Through test measuring for checking what we intended to know, is?

Related Mcqs:

1. 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...

2. The intended directions and actions are stated in?

   A. mission statement B. strategic goals C. vision statement D. none of above...

3. 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...

4. 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...

5. 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...

6. 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...

7. The types of ‘test validity’ consist of?

   A. criterion validity B. content validity C. Score validity D. Both A and B...

8. The consistency of obtained scores in a test is measured by?

   A. test validity B. criterion validity C. content validity D. reliability...

9. 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...

10. The extent to which an employment selection test provides consistent results is known as:__________?

    A. Reliability B. Dependability C. Consistency D. Trustworthiness...