Employment Testing Method
determining the stability of a
 There are two critical important
concept in measurement:
– Reliability (kebolehan percayaan)
– Validity (ketepatan)
Reliability
 The consistency of a
measurement instrument or its
stability over time.
 A methods are used for
estimating the reliability of a
screening instrument is test-
retest reliability, parallel forms
Validity
 Is a concept referring to the accuracy
of a measurement instruments and its
ability to make accurate inferences
about a criterion.
 3 types of validity evidence:
– Content validity
– Construct validity
– Criterion-related validity
 Construct validity – refers to whether
an employment test measures what it
is supposed to measure.
 Criterion related validity – the accuracy
of a measurements in determining the
relationship between scores on the
instrument and some criterion of job
success.
 Test- retest reliability – method of
measurement instrument by
administering the same measure to
the same people at 2 different
times and then correlating the
scores.
 Parallel forms – method as
establishing the reliability of a
measurements instruments by
correlating scores on 2 different but
equivalent versions of the same
instruments.
 Internal consistency – common
method of establishing a
 Content validity – the ability of the
items in a measurement instruments
to measure adequately the various
characteristics needed to perform a
job.
-kebolehan yg mnyukat/membuat ukuran
terhadap cirri-ciri yg ad pada s’org untk
melaksanakan s’suatu kerja tersebut.
-majikan menguji pekerjanya dgn ujian untk
memastikan pekerja tersebut menepati apa
yg diperlikan oleh majikan tersebut.
Type of Employee Screening
Test
 Test format
Individual VS group test
- Individual are test administered to only 1
person at time.
- Group test are designed to be given
simultaneously to more than 1 person.
Speed VS power test
- Speed test have a fixed time limit
-Power test will focus on the percentage of
item answered correctly.