Creating incorrect answers . It is important to remember that they should not be predictable.
Posted: Sun Dec 22, 2024 9:35 am
Number of answers . When developing tests, the question of the number of possible versions is always relevant. It is recommended to offer four or five options, since three answers make the choice too easy, and more than five is often excessive. Usually, tests include no more than five possible solutions.
Let's take the question: "If you smell something burning, what should you do first?" Answer options:
Call the fire department on 112.
Take no action.
Notify your immediate supervisor.
Here the false option is obvious.
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Validity of the developed tests for employees
Test development is only the first step in evaluation. To be sure of the quality of the results obtained, the test must be validated. Validation ensures that the test actually measures what it is supposed to measure and that its results can be interpreted with a high degree of reliability.
Construct validity
This is one of the criteria for assessing the quality of the employee testing system, used to analyze complex psychological phenomena that have a hierarchical structure. Such phenomena cannot be fully measured by one test due to their complexity.
For example, to assess intelligence, one must first clearly define what it is and what its structure is. The construct validity of a test in this context is determined by the correspondence between the structure of intelligence and the structure of the study itself.
In general, this criterion is aimed at identifying the accuracy of measurements of complex and stable aspects of behavior, personality traits and mental states.
Criterion-related validity
This is a test quality indicator that allows one to evaluate certain psychological traits of an individual in the current and future time. To evaluate this criterion, the coincidence of the test results with the actual level of development of the measured quality or ability in practice is analyzed.
Criterion-related validity
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When assessing technical abilities, an important criterion is the analysis of the professional activities of specialists, as well as expert assessments of their skills, carried out by people who are well acquainted with their work over a significant period of time.
The assessment of these abilities can be done using an ordinal, interval or ratio scale. It is considered that the test has a justified application if its criterion validity is not less than 0.2-0.25.
Content validity
The criterion determines the extent to which the test adequately covers the area of measured mental phenomena. It is used to check how fully the study describes the set of measured parameters.
Predictive validity
One of the test quality criteria that allows one to assess how the measured parameter will develop in the future. This approach to validity is very useful from a practical point of view. A significant disadvantage of this criterion is its inability to take into account differences in the rate of development of the parameter in different people.
Let's take the question: "If you smell something burning, what should you do first?" Answer options:
Call the fire department on 112.
Take no action.
Notify your immediate supervisor.
Here the false option is obvious.
Recommended articles on this topic:
B2B Marketing: Key Features, Promotion Channels
32 Ways to Attract Clients: Proven taiwan mobile phone number example and Unconventional
KPI for the sales department: how to calculate and implement
Validity of the developed tests for employees
Test development is only the first step in evaluation. To be sure of the quality of the results obtained, the test must be validated. Validation ensures that the test actually measures what it is supposed to measure and that its results can be interpreted with a high degree of reliability.
Construct validity
This is one of the criteria for assessing the quality of the employee testing system, used to analyze complex psychological phenomena that have a hierarchical structure. Such phenomena cannot be fully measured by one test due to their complexity.
For example, to assess intelligence, one must first clearly define what it is and what its structure is. The construct validity of a test in this context is determined by the correspondence between the structure of intelligence and the structure of the study itself.
In general, this criterion is aimed at identifying the accuracy of measurements of complex and stable aspects of behavior, personality traits and mental states.
Criterion-related validity
This is a test quality indicator that allows one to evaluate certain psychological traits of an individual in the current and future time. To evaluate this criterion, the coincidence of the test results with the actual level of development of the measured quality or ability in practice is analyzed.
Criterion-related validity
Source: shutterstock.com
When assessing technical abilities, an important criterion is the analysis of the professional activities of specialists, as well as expert assessments of their skills, carried out by people who are well acquainted with their work over a significant period of time.
The assessment of these abilities can be done using an ordinal, interval or ratio scale. It is considered that the test has a justified application if its criterion validity is not less than 0.2-0.25.
Content validity
The criterion determines the extent to which the test adequately covers the area of measured mental phenomena. It is used to check how fully the study describes the set of measured parameters.
Predictive validity
One of the test quality criteria that allows one to assess how the measured parameter will develop in the future. This approach to validity is very useful from a practical point of view. A significant disadvantage of this criterion is its inability to take into account differences in the rate of development of the parameter in different people.