Module 9 Measurement

Introduction

In staffing, measurement is a process used to d. Using the measure to actually gauge the facilitated by having and using measures of
gather and express information about persons attribute. individual applicant’s job relevant KSAOs.
and jobs in numerical form. Staffing
organization is highly dependent on the Result of the measurement process are Often organization seeks to determine how
availability and use of measures. Indeed, it is expressed as number of scores for example, well the person fits or matches not only the job
virtually impossible to have any type of applicant's scores on an ability test, but also the organization. Likewise, applicants
systematic staffing process that does not use employees performance evaluation rating often assess how well they think they might fit
measures and an accompanying scores, or applicants rating rewards in terms into the organization, in addition to how well
measurement process. of their importance. These scores become the they match the specific job’s requirements and
indicators of the attribute. Through the rewards. For both the organization and the
 Measurement and Staffing measurement process, the initial attribute and applicant, therefore, there may be a concern
its operational definition have been with a person organization match.
Measurement may be defined as the process transformed in a numerical expression of the
of assigning number to object to represent attribute. Organizational values are norms of desirable
quantities of an attribute of the objects. attitudes and behaviors for the organization’s
 Importance and Use of Measures employees.
In staffing, measurement is a process used to Measurements are one of the key ingredients Examples include honesty and integrity,
gather and express information about persons for and tools of, staffing organizations. A achievement and hard work, and concern for
and jobs in numerical form. A common general illustration of this is shown next fellow employees and customers. Flexibility
example in which management employs through a discussion of the major specific concerns also in hiring persons who could
measurement is administer a test to job uses of measurement: measuring jobs, perform multiple jobs.
applicants and evaluate their responses to measuring individuals, measuring HR
determine a test score for each of them. outcomes, monitoring and record keeping, and Measuring Outcomes
research and evaluation. -Outcomes of the persons-job matching
Staffing organization is highly dependent on process include factor such as job
the availability and use of measures. Indeed, it  Measuring Jobs performance and retention. To determine and
is virtually impossible to have any type of Through job analysis, job requirements track the levels being attained on these
systematic staffing process that does not use become specified in terms of tasks and the outcomes, measures of them must be
measures and. an accompanying KSAOs thought to be necessary for the developed and used. In staffing, these
measurement process. performance of those. tasks. Throughout the outcome measures are referred to as criterion
job analysis process, measurement processes measures.
 Measurement and Staffing are used.
In the person-job matching model, jobs are Monitoring and Record Keeping
Measurement may be defined as the process said to have both requirements and rewards -Monitoring and record keeping are (or should)
of assigning number to object to represent associated with them. These requirements an integral part any staffing system. Through
quantities of an attribute of the objects. and rewards need to be identified, defined and these activates, the organization gathers and
measured to make the matching concept records numerical information that may be
In staffing, measurement is a process used to come to life for staffing purposes. This occurs used for numerous staffing related purposes.
gather and express information about persons through the process of jobs analysis. These purposes include determining how well
and jobs in numerical form. A common staffing activates conformed to: staffing
example in which management employs The person/job match seeks to align policies and procedures, numerical tracking
measurement is administer a test to job characteristics of individuals and jobs in ways how applicant pools are reduced as applicants
applicants and evaluate their responses to that will result in desired HR outcomes. proceed through the staffing process (so
determine a test score for each of them. called applicant flow statistics) and
Casual comments made about applicants determining compliance with legal
Staffing organization is highly dependent on often reflect awareness of the importance of requirements.
the availability and use of measures. Indeed, it the person-job match. “Clark just doesn’t have
is virtually impossible to have any type of the interpersonal skills that it takes to be a Research and Evaluation
systematic staffing process that does not use good customer service representative.” “Mary -The maintenance and availability of staffing
measures and an accompanying has exactly the kinds of budgeting experience data lead natural into more formal staffing
measurement process. this job calls for; if we hire her, there won’t be research and evaluation activities. Such
any downtime while she learns our systems,” activities are primarily concerned with
 Measurement Procedure etc. Comments like these raise important rigorously determining the effectiveness of
points about the person-job match. First, the specific staffing activities as well as the overall
Measures are methods or techniques for job may require the interpersonal skills, and effectiveness of the staffing system.
describing and assessing attributes of objects the budgeting experience.
that are of concern to us. Examples include Characteristics of Measurement
tests of applicant KSAOs, evaluations of There is actually a need for a dual match to 1. Standardization
employees’ job performance and rating of their occur; job requirements to KSAOs - is a mean of controlling the influence of
performance for various types of (knowledge, skills, abilities and other outside or extraneous factors on scores
