![]() This makes it very difficult to justify generalizing concurrent validities to a predictive validity situation. Workers who are presently employed have survived screening in both hiring and continuity, and the poorer workers who were hired may have left either voluntarily or by request. Management is sometimes unwilling to wait for the time required by the predictive method, and may not realize that present employees can represent a basically different population of workers from job applicants. Unfortunately, concurrent validity is too often used in industry as a substitute for predictive validity. ![]() ![]() It is extremely important to point out that high concurrent validity does not assure high predictive validity. In other words, we are interested in predicting the present status of people, not their status at some future time. ![]() A sample of current employees is used to ascertain the predictor- criterion relationship, and then the resulting regression may be applied by obtaining predictor scores on the remaining job holders. Concurrent validity is also established using correlation and regression techniques, but with no time lag between the obtaining of predictor and criterion scores. The aim here, at least in theory, should be to estimate the present performance of employees on some criterion measure from scores on the predictor. ![]()
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