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1. Why are reliability and validity important for assessment? How are content validity and criterion-related validity used to establish construct validity? Support your position.
Assessment instructions, whether for measuring cognitive ability or intelligence, or for psychometrics like personality, need to be both reliable and valid; otherwise, their results would be meaningless. In fact, using unreliable or invalid assessment instruments could lead to distorted judgments and biased beliefs. The decisions made based on reliable assessments can be sound and productive, whereas decisions made based on invalid or unreliable assessments may be unethical. Assessment reliability refers to how consistent the results are, and validity refers to how well the instrument measures what it intends to measure (“Reliabiity and Validity,” n.d.). The same test administered to the same population at a different point in time should yield similar results—the “test/retest” effect (Sullivan, 2011, p. 119). Likewise, assessment reliability takes into account how the same test administered to a population with similar demographic characteristics such as age or nationality yields similar results. Similarly, different questions on the same instrument should yield similar results within that same population—something called internal consistency (Sullivan, 2011). The assessment questions should also be tested to determine whether they measure the desired construct.
Content validity refers to the...
Educational assessments provide the prime examples of the importance of content validity, as a test on Shakespeare should not include questions on Tolstoy. Criterion validity matches the assessment results with some other objective. For example, if extraversion is strongly correlated with high rates of sales among employees, then human resources would be using an instrument with strong criterion validity. Both content and criterion-related validity determine construct validity. Construct validity is similar to criterion validity but is more theoretical (‘”Reliability and Validity,” n.d.). One example would be when a personality test results correlate with worker productivity.
Job Performance Evaluation When it comes to the measurement of performance a common method used is the rating scale. However there are a wide range of considerations when it comes to the type of scale to be used, the source that will provide the ratings on the scale and the ethical and legal issues that surround the scale and the usage of its results. The paper is an evaluation of a
workplace are job knowledge tests, cognitive ability tests, and personality tests. Job Knowledge Tests Achievement tests or job knowledge tests are composed of questions designed to measure technical or professional expertise in a specific area of knowledge. Therefore job knowledge tests assess the knowledge of the test taker at the point in time of the assessment. Job knowledge tests are most often utilized in conditions that require applicants to possess a
GLOBAL FINANCE, INC. (GFI) IT RISK ASSESSMENT PAPER When it comes to the risk assessment of Global Finance, Inc. there were identified vulnerabilities that were occurring in the locations of Technical Security, Management, and Operational. Vulnerabilities at the company are looked at as being weaknesses that could possibly be oppressed by a group of threats or just threats in general. Basically, all of these vulnerabilities are able to be alleviated by safeguards
American today, works more that an American worker of even a generation ago. A 1999 Government report stated that workers worked 8% more hours than the previous generation. This translates to an average workweek of 47 hours. Twenty percent of workers today work more than 49 hours. The work place has been constantly changing -- the revolution from agronomies to industrialization having had its origins in the industrial revolution.
Literacy in Secondary School in Ireland The literacy curriculum in secondary school in Ireland is based on a strategy of language-related lesson modifications, identified by Peregoy and Boyle as good methods of ensuring that differentiation occurs in the classroom. This strategy allows for the use of "visuals, concrete objects, direct experience, and other nonverbal means to convey lesson content" alongside the main lesson taught by the teacher in the classroom (Peregoy,
Performance Assessment Systems in Organizations Many companies conduct performance assessment systems to cope with the current fast-paced global economy. The assessment reflects on companies past outcomes known as lagging indicators as well as the current leading indicators to inform the management on the latest developments. These indicators appropriately analyzed, reported and evaluated, help the companies achieve higher profits. The use of leading indicators is increasingly getting popular with many companies and