Ch 8: Measurement Flashcards
What is measurement?
The process of assigning numbers to aspects of a job, people, system etc.
Why is measurement important?
-Effective measurement data can give a competitive edge
-Imporperly assessing and measuring candidate characteristics can lead to systematically hiring the wrong ppl, offending and losing good candidates etc.
What are the measures relevant to staffing process?
Those that assess:
Job Characteristics
Aspects of the staffing system
Characteristics of Job candidates
Staffing outcomes- performance or turnover
The numerical outcomes of measurement are data. These data are
Predictive data: Info used to make projections about outcomes. So what data would you collect to predict turnover?
Criterion data: information about important outcomes of the staffing process.
eg. time to hire
Types of measurements
Nominal: Numbers are assigned to discrete labels/catergories- race, gender, college major
Ordinal: attributes ranked in ascending or descending order- eg. best to worst performance
Interval: Zero point is arbitrary but distance between scores has meaning (intelligence or interview scores)
Ratio: distance between scores has meaning and there is a true zero point (slaray and typing speed)
What is scoring?
Process of assigning numerical values during measurement
What is a raw score?
unadjusted score on a measure
Criterion-referenced measures and Norm-referenced measures
Criterion-referenced measures: Measures in which the scores have meaning in and of themselves
Norm-referenced measures: Measures in which scores have meaning only in comparison to the scores of other respondents- so think of ranking systems as a tool to determine advancement
Percentile score on Normal curve
raw score that has been converted into an
expression of the percentage of people who score at or below that score.
Central Tendency
describes the midpoint, or center, of the data
Variability
spread of data around midpoint
Variance
math measure of spread based on squared deviations of scores from the mean
Standard deviation
Positive square root of the variation
Shifting normal applicant curve
if done strategically, sourcing and recruiting can sift out bad applicants
Correlation Coefficient
indicates the direction (+/-), and magnitude (strength) of relationship betwee 2 variables
What is reliability?
How dependable/ consistent a measure is in assessing a particular characteristic
3 things to consider when measuring reliability
Type of easure
Type of reliabiltiy estimate reported
The context in which measure will be used
Reasons for differing scores on Test or assessment
Temporary physical/ psychological state
Envrionmental factors
Different evaluators
Types of errors
Random: not due to any consistent cause
systematic: error due to consistent and predictable factors
Deficiency error: errors due to failing to measure important aspects of attribute
Contamination: error due to scores being affected by unrelated factors
Types of Reliability
Test-retest: reflects the repeatability of scores over
time and the stability of the underlying
construct being measured
alternate or parallel form reliability: indicates how consistent scores are likely to be if a person completes two or more forms of the same measure
internal consistency reliability: indicates the extent to which items on a given measure assess the same
construct.
Inter-rater reliability
indicates how consistent scores are
likely to be if the responses are scored
by two or more raters using the same
item, scale, or instrument
Standard of error of Measurement
Expected margin of error in an individual score.
The lower the SEM, the more accurate the measurements
Validity?
How well a measure assesses a given construct and degree to wich you can make specific conclusions or predictions based on observed scores.
