人力資源——效度案例分析ppt課件

1、Validity ：quality of measures“Does this test measure what is supposed to measure?AB“matchmovemove Attribute(屬性屬性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 (陰影部分越大，丈量越有效度陰影部分越大，丈量越有效度 沒(méi)有丈

2、量到的屬性和特征沒(méi)有丈量到的屬性和特征不需求丈量的部分不需求丈量的部分CDEA attribute(屬性 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.幻燈片幻燈片 7 2.This method will lead halo effect(光環(huán)效應(yīng)光環(huán)效應(yīng) bias(個(gè)人偏見(jiàn)幻燈片個(gè)人偏見(jiàn)幻燈片 6 3. The lack of related attributes.幻燈片幻燈片

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(攝攝影才干影才干 word processing(文字處置技藝文字處置技藝 computer skill