job rewards. characteristics), and job rewards to individual generated by the measure and ensuring that,
motivation. as much as possible, the scores
These assessments of attributes are gathered obtained are a reflection of the attribute
through the measurement process. That Measuring Individuals measured.
process consists of:
a. Choosing an attribute of concern; People process a vast number of KSAOs. A standardized measure has three basic
b. Developing an operational definition of the Some of these KSAOs will be of particular properties:
attribute; importance to the organization because they
c. Constructing a measure of the attribute (if match identified requirements of jobs. 1. The content is identical for all objects
no suitable measure is available); and Selecting individuals who possess these measured (e.g., all job applicants take the
KSAOs requirements as employees is greatly same test).
2. The administration of the measure is -The indicators of central tendency are the principles involves gear ratios, among other
identical for all objects (e.g., all job applicants mean, median, and mode. Since it was things,and our test does not have any items
have the same time limit on the test). assumed that the data were interval-level (or an insufficient number of items) covering
3. The rules for assigning numbers are clearly data, it is permissible to compute all three this aspect then the test in deficient.
specified and agreed on in advance (e.g., a indicators of central tendency. Had the data
scoring key for the test is developed before it been ordinal, the mean should not be Contamination Error
is administered). computed. For nominal data, only the mode -represents the occurrence of unwanted or
would be appropriate. undesirable influence on the measure and on
Level of Measurement individuals for whom the measure is being
There are varying degrees of precision in 2) Percentiles used. These influences muddy the scores and
measuring attributes and in representing -A percentile score for an individual is the make them difficult to interpret.
differences among objects in terms of percentage of people scoring below the
attributes.With nominal scales, a given individual in a distribution of scores. Validity of Measures
attribute is categorized, and numbers are - the degree to which it measures the attribute
assigned to the categories. With or without 3) Standard Scores it is intended to measure, which involved the
numbers, however, there is no order or level -When interpreting scores, it is natural to development of a test of knowledge of
implied among the categories. compare individuals’ raw scores to the mean, mechanical principles that was then to be
that is, to ask whether scores are above, at, or used for purpose of selecting job applicants.
1) Ordinal below the mean. But a true understanding of The validity of the test is the degree to which it
-With ordinal scales, objects are rank-ordered how well an individual did relative to the mean truly measures the attribute or construct
according to how much of the attribute they takes into account the amount of variability “knowledge of mechanical principles.”
possess. Thus, objects may be ranked from in scores around the mean (the standard
best to worst or from highest to lowest. deviation). Accuracy of Measurement
For example, five job candidates, each of
whom has been evaluated in terms of overall 4) Correlation Between Scores -Reliability refers to consistency among the
qualifications for the job, might be rank- -Frequently, in staffing there are scores on scores on the test, as determined by
ordered from 1 to 5, or highest to lowest, twoor more measures for a group of comparing scores as previously described.
according to their job qualifications. individuals. One common occurrence is to Accuracy refers reliability, but it also requires
have scores on two (or often, more than two) more by way of evidence.
2) Interval KSAO measures. Investigation of the
-Like ordinal scales, interval scales allow us to relationship between two sets of scores Accuracy of Prediction
rank order objects. However, the difference proceeds through the plotting of scatter -Measures are often developed because they
between adjacent points on the measurement diagrams and through calculation of the provide information about that people can be
scales is now equal in terms of the attribute. If correlation coefficient. used to make predictions about those people.
an interval scale is used to rank order of the Knowing something about the accuracy with
five job candidates, the differences in 5) Scatter Diagrams which a test predicts future job success
qualifications between those ranked 1 and 2 -A scatter diagram is simply the plot of the requires examining the relationship between
are equal to the differences between those joint distribution of the two sets of scores. scores on the test and scores on some
ranked 4 and 5. Inspection of the plot provides a visual measure of job success for a group of people.
representation of the type of relationship that
3) Ratio exists between the two sets of scores. Validation Measures in Staffing
-Ratio scales are like interval scales in that -In staffing, there is concern with the validity of
there are equal differences between scales 6) Correlation Coefficient predictors in terms of both accuracy of
points for the attribute being measured. In -The relationship between two sets of scores measurement and accuracy of prediction. The
addition, however, ratio scales have a logical may also be investigated through calculation validity of predictors is explored through the
or absolute true zero point. Because of this, of the correlation coefficient. The correlation conduct of validation discussion of validity and
how much of the attribute each object between two variables does not imply validation, an implicit premise is being made
possesses can be stated in absolute terms. causation between them. A correlation simply that validity is Situation-specific, and therefore
says how two variables co-vary of co-relate; it validation of predictors must occur in each
Objective and Subjective Measures says nothing about one variable necessarily specific situation. All of the examples involve
With objective measures, the rules are causing the other one. specific types of measures, job, individuals,
