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C232--5.5
WGU HR Section 5.5
| Question | Answer |
|---|---|
| What is "Reliability" in terms of employee evaluation criterion? | Consistency or stability of a selection instrument (a predictor or criterion). The instrument used (a written test, impressions obtained during an interview) should yield the same estimate on repeated uses under identical conditions. |
| What is test-retest reliability? | To minimize variance in measurements, HR professionals often test the reliability of a measurement over time. This is known as test-retest reliability. |
| What is the correlation coefficient? | HR professionals can administer a skills test to a group of applicants 3 months before the hiring and then again a month before the decision. The two sets of scores are correlated, and the coefficient that results is called the correlation coefficient. |
| What number (rule of thumb) is used as an acceptable correlation coefficient? . | +.70 and higher |
| What is the split-half reliability method? | In split-half reliability, questions (or items) are divided or split in half. Thus, for each person, two scores are computed and these scores are correlated. If the test is internally consistent, the correlation coefficient is usually high. |
| What is internal consistency reliability? | Internal consistency reliability refers to the extent which the selection instrument has homogenous content. The degree which different items on the instrument (or test) are measuring the same thing. One method to test is split-half reliability method. |
Created by:
jpayn11
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