A. test validity
B. criterion validity
C. content validity
D. reliability
Related Mcqs:
- A. “What you are measuring?” B. “how you are measuring performance” C. “what are the set standards” D. “the rules of performance appraisals” ___________?
A. satisfactory-promotable interview
B. satisfactory-not promotable interview
C. unsatisfactory-correctable interview
D. unsatisfactory-uncorrectable interview - The intended directions and actions are stated in?
A. mission statement
B. strategic goals
C. vision statement
D. none of above - The validity test that focused on comparing test scores of already existing employees to a measure of their job performance, is?
A. concurrent validity
B. predictive validity
C. criterion validity
D. content validity - Measuring performance on basis of job tasks actually done is called?
A. sampling technique
B. work sampling technique
C. work sample
D. all of above - The ranking of all the employees, measuring a specific trait such as communicating is measured in ___________?
A. graphic rating scale method
B. management by objectives
C. alternation ranking method
D. paired comparison method - The ranking of all the employees measuring a specific trait by making pairs of employees is called _________?
A. graphic rating scale method
B. management by objectives
C. alternation ranking method
D. paired comparison method - The types of ‘test validity’ consist of?
A. criterion validity
B. content validity
C. Score validity
D. Both A and B - The consistency of obtained scores in a test is measured by?
A. test validity
B. criterion validity
C. content validity
D. reliability - A validity test that contains a fair sample of performed tasks in actual job is called?
A. criterion validity
B. content validity
C. Score validity
D. Both A and B - The extent to which an employment selection test provides consistent results is known as:__________?
A. Reliability
B. Dependability
C. Consistency
D. Trustworthiness