predetermined and usually communicated and and so forth. Nothing is said about
applied through some sort of scoring key or Quality of Measures — The Critical Issues generalizing validity across those jobs and
system. Most paper-and-pencil tests are The quality of the decisions and actions taken individuals.
considered objective. The scoring systems in are unlikely to be any better than the quality of
subjective measures are more elusive and the measures on which they are based. Thus, Evidence is beginning to validity generalization
often involve a rate or judge who assigns the there is a lot at stake in the quality of the premise.
numbers. Many employment interviewers fall measures used in stuffing. Such concerns with
in this category, especially those with an the quality of measures are best viewed in For example, evidences suggest that tests of
idiosyncratic way of evaluating people’s terms of reliability are validity of measures. general mental ability have meaningful,
responses, one that is practical validity for predicting job performance
not known or shared by other interviewers. Reliability of Measures across a wide variety of types of employees
- refers to the consistency of measurement of and jobs.
Scores an attribute. A measure is reliable to the extent Until more is know about validity
-Measures yield number or scores to that it provides a consistent set of scores to generalization, however, caution is called for in
represent the amount of the attribute being represent an attribute. its use in either scientific or practical term.
assessed. Score thus are the numerical surface that is supportive of the
indicator of the attribute. Once scores have Measurement Error
been derived, they can be manipulated in The scores actually obtained from the  Types of Staffing Measurement
various ways to give them even greater measures have two components to them, a Measurements have been classified in many
true score and measurement error. That is, ways based on behaviour, purpose, content,
meaning,and to help better describe form, procedure and function as well as in
characteristics of the objects being scored Actual Score = True score + Error. other ways. A brief description of some
measurement
Some method of scoring is given below: Deficiency Error
-occurs when there is failure to measure some A. Personality Tests
1. Central Tendency and Variability portion of aspect of the attribute assessed. For 1.Minnesote Multiphasic Personality Inventory
example, if knowledge of mechanical (MMPI)
 2. Personal Characteristics Inventory (PCI) others when we are at our best. Whether your The data collected from sentence completion
3. NEO Personality Inventory goal is to find the right hire or develop stronger tests can usually be analyzed either
4. Hogam Personality Inventory (HPI) leaders, assessing normal personality gives quantitatively or qualitatively. Usually,
5. Miner Sentence Completion Scale you valuable insight into how people work, sentence completion tests can be interpreted
how they lead, and how successful they will in two different ways: subjective-intuitive
6. Thomas Profile Analysis be. analysis of the underlying motivations
projected in the subject's responses, or
 Minnesote Multiphasic Personality Primary Scales: objective analysis by means of scores
Inventory (MMPI) a. Adjustment : confidence, self-esteem, and assigned to each completed sentence.
-The test developers Hathaway test. composure under pressure Multiple themes can occur in a short test,
construction technique to develop basing the b. Ambition : initiative, competitiveness, and which gives the examinee multiple
test scales (for example the hypoc the actual desire for leadership roles opportunities to reveal underlying motivations
test items that differentiate people with c. Sociability : extraversion, gregarious, and about each topic during data analysis. Of
hypochondriasis from ‘normals’. Often, the need for social interaction course, most sentence completion tests are
questions that do this most reliably are not d. Interpersonal : tact, perceptiveness, ability much longer — anywhere from 40 to 100
concerned with health issues as such. This to Sensitivity maintain relationships stems — and contain more themes —
has two advantages. First, it makes it very e. Prudence : self-discipline, responsibility anywhere from 4 to 15 topics.
difficult for subjects to ‘take’ responses, deny and conscientiousness
problems or give a particular impression. f. Inquisitive, + imagination, curiosity, and: Sentence completion tests usually include
Second, the MMPI-2 is based on empirical creative potential some formal coding procedure or manual. The
research and not on a clinician's assumptions g- Learning Approach: achievement-oriented, validity of each sentence completion test must
about what answers indicate particular up-to-date on business matters be determined independently and this
personality traits. depends on the instructions laid out in the
Occupational Scales. That predict scoring booklet.
 Personal Characteristics Inventory performance in a specific role:
-Personal Characteristics Inventory (PCI) and a. Service : attentiveness and courteousness Compared to positivist instruments, such as
_ the Comprehensive Personality Profile® Orientation toward customers Likert-type scales, sentence completion tests
(CPP®). While both are personality tests, they b. Stress : composure, calm under pressure tend to have high face validity (i.e., the extent
measure different traits and characteristics Tolerance to which measurement items accurately reflect
that are relevant to different job types. The c. Reliability : honesty, positive organizational the concept being measured). This is to be
Personal Characteristics Inventory® (PCT) is citizenship expected, because in many cases the
based on the widely-used Five-Factor Model d. Clerical : self-discipline, meticulousness, sentence stems name or refer to specific
of personality (also known as a “Big 5 test’). and Potential the ability to communicate objects and the respondent is provides
This assessment helps employers know how a clearly responses specifically focused on such
