods to obtain information. Some of these methods are quantitative, such as experiments. Others are qualitative, like field studies. Within each of these methods are specific procedures that lead the researcher to various outcomes. The tools, or instruments, used to measure observations or statistics throughout the process are very important. To understand how well the instruments work and the extent to which the outcomes will produce similar results in the future, researchers examine different types of validity and reliability. Reliability is the extent to which an instrument produces consistent results and the probability that others can achieve the same results when reproducing the study. There are several types of reliability, including alternate-form reliability, internal-consistency reliability, item-to-item or judge-to-judge reliability, and test-retest reliability (Rosnow & Rosenthal, 2008). Internal-consistency reliability measures the amount of correlation between items on a test (Darity, 2008). The average correlation between items is indicated by item-to-item reliability. These types of reliability let the researcher know how well the items on a test go together (Rosnow & Rosenthal, 2008). A questionnaire or survey is not of much use if the questions on them are completely...
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...MA Global Management with pathways Peer Assessment and Evaluation Form Your Team: KFC Seminar 1 Your Name: Aanchal Mahajan Date: 25/10/2012 Name of Peer you are evaluating: Leesha Mansukhani Module: Managing Processes & Projects Coursework: 1 (Team Work) The purpose of this Form is to provide an insight on team members and your own contribution to your team's overall performance. Section A: Peer (Team member) Questionnaire (Please complete one for each of your member) Once this is completed, you are required to complete the same Form (Section A) for yourself, and answer the additional questions in section B below…. **Completed form to be inserted in a sealed envelope OR SIMILAR INDICATING YOUR MODULE CODE and submit to your RELEVANT module leader after EACH OF your team work submission. Students may be viva voce on their parts if required to FURTHER verify their efforts. ** *All work must be word processed* Rate the following factors: Taking the work load as a whole over the life of the team work period e.g. did all students contributes equally in the coursework? Use the criteria factors below to rate your team member. | Criteria | Description of attaining FULL marks- Outstanding - | Description of attaining NO marks- Poor - | *Criteria mark | Typed Justification for mark | Overall average Mark given by you | Regular attendance at team meetings | * Attended all meetings; * stayed to an agreed end; * working within timescale ...
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...to obtain the new skills and competencies they needed to accomplish their broader responsibilities. They created skills matrix which listed basic skills needed for that job, minimum level of each skill required for that job or job family. Emphasis is no longer on specific job duties, but on specifying and developing new skills and gave employees constant reminder of what skills they must improve. 1. What is the difference between reliability and validity? In what respects are they similar? Reliability describes the consistency of scores obtained by the same person when retested with the identical or alternate forms of the same test. If a person scores 90 on an intelligence test when retested the result should be the same. Validity indicates whether a test is measuring what it is supposed to be measuring. With employee selection tests, validity often refers to evidence that the test is job related. Reliability and validity are used in statistics and research design. At best, we have a measure that has both high validity and high reliability. It yields consistent results in repeated application and it accurately reflects what we hope to...
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...Reliability In the field of Human Services, especially in the creation of programs, projects and approach strategies, it is important to measure the reliability of approaches and results. The following approaches are more often than not used to test reliability and are therefore the embodiment 'types' of how reliable an approach or strategy tested with them is: 1. Test-retest reliability - The test-retest method estimates the reliability of the test and the results gathered from it by administering the test to the same group of people at least twice over a set period. The results are then correlated and with a high reliability mark, the tests are seen as reliable. 2. Alternate Forms - Two groups are given the test and their scores are correlated. They do not necessarily have to come from the same population (i.e. test in India & test in Bangladesh) as long as there is a certain relationship. The score correlation becomes the reliability guide. 3. Split Half reliability - In terms of tests, half the items relate to the other half and it is the correlation between them in the test results that matter (i.e. half of the test or interview is about health and welfare issues and the other is about the economic state of the interviewee). 4. Inter-rater Reliability - As in contests where there are multiple judges, tests, contests, experiments and research are tested and marked by a set of qualified people. Their average assessment is then seen as reliable...
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...Sit & Reach Suitability- Any client can do this exercise because it easy to do and requires a low amount of physical activity. The restriction would be disable people. Reliability- If I was going to do this test again then I would have to do a quick warm up so that the my body can produce more synovial which would allow me stretch further and would change the result of the test. Validity- the test is a reasonable way to measure the client flexibility of the client because it test the clients hamstring and lower back. If the test is done properly the result will be accurate but if done wrong then the results would be wrong. Practicality- the test is very realistic because all it takes is one piece of equipment which is the sit and reach bench which can be found at any gym or can be brought online or in a sort store but the equipment can be very expensive which can be a letdown because not many people would want to spend lot of money on one equipment . The test fairly easy to set up all you need is a wall or a person to hold the bench so that the client can use it. Push up Suitability- this exercise is suitable to be done by any one, they only thing that can prevent some to do this type of exercise would if they have an injury in their shoulder or any other injuries in the arm. Reliability- if would to do the test again the results would not be the same because the test depend on the person doing it e.g. if the person has worked on that muscle group before then he...
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...Organizations Professor Elsie Smalls “Application IV†1. Before interpreting the reliability results for the clerical test and work sample, I feel that it is first essential to define the reliability of measurement and its necessity. According to Heneman, the reliability of measurement places an upper limit on the possible validity of a measure. It is reliable to the extent that it provides a consistent set of scores to represent an attribute. In the majority of the case, perfect reliability is never achieved because of the errors existing in the distinct types of measurement. If tests were to occur the same time more than once, it is more likely to have greater reliability. As noted in the first table of the clerical test, the mean score in the results for the clerical test are very similar in the two tests made by the company, in Time one the mean was 31.61 and in Time 2 the mean was 31.22. On the results of work sample of tactfulness and concern of customer the mean scores are also pretty similar. The results for the standard deviations in Time 1 for the clerical test and work samples are also very close to the results of the standard deviations on Time 2. This is one indicator that the tests made are reliable. Besides this indicator, there other results that tells us that these tests are reliable. The test-retest value is .92 which is a very high value, and it is another indicator of reliability of the results. The coefficient alpha also has high values in both Times (.85 and...
