Staffing Organizations Interpreting Reliability Results Essay

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This would be used in determining whether the prevailing employee abilities are related with their prevailing job performance based on the measurements of the criterion scores. In case of a high correlation, it concludes that there is a high validity of the concurrent criterion. This suggests that the identified abilities have measured the performance abilities on tasks that require the decision makers to measure.

For the content validity to be interpreted, a job analysis must be done, and the requirement matrix to be developed. Then interpreting the content validity would then become a judgmental procedure where organizational or external experts. These experts must be thoroughly informed and knowledgeable about the nature of the focal job tasks and job. They then deliver a judgment on whether the abilities displayed by the test results are a true reflection of the organization's identified job analysis. Assessment of content validity tests tends to be judgmental and does not need the creation of a criterion measure like in criterion validity test (Heneman, Judge, & Kammeyer-Mueller, 2012).

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Limitations when interpreting results

This study demonstrates that there are three major limitations, which must be kept in mind when interpreting results and making decisions whether to use clerical tests or work sample. They include:

I. The level of similarity among the work applicants to the samples used in the study. Lack of similarities may indicate that the results of the study are not generalizable to the larger population

II. Whether the criterion measures used (complaints and error rate) are valid indicators of the performance of CSR. If they prove to be the contrary, it means the tests results will not predict vital dimensions of the performance of CSR

III. Employees might lack the motivation as job applicants in performing well on the tests. This has the possibility to minimize the validity of the tests and results applied on new work samples (Heneman, Judge, & Kammeyer-Mueller, 2012)......

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