Validity ：quality of measures“Does this test measure what is supposed to measure?”AB“match”movemoveAttribute(属性）Eg: Knowledge of photography.Measure(测量工具或方法）Eg：objective test of Knowledgeof photography.Validity: The degree of B match AThe bigger, the more valid (阴影部分越大，测量越有效度 ） （没有测量到的属性和特征 ）（不需要测量的部分）CDEAattribute(属性）Lack thinking a problem “Which attributes should be measured to match the specific opening like this？”In our case: It is just measured some general characteristics which arenot related to the ENG , such as knowledge, willingness to learn . Problem:The company lack detailed jobanalysis to analyze which characteristics be required bythe position. Consequence:So the company confused about which attribute shouldbe measured.Bmeasure(测量工具方法）In this case: Developing a rating system that had been used In evaluation of all employees. Method: Graphic rating scale(twelve general traits such as effort, knowledge, willingness to learn. Problem:1.Method of performance measurement: graphic rating scalesstandards are unclear.幻灯片 7 2.This method will lead halo effect(光环效应）bias(个人偏见）幻灯片 63. The lack of related attributes.幻灯片 4BIn this case: rater: two managers (supervisor ) Halo effect: Occurs when one positive performance characteristic causes the manager to rate all other aspects of performance positively.Horns error: the adverse of halo effect.Bias: Bias because of the specific purpose (select to fillPosition)Example of Graphic Rating ScalesABUnrelated and secondary attributes Unsuitable measurement toolmovemoveCDSome competency to the specific position:Such as: Knowledge of photography(摄影能力）word processing(文字处理技能 ）computer skillOther attributes that have not close relation with this specific position.E EEValidity: low!