candidate’s personality will affect their job e. Sales energy, social skills, and the ability objects.
satisfaction and performance. Potential to solve problems for customers
f. Managerial: leadership ability, planning, and 4.Thomas Personal Profile Analysis also
The positions typically recommend using Potential decision-making skills known as Thomas International Personal
the Personal Characteristics Inventory Profile Analysis
(PCI) for are: 3. Miner Sentence Completion Scale -The Thomas International Personal Profile
The construct validity of the Miner Sentence Analysis (PPA), is a validated, positive, non-
1. Production/Manufacturing /Logistics Completion Scale (MSCS)—a widely used critical behavior analysis tool that emphasizes
2. Management predictor of managerial effectiveness —is strengths and capabilities in the work
3. Clerical/ Administrative investigated. The results indicate that the environment. In essence, the PPA helps you
4. Drivers MSCS has the predicted pattern of learn about the behaviors that make you who
5. Computers/IT /Technical correlations with other measures of you are.
personality, that the MSCS is positively related
The Comprehensive Personality Profile to various measures of managerial The PPA provides data designed to assist
measures 7 primary and 10 secondary effectiveness, and that the MSCS is predictive employers in the selection, appraisal,
personality traits. These traits help determine of those who will opt for a career in development or coaching and counselling of
if the candidate is one of four personality Management. their employees (or interviewees).
types: Driver, Supporter, Thinker or Motivator.
This test is especially useful for positions that Sentence completion tests are a class of B. Ability Tests
require a significant amount of client semi- structured projective techniques. -The underlying goal of general ability tests is
interaction. Sentence completion tests typically provide to assess potential candidates in terms of their
respondents with beginnings of sentences, overall intellectual potential and build a profile
1. NEO Personality Inventory- referred to as “stems,” and respondents then of their individual strengths and weaknesses.
The Revised NEO Personality Inventory is a complete the sentences in ways that are There is a body of research to suggest that
psycho- logical personality inventory, first meaningful to them. The responses are cognitive ability testing is a strong predictor of
published in 1990 as a revised version of believed to provide indications of attitudes, job performance and that the validity of this
inventories dating to 1978. The NEO PI-R beliefs, motivations, or other mental states. predictor rises as the complexity of the job
consists of 240 questions intended to measure Therefore, sentence completion technique, rises.
the Big Five personality traits: with such advantage, promotes the
Extraversion, Agreeableness, Conscientious- respondents to disclose their concealed The main types of ability test used in
ness, Neuroticism, and Openness to feelings. selection are:
Experience.
Additionally, the test measures six The uses of sentence completion tests include 1. Tests of General or Global Ability (also
subordinate dimensions (known as facets) of personality analysis, clinical applications, called “g,” intelligence, IQ)
each of the main personality factors. The test attitude assessment, achievement motivation, This attempt to measure a person’s ability
was developed by Paul Costa, Jr. and Robert and measurement of other constructs. They to problem solve, analyze, understand and
McCrae for use with adult men and women are used inseveraldisciplines, including adapt to new situations or challenges. They.
without overt psychopathology, but was later psychology, management, education, and Usually produce an IQ score or measure of ‘g.’
shown to be potentially useful at younger marketing. Sentence completion measures In the workplace setting tests of this type are
ages. have also been incorporated into non- often “short versions” with the emphasis on
projective applications, such as intelligence gaining a better understanding of a person’s
2. The Hogan Personality Inventory (HPD tests, language comprehension, and language general strengths and weaknesses in relation
-describes normal, or bright-side personality and cognitive development tests." to other graduates, rather than deriving an IQ
— qualities that describe how we relate to type score.
 -This is a test of skill at finding similarities and whereby multiple candidates can be given the
2. Tests of Specific’ Cognitive abilities differences in eroups of patterns. All the same test and hence more easily compared.
(Abstract Reasoning, Verbal Reasoning, patterns in Group A are related to each other
Numerical Reasoning) in some way. All of the patterns in Group B are 1. Job-knowledge Tests
This attempt to measure the “depth and nature related to each other in some way. - focus on specific dimension or content to
of particular strengths and weaknesses in determine current knowledge, such as a test
subject or job related areas. Typically these of knowledge about the highway code.
involve high level cognitive processing, -Knowledge tests such as this may be
complex problem solving, analytical reasoning, computerized,enabling them to be taken at
verbal reasoning, abstract reasoning and Verbal Reasoning Samples any time and even in any place. This also
information checking. In some instances tests The following passages test your skill at reduces the cost of administration and can
may extend to visual acuity, motor dexterity, making sense of reports that cannot be relied reduce security issues (such as loss of exam
mechanical reasoning and other psychomotor upon to be objective, truthful or even papers).
domains. The choice of test is largely consistent. The test consists of a series of
dependent upon the context and nature of the short passages of text, each of which includes  Proctoring
role. a number of statements intended to convey - method often used, whereby questions and
information, 6r persuade the reader of a point sequences are regularly changed to reduce
For graduate positions, many companies tend of view. Each passage is accompanied by four copying cheating.
