In the context of job evaluation, validity is defined as:Question 9Answera.the degree to which different evaluators produce the same resultsb.a skill-based approach for determining payc.the ability of employees to request a re-evaluation of skillsd.the underlying, broadly applicable knowledge needed to perform a job effectivelye.the degree to which the evaluation achieves the desired results

Obtaining consistent results regardless of the job analysis method used is a measure of:Question 1Answera.validityb.acceptabilityc.flexibilityd.reliabilitye.administration

The knowledge, skills, and abilities required to adequately perform the tasks are referred to as:Question 13Answera.performance appraisalsb.job specificationsc.job evaluationsd.job analysese.positions analyses

1. Validity refers to how accurately a method measures what it is intended to measure. a) Define criterion validity. b) Describe and evaluate the TWO (2) types of criterion validity with appropriate examples.(elaborate with proper info and based on pasychology format )

Selon l’état de la recherche sur l’imputabilité des évaluateurs (rater accountability), lorsque l’évaluateur doit justifier son évaluation à l’employé (justification requirements), il aura tendance à… A. Gonfler ses cotes d’évaluation B. Aucune de ces réponses C. Diminuer ses cotes d’évaluation D. Offrir des cotes d’évaluation plus précises

Criterion validity is evaluated by determining whether a measure is associated in an expected way with some other measure. If both variables are measured at the same point in time, the resulting validity is referred to as:Question 10Select one:a.Predictive validity.b.Content validity.c.Item validity.d.Construct validity.e.Concurrent validity.