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...Job Analysis Amanda Anderson PSY/435 June 23, 2014 Stephanie Johnson Job Analysis There are many jobs that an individual may pursue when they obtain a degree in psychology. One such job is parole officer. This paper will provide insight on the functional job analysis of a parole officer, discuss how a functional job analysis can be used within the organization, evaluate the reliability and validity of a functional job analysis, evaluate different performance appraisal methods and how they may be applied to a parole officer, and will conclude by explaining the various benefits and vulnerabilities of each performance appraisal method concerning the job of a parole officer. Functional Job Analysis The functional job analysis uses both observation and interviews to provide a description of a job and scores on several dimensions concerning both the job and potential workers. These dimensions apply to all jobs so that the procedure can compare them. This process helps to set the recommendations for the job outline. Candidates for the parole officer position should meet the job requirements. The job analysis identifies all of the specific tasks required to perform the job, and then all of the specific knowledge skills and abilities required to perform each task are identified (Spector, 2012). The minimum requirements for a parole officer position in most counties and states include a bachelor’s degree, and that the candidate is at least 20 years old. Federal positions...
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...PSYCHOLOGY These are the steps to follow when developing a psychological measure can seem daunting and complex. There are nine basic steps which need to be followed: 1.THE PLANNING PHASE This is where the aim of the measure needs to be decided on and stated. The characteristic or construct to be measured, what the measure will be used for, and the target group (population) for the measure will also need to be defined. Once this has been clarified, one can decide how the test scores will affect decisions (or what decisions can be made based on test scores). An important stage in planning is whether the performance is compared to a criterion or a group norm. In order to define the content of a measure, one needs to have a defined purpose of a measure. The construct needs to be operationally defined, by undertaking a literature review (research process) of the main theoretical viewpoints of the construct. The purpose of the measure is clearly vital, as it serves the basis for constructing the measure. In this phase, 'keying' is used ? where information is gathered about the 'aspects of the construct on which these groups usually differ'. (An Introduction to Psychological Assessment. Foxcroft and Roodt. P72). e.g. Items are needed to discriminate between individuals, so as to allow the assessor to view the various 'risk' groups. The format and number of each type of item is the next step in the planning phase. The format of the test will vary according to the construct being...
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...COLLABORATIVE DISCUSSION There are many ways to find out the source is reliable, especially since anyone can publish on the web. Prior to writing a paper, extensive research will aid in making sure the facts are substantial. Only updated material should be used. This information is always available. The most important issue is to cite the sources. There is different criterion that is used to evaluate sources of information. All information needs to support what the writer is trying to accomplish and who the author is. Publication dates should also be recent. In addition, the information should come from a valid source. All information needs to be relevant to the topic. Keywords are located in the information being researched. Facts and details are found in the information. Redundancy in reading assists in making sure that the paper make sense. There are many ways to determine if the source is reliable. Most authors have updated information on the web. Any printed text should have a link or Website about the author; otherwise, it should not be considered reliable. Websites, such as Wikipedia, contain information contains information that is added to by anyone. Extensive attention must be considered to make sure that the work is not just an opinion. There are many tools accessible through the university that will assist to verify whether or not the source is reliable. A paper consists of various criteria to evaluate sources of information. Any information used needs to...
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...Will Longo February 15th, 2015 Unreliable Sensory Appreciation Have you ever discovered (perhaps through feedback from a coach or seeing yourself on video) that like Alexander, you were not doing what you thought you were doing? Yes, this occurred when I was competing as a senior on my High School varsity tennis team. In applying to colleges, many University tennis coaches required that I submit a video of myself participating in a USTA sponsored tennis tournament. After competing in the tournament and reviewing the video that my father recorded, I realized that I was not bending my knees correctly and as low as I previously thought. In tennis, bending your knees in relation to the height of the incoming ball is crucial for maximizing the strength and accuracy of ones return shot. After observing other minor flaws in my tennis game, I went to tennis practice with the intent on practicing how to best bend my knees to the correct position and ultimately improve my game. How do you know when you are ‘too tense’? Within this chapter, Gelb discusses that concept of ‘sensory appreciation’ and synthesizes that humans do not intuitively know what is best for themselves, but have the remarkable ability to learn. For instance a person may feel more enjoyable while being slumped in a chair, but that position and feeling of enjoyment may also be causing unnecessary pressure or damage of ones spine. I may be tense and not realize it because over time, I may have associated...
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...Ways to Rock The Prepping you for the FCAT. Prepping you for the FCAT. L/A!!!!! Table of Contents Chapter 1-Reference and Research/Reliability/Validity/Synthesizing Page 1-2. Reference * What is Reference ? * Why is Reference important? * Think about it. Page 3-4. Research * What is Research? * Why is Research important? * Think about it. Page 5-6. Reliability * What is Reliability? * Why is Reliability important? * Think about it. Page 7-8. Validity * What is Validity? * Why is Validity important? * Think about it. Page 9-10. Synthesizing * What is Synthesizing? * Why is Synthesizing important? * Think about it. Table of Contents Chapter 3-Context Clue/Inference Page 1-2. Context clue * What is Reference? * Why is Reference important? * Think about...
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