to use a broad range of tests to get a feel for statements relating to the information or Job knowledge tests are increasing use in
a person’s abilities in different areas, so as to arguments it contains. Assume that what is professional areas such as medicine and
help them assess where an applicant might stated in the passage is true — even if it architecture.
best be suited. These are likely to include contradicts what you know or believe to be the
tests of vocabulary, numerical reasoning, case in reality—and decide for each statement 2. Hands-on Performance Tests
verbal reasoning, abstract problem solving or whether, on this assumption, it is true or false, - used to test people for physical capabilities.
critical reasoning, in conjunction with or whether you cannot tell and need more For example, a psychomotor test, which is
personality and values questionnaires. It may information. characterized by manual dexterity exercises.
also include tests of management and The definitions are:
leadership potential, or mechanical or clerical 1. True: This statement is already made in the 3. Situational Judgments Tests
aptitudes. Visual, motor, and tests of artistic passage, that it is implied by or follows -people are asked how they would act in a
ability are not usually included in standard logically from a statement or statements made given situation. This may be done with a
multiple aptitude batteries due to their in the passage. multiple choice to enable automated marking.
specificity and cost. 2. False: This statement contradicts a
statement made in, implied by, or following It can be used in many different jobs, for
3. Tests of Psychomotor abilities and _ logically from the passage. example leadership and teaching.
specific aptitudes (vision, hearing, motor 3. Can’t Tell: This means that there is -These tests assess job knowledge and the
dexterity, artistic ability, mechanical ability, insufficient information in the passage to draw ability of the candidate to apply this knowledge
management potential, leadership potential firm conclusions about the truth or falsity of the in specificsituations, (rather like in situational
etc.) statement. interviewing). They can be used to assess for
aptitude and trainability as well as for current
In recent years it has become clear that man’s knowledge, and can be helpful in recruiting
 Typical characteristics of ability use of fossil fuels is likely to have a major people with no previous experience.
tests: impact on the world’s climate. As a result of
this, increased concentrations of ‘greenhouse’  Development
A. Usually timed (approximately 15-40 gasses such as carbon dioxide and methane
minutes) will lead to global warming — an overall small - Work samples, as with other selection
increase in average temperatures whose methods often start with a job analysis of
B. Consist of short questions where there impact is difficult to predict. Whilst some good performers.
is: only one right answer but a lot of wrong scientist predict melting of the polar ice caps, -The job is typically. broken down into key
ones. and so a rise in sea levels, others think this behavioral components, which are then used
will be balanced by increased to create a checklist of desirable behaviors.
C. Are typically multiple choice, or short precipitation at the poles. (Source: ASE- - Work samples is normally used to test
answer format where you are asked to Solutions) current skill. It can also be used to test for the
provide a number or a single word ability to learn new skills. It is based on the
response Numerical Reasoning Samples premise of behavioral consistency, where the
These tests may take a form similar to the way a person acts in a simulated situation is
D. Are generally designed to discriminate verbal reasoning test above, where assumed to be the same as they might act on
between highly talented candidates information is presented in text, graphs, charts the job.
therefore few candidates finish them. etc…followed by statements. You must - It is useful for reducing bias by assessors
indicate whether the statements are true or and is perceived to be fair and valid by both
E. The questions usually become progres- false, or choose between options. recruiters and candidates, as all candidates
sively more difficult. are treated in the same way, including the
amount of time to respond(although this may
F. Each question is commonly worth the reduce the chances of slow writers or
same value therefore speed of cognitive  Work Sample reflective thinkers). It removes non-job-related
processing and number of correct answers - is a method of testing ability by giving the cognitive factors, and is visibly related to the
are important candidate a sample of typical work to do and job in question. It has a high predictive validity
evaluating their performance. of .37. to .54 and leads to less turnover of
G. Most ability tests do not penalise you Work samples may appear as short questions staff.
for incorrect answers, you will need to along the lines of ‘What would you do in this
check this with the test supervisor before situation’ or more complex scenarios to Criticism of work samples includes that they
you begin. analyze. At its most naturalistic, the candidate are a theoretical and related to an empiricist
is put into a the actual job where they may and Western view of the individual and
H. They are usually paper and pencil tests spend some time actually doing real work. The work (Searle, 2003). Work samples must be
although some are available in electronic normal situation, however is for the person to carefully designed to test specific items. They
format. be given a role-play or real-life situations give problem where more attention is paid (o
where the candidate acts out a realistic face validity than content validity and can also
Abstract Reasoning Samples situation. This creates a repeatable pattern miss small, but critical factors (such as color
vision for engineers).
 Simulation of an Event. These tests present
In any concern for fairness, work samples are the candidate with a picture of an incident
of particular value as they have both higher along with quotations from those involved. The
face validity and greater fairness for non- candidates then respond to a series of
questions

