An assessment tool is valid if it measures specific characteristics required to do a job and if the measurements are accurate. Validity is the fifth of 13 Department of Labour guidelines used for assessment instruments.
We determine an assessment tool's validity by looking at its purpose. Once we determine the tool is valid for a specific purpose, that validity cannot be transferred for any other purpose. For example, we can agree an instrument can validly predict a person's ability to accurately measure, add and subtract. We cannot, however, use the same instrument to predict the person's leadership or sales skills. The validity coefficient is a strong indicator of how valid the assessment is for a specific purpose under specific circumstances. It measures the degree of relationship between test performance and job performance. Validity is an important characteristic in assessment tools because it gives meaning to a person's scores on an assessment. Developers of assessments must describe the groups they used to develop the test, detail which groups can be validly tested by the assessment, and provide an interpretation of scores for individuals belonging to specific group. Our assessment tools are: Additionally you have: - Clear, concise, to the point reports that use simple language that is effective and easy to read.
- Quick reference guides for the correct understanding of the report content.
- Immediate access 24/7/365 to a variety of reports delivered via the internet to your email address
- Access to current validation studies if desired
Regular and Consistent Revalidation - We validate more than once for a good reason – because assessments can't be allowed to get old. Old is not good in the assessment business because language is not static and assessments are made up of words. The meanings of words change, sometimes quite rapidly, and when meanings change, it can affect how people respond to a questions in an assessment, invalidating the question. If enough questions change, the entire assessment may become invalid. That’s why Profiles regularly and consistently revalidates all of our products, question by question. Whenever necessary, revisions are promptly made.
Reliability & Validity Our roots span over thirty years in research and development. In fact, we have recently completed a large assessment analysis. Over 200,000 participants in the workforce participated in this landmark study. This study has been replicated in more than 70 countries, emphasizing our mission to bring culturally sensitive and accurate assessments to clients around the world. While many assessment studies in the industry are administered on college campuses, utilizing students with no professional work experiences, we focus on samples that represent the working populace whom we serve. When assessment developers utilize inappropriate sampling techniques, their assessments on the market today fail to address the issues of validity and reliability we support. This results in inaccurate measurements and wasted time and money on the part of their clients. Our comprehensive assessment analysis studies include employees at all levels of their companies and across many industries. Reliability and validity results for our assessments benefit from our diligence in attaining the most representative samples attainable. Our documentation of these studies is available to our clients in both technical and laymen's terms, and help to bridge the gap between the expert needs of a scientific practitioner and the practical needs of our business clients.
The Profile XT satisfies all requirements of the EEOC, the ADA, the DOL, and the Civil Rights Act. It was designed and developed to be specifically job-related and has been validated in accordance with American Psychological Association standards. The Profile XT is validated to be Age-blind, Gender-blind, and Ethnicity-blind. It measures only those factors relevant to selecting the best people to fit the requirements of specific jobs. Scientifically Designed for Business - All Profiles products are scientifically driven. They have all been developed specifically for business use. Our products are client-driven. We have focus groups of clients looking at what we do and our clients help us make our assessments better. Our products are validated and revalidated using people in the workplace. Any other assessment company would consider an assessment validation study using 1,000 subjects as a huge study. In our most current validation study, 200,000 working people took part.
Solve Employee Performance and Attitude Problems - Management guru Peter Drucker has estimated that two of three hiring decisions will prove to be a mistake during the new employee’s first year. Sometimes the employee can be terminated, or quits, but all too often they are allowed to stay on the payroll and are a drag on an organization’s overall productivity. They are also often the source of problems that management must resolve. An employee whose performance is marginal is likely to have a bad attitude toward his or her work – an attitude that can contaminate others. Using Profiles products helps to keep the “bad apple” syndrome out of your business.
Multiple Reports For the Same Cost - Most Profiles assessments generate more than one type of report, making them multi-use management tools. You never pay more for additional reports so you can get additional information without additional expense. Price - Profiles International employment assessments are mid-market priced. They are not cheap, nor are they the most expensive products in the marketplace. We strive to provide the greatest value in the assessment industry. You can pay more or you can pay less for assessments, but, dollar for dollar, you cannot get any better results and benefits from any of our competitors.
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