人力资源——效度案例分析ppt课件

1、Validity ：quality of measures“Does this test measure what is supposed to measure?AB“matchmovemove Attribute(属性属性Eg: Knowledge of photography.Measure(丈量工具或方法丈量工具或方法Eg：objective test of Knowledge of photography.Validity: The degree of B match AThe bigger, the more valid (阴影部分越大，丈量越有效度阴影部分越大，丈量越有效度 没有丈

2、量到的属性和特征没有丈量到的属性和特征不需求丈量的部分不需求丈量的部分CDEA attribute(属性 Lack thinking a problem “Which attributes should be measured to match the specific opening like this？In our case: It is just measured some general characteristics which are not related to the ENG , such as knowledge, willingness to learn . Problem

3、:The company lack detailed job analysis to analyze which characteristics be required by the position. Consequence:So the company confused about which attribute should be measured.B measure(丈量工具方法丈量工具方法In this case: Developing a rating system that had been used In evaluation of all employees. Method:

4、 Graphic rating scale(twelve general traits such as effort, knowledge, willingness to learn. Problem: 1.Method of performance measurement: graphic rating scales standards are unclear.幻灯片幻灯片 7 2.This method will lead halo effect(光环效应光环效应 bias(个人偏见幻灯片个人偏见幻灯片 6 3. The lack of related attributes.幻灯片幻灯片

5、4 BIn this case: rater: two managers (supervisor ) Halo effect: Occurs when one positive performance characteristic causes the manager to rate all other aspects of performance positively.Horns error: the adverse of halo effect.Bias: Bias because of the specific purpose (select to fill Position) Example of Graphic Rating ScalesABUnrelated and secondary attributes Unsuitable measurement toolmovemoveCDSome competency to the specific position:Such as: Knowledge of photography(摄摄影才干影才干 word processing(文字处置技艺文字处置技艺 computer skill