traditional candidates (Lievens and Klimosky, in which they write down the decisions they
2001). would make. The
test is scored by subject matter experts.

Low Fidelity Simulations. These tests present

applicants with descriptions of work situations
and five alternative responses for each
situation. Applicants choose the responses
 Performance Tests and Work Sample they would most likely and least likely make in
each situation.
-Work Sample Tests is designed to have high
content validity through a close relationship Work-samples. Applicants perform
with the job. observable, job-related behaviors as
-Work Sample tests are based on the premise predictors of criterion performance. It is not
that the best predictor of future behavior is feasible to adapt certain work behaviors for
observed behavior under similar situations. testing. Work samples often are not conducive
These tests require the examinee to perform to group administration and, therefore, were
tasks that are similar to those that are dropped from consideration because of
performed on the job. concerns regarding test security.

 Validating Work Sample Tests

1) Content Validity. The most direct

relationship between the test and job would be
shown through content validation. The tasks
and duties performed on the test would be
compared to the tasks and duties performed
on the job. The test should encompass
significant (in quantity or in importance) tasks/
duties of the job.
2) Criterion Validity. To measure this validity,
you must first determine what criteria will be
used.

Two common forms of criteria are:

a. Supervisory ratings of the incumbent's job
performance. The disadvantage of using
supervisory ratings as criteria is that they
typically lack sufficient reliability to be used for
statistical analysis. The reliability of these
measures is attenuated by rater errors such as
‘halo’ or ‘leniency’. These ratings alto tend to
lack the variability necessary to show a
correlation between predictor and criterion.
b. Production measures such as quantity or
quality of work. Production measures are not
available for some jobs.

The predictor measures used with work

sample tests include:

1. Number of work samples completed (using

Types of Work Sample Tests a time limit)
2. Time to complete work samples (using a
limit on the number of work samples to be
Work-Sample Tests of Trainability. These are completed on the test)
tests through a period of instruction when the 3. Number and type of errors.
applicant is expected to learn tasks involved in
a work sample. The work-sample tests of
trainability are suitable for untrained applicants
with no previous job experience. The
predictive validity of this technique is low
relative to other techniques and there is
evidence the validity of the instrument may
attenuate over time.