Define reliability and describe four methods for estimating the reliability of psychological tests. Explain ways this information can be used in your organization (or one of your choosing).
What criteria are most important when evaluating HR research tools? Explain why.
What is the importance of setting criteria for evaluating one of the following: selection tests, HRIS, or succession planning? Describe ways you have observed criteria setting for your selected tool in your (or a chosen) organization.
What is the difference between content validity and criterion-related validity? Give examples. What is the application of the two for HR or other functions in a business?
What is construct validity? How is it different from reliability, content validity, and criterion-related validity? What makes these concepts important in business/HR research?
In the article, "Attracting and Selecting: What Psychological Research Tells Us", what are the reasons why HR practitioners do not practice some of the selection and recruitment approaches that are validated by research?
In our e-reading, "Attracting and selecting: What psychological research tells us", research scientist tell us which selection processes, tools and recruitment strategies.